text:
Growing up in the rugged throws of the Basque Country can offer up all kinds of opportunity with those unique local reefs providing fine leisure time, if you know where to go. And there's more to the Basque than prime reefs, Mundaka and Zarautz and pintxos. It too is a cultural throwback to times long-gone which has transformed into a kind of new-age level of connected community, while somehow remaining both tight knit and welcoming to the travelling surfer.
The characters who have emerged out of Spain's north coast are well known; Kepa Acero, arguably the father of modern surf travel, Natxo Gonzalez, hugely establishing himself as a warrior in just about any conditions, Aritz Aranburu – perhaps one of the best surfers on the planet and a tube hound at that.
A name that may have crossed your path is Garazi Sanchez, a Basque surfer who epitomises that travel and search philosophy. Sure, Garazi may be grinding the QS at the moment, but her passion lays with exploring paths untrodden. We checked in with Garazi after she dropped this neat little cut from her travels over the past few months. Dig in.
Tell us a bit about yourself, where did you grow up and when did you learn to surf?
I am Garazi (which means Grace in basque) a basque surfer who loves the ocean and travelling. I started competing in surfing because I really wanted to know the world and now, along the way, I am trying to do my best to perform in comps, grinding the WQS and working to qualify for Tokyo 2020. I grew up in Getxo, where the skate and surf scene was new in my childhood, I loved everything about it and here I am now, travelling all around the world looking for waves.
How's the surf scene in Spain right now? Do you still spend much time there?
Actually, the surf scene has gotten much bigger lately. So many people surfing and so many kids. I love seeing all kinds of people sharing their passion, the bad thing is there is less waves for each of us [laughs].
I don't spend lot of time at home, I am trying the QS and we spend eight months a year jumping around continents. But, it is my favourite place on the world; the food, the culture, the cities and all that nature is so close... I guess I really do love it...home.
For people who want to travel to Spain to surf, where'd you recommend to start out? The Basque has those amazing reef setups that you don't find in other places across Europe...
I am in love with Basque Country and I have to say that if you come in summer, all the north coast has plenty of beaches with so many empty waves and amazing food. Autumn? Well, you already know Mundaka, but there are plenty of reefs, not as good as Mundaka, but really fun. Galicia, Asturias and Basque country for summer, and autumn is the best season to travel.
If it's waves and culture, San Sebastian's great if you've access to a vehicle and in the evening, pintxos and txakoli! But what about further south?
South Spain is a dream when the swell gives you waves. Cadiz has amazing waves; beachies and a dreamy righthander. The good thing in Spain is that even though you're in the same country, it can feel like an entirely new place the further you travel. So many totally different cultures. I mentioned autumn but the winter is so special too. Chopitos, music on the streets and waves.
Tell us a bit about this short clip, where was it shot?
This clip is of me training this year (Oz, Zarautz, Sopelana...) and the lifestyle is in Formentera, which would be my favourite place...if you could surf.
I wanted to make something that felt different for me, the music is latín language, the lifestyle is the Mediterranean and the surf is shot in black and white. I wanted to show that we can be feminine and surf with power at the same time. I don't know if I achieved it, but had so much fun on the way.
Surf, adventure and lots of different boards. That's it!
And what do you make of the Euro surf scene as a whole?
I think Europe has lot of talented surfers, our surf history is shorter than America or Australia but I think we are growing and stepping up.
Sometimes surfing does not get as much attention because we have so much football, tennis and athletes that make a lot of noise, you know? I love meeting surfers from northern Europe, you see their passion and their adventurous spirit. I think we have so many passionate people within this sport.
Do you think there's still untapped kegs lying in wait for the adventurous?
For sure! I think north Europe has plenty of places with beautiful set ups, but it's cold [laughs]. Mediterranean also has lots of places with the right swell that make you think you're in a beer ad, and on a never ending summer. That's where I'm travelling to next, I guess when my competitive career loosens up.
On that note, have you any trips lined up?
Yes! It has been a long year and I want to go to Costa Rica. To surf fun waves, eat fruit and walk from my bed to the beach for two weeks. No driving, no stress about where are the best waves and ride all my different boards; twins, quads, you name it. Surf, adventure and lots of different boards. That's it!


text:
Get Ready To Diet
Being ready to lose weight involves many things. There is definite preparation to be done, and without the right kind of preparation, it is unlikely that you will be able to maintain your weight-loss effort.
If weight control is a serious issue in your life, you need new awareness and insight into your problem before you can solve it. A one-sided food solution superimposed on a multifaceted problem is doomed to fail. Even the best techniques won't be effective if you are not prepared to change.
Don't equate action with change. Taking action may be the most visible, obvious step to you and to those around you. But there are things that need to happen before you take an action like starting a diet. Here are some things that will help you get ready.
- Try to make your goal crystal clear. One way to do this is to imagine a time in the future, maybe the moment when you step on the scale and the number reads the way you want it to read. Then, in your mind's eye, conjure an image of yourself at this weight. Try as much as possible to keep this image in your mind's eye. This will help you keep your goal in front of you.
- Use this visualization technique often. Now that you can see your goal clearly, begin to think about your feelings, your self-image, your attitudes, the pressures in your life. Consider whether any of these things have been getting in the way, keeping you from achieving your goal. Make a list of those things that you think may be undermining your desire to lose weight.
- Consider what your real needs are. Are you meeting your needs in other areas of your life? Write down ways in which overeating may be an attempt at meeting these needs. Then you can think of ways to answer your needs that would be much more effective in your life than overeating.
- Think about three times in your life when you had the most trouble controlling your weight. Try to remember if there was anything stressful going on at those times. If there was, see if there is a connection between those stresses and your eating. This will give you greater understanding of your eating patterns.
- See if you can team up with a friend who is also interested in losing weight. You can decide to lean on each other, take courage from each other, listen to each other, help each other over the rough spots. This kind of helping, supportive relationship will strengthen your commitment, give you courage, and make the process more enjoyable.
- Consider which food plan out there is best for you— not the latest, trendiest, best-selling diet— but the one that will best fit in with your own lifestyle, your own needs, your own comfort. You might want to ask other people what their experience has been with certain diets. You might even decide to create a food plan yourself, one that is totally tailored to you.
When you get going on this kind of comprehensive thinking, your diet effort will pack much more of a punch. Having the power of good, constructive thought behind you can mean the difference between yet another diet failure and real, lasting weight-loss success.
Julie Schwarz also contributed to this article. Dr. Kenneth Schwarz, a psychologist and psychoanalyst practicing in Connecticut, and his wife Julie are the founders of www.mariaslastdiet.com, a website offering strategies and support for diet success. Dr. Schwarz provides tools to help women succeed regardless of which diet they choose. Sign up for their free newsletter and receive ongoing support for total diet success.
Schwarz, K. (2020). Get Ready To Diet. Psych Central. Retrieved on October 26, 2020, from https://psychcentral.com/lib/get-ready-to-diet/
Last reviewed: By a member of our scientific advisory board on 29 Jul 2020
Published on Psych Central.com. All rights reserved.

subset: commoncrawl


text:
Support for the kangaroo industry from Agriculture
The kangaroo harvest provides a critical service to farmers in reducing the economic impact on them from super-abundant kangaroo populations. It has been estimated kangaroos cost the Agricultural sector in excess of $90m/year. This includes direct losses by grazing crops or pastures as well as damaging fences and other farm infrastructure. At times these costs can be high, during droughts for example kangaroos can quickly eat out feed reserves farmers have set aside for their livestock.
"It has been estimated that harvesting kangaroos at the maximum sustainable level can improve long term wool yields by as much as 25%"
In cropping areas kangaroo grazing pressure can cause significant crop loss. In Bungunya district, on the inland fringe of the winter wheat belt in Southeast Queensland, crop losses attributable to eastern grey kangaroos (Macropus giganteus) have been at yield reductions of 8-17% for the district as a whole. Barnes, A; Hill, G J E, CSIRO, 2012, Estimating Kangaroo Damage to Winter Wheat Crops in the Bungunya District of Southern Queensland
In pastoral regions managing Total Grazing Pressure (TGP) is essential to maintaining plant biodiversity. Kangaroos represent a significant component of the TGP along with sheep and cattle. Farmers can control their sheep and cattle numbers to ensure the TGP does not threaten the overall environmental health of their property, but the kangaroo harvest is the only tool available to control kangaroo numbers. Thus it is an essential environmental management tool and it is for this reason that the kangaroo industry is strongly supported by a great number of professional Ecologists and conservation NGO's.
They eat all ground cover, grasses and small native bushes which leads to erosion of soil and extinction of native grasses and small bushes. In a dry time which can go for several years here in Australia the effects of these large numbers are catastrophic to the environment and the sustainability of the farm.
In a dry season when we have large mobs of several hundred Kangaroos they can quickly decimate our crops and pastures. We not only have immense grazing pressure but also damage to fences and environmental tree plantings to contend with.
Having just recently scouted a 400 ha native pasture grazing block I was shocked to find little to no grazing value for our cattle because the kangaroos have grazed it off over the past 4 months. Additionally, the kangaroos have impacted our grain production area. Overall we have lost approximately 25 ha of crop. It doesn't sound like much but when the input costs are $350/ha and unrealised income of $1200/ha the numbers add up quickly. At $1550/ha over 25ha we will miss out on $25,000 this year alone. Long term we probably miss out on $15,000 per annum on cropping alone. A rough estimate on lost grazing income is in the realm of $10,000 per annum.
Our property has been at the forefront of environmental farming planting over 18,000 trees and using recycled green waste as fertilizer. Over-abundant kangaroos are creating major issues with us in trying to restore areas of trees. The kangaroos knock down the trees in fenced off areas and then eat the young trees to the ground. We like having some kangaroos; the issue is the number that we now have has multiplied with improved pastures and the tree establishment and due to surrounding forest areas. The issue becomes particularly difficult in dry times with the numbers competing for grass and causing more destruction to trees.
As kangaroos are free roaming they constantly overgraze plants in our pasture as they are able to come back onto the green pick, this causes the more desirable species to be eaten out which impacts on our operation. As we are managing holistically we are trying to ensure we minimise overgrazing by providing adequate recovery period for our grass plants, however the kangaroo population makes this increasingly difficult.


text:
Gender pay gap
The European Commission defines the gender pay gap as the average difference between men's and women's aggregate hourly earnings. The wage gap is due to a variety of causes, such as differences in education choices, differences in preferred job and industry, differences in the types of positions held by men and women, differences in the type of jobs men typically go into as opposed to women (especially highly paid high risk jobs), differences in amount of work experience, difference in length of the work week, and breaks in employment. These factors resolve 60% to 75% of the pay gap, depending on the source. Various explanations for the remaining 25% to 40% have been suggested, including women's lower willingness and ability to negotiate salaries or else due to discrimination.[1][2][3] According to the European Commission direct discrimination only explains a small part of gender wage differences.[4][5]
In the United States, the average female's unadjusted annual salary has been cited as 78% of that of the average male.[6] However, multiple studies from OECD, AAUW, and the US Department of Labor have found that pay rates between males and females varied by 5–6.6% or, females earning 94 cents to every dollar earned by their male counterparts, when wages were adjusted to different individual choices made by male and female workers in college major, occupation, working hours, and maternal/paternal leave. The remaining 6% of the gap has been speculated to originate from deficiency in salary negotiating skills and sexual discrimination.[7][8][9][10]
In the UK, the aggregate gender pay gap has continued to close and as of 2012, the gap officially dropped below 10% for full-time workers.[11][12] The aggregate gender pay gap can also be viewed as a generational sliding scale with females between 55–65 with the largest disparity (18%) and females between the ages of 25–35 with the smallest disparity (6%).[13]
The World Economic Forum provides data from 2015 covering 145 countries including global gender gap rankings and scores based on economic participation and opportunity, educational attainment, health and survival, and political empowerment scores.[14]
Over time
Looking at the gender pay gap over time, the United States Congress Joint Economic Committee showed that, as explained inequities decrease, the unexplained pay gap remains unchanged.[15] Similarly, according to economists Francine Blau and Lawrence Kahn and their research into the gender pay gap in the United States, a steady convergence between the wages of women and men is not automatic. They argue that after a considerable rise in women's wages during the 1980s, the gain decreased in the 1990s, which was due mainly to a much faster decline in the "unexplained" part of the gap during the 1980s than in the 1990s. They also contend that the slowing of this decline may have been caused by multiple factors, including "changes in labor force selectivity, changes in gender differences in unmeasured characteristics and in labor market discrimination, and changes in the favorableness of demand shifts."[16] A mixed picture of increase and decline characterizes the 2000s. Thus Blau and Kahn assume:
With the evidence suggesting that convergence has slowed in recent years, the possibility arises that the narrowing of the gender pay gap will not continue into the future. Moreover, there is evidence that although discrimination against women in the labor market has declined, some discrimination does still continue to exist.[3]
A wide ranging meta-analysis by Doris Weichselbaumer and Rudolf Winter-Ebmer (2005) of more than 260 published adjusted pay gap studies for over 60 countries has found that, from the 1960s to the 1990s, raw wage differentials worldwide have fallen substantially from around 65 to 30%. The bulk of this decline, however, was due to better labor market endowments of women. The 260 published estimates show that the unexplained component of the gap has not declined over time. Using their own specifications, Weichselbaumer and Winter-Ebmer found that the yearly overall decline of the gender pay gap would amount to a slow 0.17 log points, implying a slow level of convergence between the wages of men and women.[17]
Another meta-analysis of 41 empirical studies on the wage gap performed in 1998 found a similar time trend in estimated pay gaps, a decrease of roughly 1% per year.[18]
According to economist Alan Manning of the London School of Economics, the process of closing the gender pay gap has slowed substantially and women could earn less than men for the next 150 years because of discrimination and ineffective government policies.[19][20] A 2011 study by the British CMI revealed that if pay growth continues for female executives at current rates, the gap between the earnings of female and male executives would not be closed until 2109.[21] Women Chief Financial Officers (CFOs) are paid 16% lower on average as compared to their male counterparts.[22]
According to the most recent analysis prepared for the United States Department of Labor:
Although additional research in this area is clearly needed, this study leads to the unambiguous conclusion that the differences in the compensation of men and women are the result of a multitude of factors and that the raw wage gap should not be used as the basis to justify corrective action. Indeed, there may be nothing to correct. The differences in raw wages may be almost entirely the result of the individual choices being made by both male and female workers.[23]
The differences in the opinion of a variety of different sources, economists and think tanks have led many to believe that corrective action may be necessary in the future if evidence is found that widespread discrimination is happening in the work place among every business, but until hard evidence is provided things ought to stay the same.
By country
In Australia, the gender pay gap is calculated on the average weekly ordinary time earnings for full-time employees published by the Australian Bureau of Statistics. The gender pay gap excludes part-time, casual earnings and overtime payments.[25]
Australia has a persistent gender pay gap. Between 1990 and 2009, the gender pay gap remained within a narrow range of between 15 and 17%.[26] In August 2010, the Australian gender pay gap was 16.9%.[27]
Ian Watson of Macquarie University examined the gender pay gap among full-time managers in Australia over the period 2001–2008, and found that between 65 and 90% of this earnings differential could not be explained by a large range of demographic and labor market variables. In fact, a "major part of the earnings gap is simply due to women managers being female." Watson also notes that despite the "characteristics of male and female managers being remarkably similar, their earnings are very different, suggesting that discrimination plays an important role in this outcome."[28] A 2009 report to the Department of Families, Housing, Community Services and Indigenous Affairs also found that "simply being a woman is the major contributing factor to the gap in Australia, accounting for 60 per cent of the difference between women's and men's earnings, a finding which reflects other Australian research in this area." The second most important factor in explaining the pay gap was industrial segregation.[26] A report by the World Bank also found that women in Australia who worked part-time jobs and were married came from households which had a gendered distribution of labor, possessed high job satisfaction, and hence were not motivated to increase their working hours.[29]
A study of wages among Canadian supply chain managers found that men make an average of $14,296 a year more than women.[30] The research suggests that as supply chain managers move up the corporate ladder, they are less likely to be female.
Each province and territory in Canada has a quasi-constitutional human rights code which prohibits discrimination based on sex. Several also have laws specifically prohibiting public sector and private sector employers from paying men and women differing amounts for substantially similar work. Verbatim, the Alberta Human Rights Act states in regards to equal pay, "Where employees of both sexes perform the same or substantially similar work for an employer in an establishment the employer shall pay the employees at the same rate of pay."[31]
Using the gaps between men and women in economic participation and opportunity, educational attainment, health and survival, and political empowerment, The Global Gender Gap Report 2015 ranks China's gender gap at 91 out of 145 countries (the lower the ranking, the narrower the gender gap), which is four rankings below 2014's global index. China's 2015 gender gap score was 0.681 (1.00 being equality). As an upper middle income country, as classified by the World Bank, China is the "third-least improved country in the world" on the gender gap. The health and survival subindex is the lowest within the countries listed; this subindex takes into account the gender differences of life expectancy and sex ratio at birth (the ratio of male to female children to depict the preferences of sons in accordance with China's One Child Policy).[32] In particular, Jayoung Yoon claims the women's employment rate is decreasing. However, several of the contributing factors might be expected to increase women's participation. Yoon's contributing factors include: the traditional gender roles; the lack of childcare services provided by the state; the obstacle of childrearing; and the highly educated, unmarried women termed "leftover women" by the state. The term "leftover women" produces anxieties for women to rush marriage, delaying employment. In alignment with the traditional gender roles, the "Women Return to the Home" movement by the government encouraged women to leave their jobs to alleviate the men's unemployment rate.[33]
Dominican Republic
Dominican women, who are 52.2% of the labor force, earns an average of 20,479 Dominican pesos, 2.6% more than Dominican men's average income of 19,961 pesos.[34] The Global Gender Gap ranking, found by compiling economic participation and opportunity, educational attainment, health and survival, and political empowerment scores, in 2009 was 67th out of 134 countries representing 90% of the globe, and its ranking has dropped to 86th out of 145 countries in 2015. More women are in ministerial offices, improving the political empowerment score, but women aren't receiving equal pay for similar jobs, preserving the low economic participation and opportunity scores.[35][36]
European Union
At EU level, the gender pay gap is defined as the relative difference in the average gross hourly earnings of women and men within the economy as a whole. Eurostat found a persisting gender pay gap of 17.5% on average in the 27 EU Member States in 2008. There were considerable differences between the Member States, with the pay gap ranging from less than 10% in Italy, Slovenia, Malta, Romania, Belgium, Portugal, and Poland to more than 20% in Slovakia, the Netherlands, Czech Republic, Cyprus, Germany, United Kingdom, and Greece and more than 25% in Estonia and Austria.[37] However, taking into account the hours worked in Finland, men there only earned 0.4% more in net income than women.[38][39]
A recent survey of international employment law firms showed that gender pay gap reporting is not a common policy internationally. Despite such laws on a national level being few and far between, there are calls for regulation on an EU level. A recent (as of December 2015) resolution of the European Parliament urged the Commission to table legislation closing the pay gap. A proposal that is substantively the same as the UK plan was passed by 344 votes to 156 in the European Parliament.
The European Commission has stated that the undervaluation of female work is one of the main contributors to the persisting gender pay gap.[40]
Women earned 22–23% less than men, according to the Federal Statistical Office of Germany. The revised gender pay gap was 6-8% in the years 2006–2013.[41] The Cologne Institute for Economic Research adjusted the wage gap to less than 2%. They reduced the gender pay gap from 25% to 11% by taking in account the work hours, education and the period of employment. The difference in revenue was reduced furthermore if women hadn't paused their job for more than 18 months due to motherhood.[42][43]
The most significant factors associated with the remaining gender pay gap are part-time work, education and occupational segregation (less women in leading positions and in fields like STEM).[44]
In the UK, the most significant factors associated with the remaining gender pay gap are part-time work, education, the size of the firm a person is employed in, and occupational segregation (women are under-represented in managerial and high-paying professional occupations).[45] When comparing full-time roles, men in the UK tend to work longer hours than women in full-time employment. Depending on the age bracket and percentile of hours worked men in full-time employment work between 1.35% and 17.94% more hours than women in full-time employment.[46] When comparing part-time roles women out-earn men by 6.5% in 2015 (up from 5.5% in 2014).[47]
In October 2014, the Equality Act 2010 was augmented with regulations which require Employment Tribunals to order an employer (except an existing micro-business or a new business) to carry out an equal pay audit where the employer is found to have breached equal pay law.[48]
A 2015 study compiled by the Press Association based on data from the Office for National Statistics revealed that women in their 20s were out-earning men in their 20s by an average of £1,111, suggesting a reversal of trends. However, the same study showed that men in their 30s out-earned women in their 30s by an average of £8775. The study did not attempt to explain the causes of the gender gap.[49]
Jayoung Yoon analyzes Japan's culture of the traditional male breadwinner model, where the husband works outside of the house while the wife is the caretaker. Despite these traditional gender roles for women, Japan's government aims to enhance the economy by improving the labor policies for mothers with Abenomix (2013), an economy revitalization strategy. Yoon believes Abenomix represents a desire to remedy the effects of an aging population rather than a desire to promote gender equality. Evidence for the conclusion is the finding that women are entering the workforce in contingent positions for a secondary income and a company need of part-time workers based on mechanizing, outsourcing and subcontracting. Therefore, Yoon states that women's participation rates do not seem to be influenced by government policies but by companies' necessities.[33] The Global Gender Gap Report 2015 established that Japan's economic participation and opportunity ranking (106th), 145th being the broadest gender gap, dropped from 2014 "due to lower wage equality for similar work and fewer female legislators, senior officials and managers."[50]
From a total of 145 states, the World Economic Forum calculates Jordan's gender gap ranking for 2015 as 140th through economic participation and opportunity, educational attainment, health and survival, and political empowerment evaluations. Jordan is the "world's second-least improved country" for the overall gender gap.[50] The ranking dropped from 93rd in 2006.[51] In contradiction to Jordan's provisions within its constitution and being signatory to multiple conventions for improving the gender pay gap, there is no legislation aimed at gender equality in the workforce.[52] According to The Global Gender Gap Report 2015, Jordan had a score of 0.61, 1.00 being equality, on pay equality for like jobs.[53]
According to Jayoung Yoon, Singapore's aging population and low fertility rates are resulting in more women joining the labor force in response to the government's desire to improve the economy. The government provides tax relief to mothers in the workforce to encourage them to continue working. Yoon states that "as female employment increases, the gender gap in employment rates…narrows down" in Singapore.[33] As a matter of fact, The Global Gender Gap Report 2015 ranks Singapore's gender gap at 54th out of 145 states globally based on the economic participation and opportunity, the educational attainment, the health and survival, and the political empowerment subindexes (a lower rank means a smaller gender gap). The gender gap narrowed from 2014's ranking of 59. In the Asia and Pacific region, Singapore has evolved the most in the economic participation and opportunity subindex, yet it is lower than the region's means in educational attainment and political empowerment.[50]
South Korea
As stated by Jayoung Yoon, South Korea's female employment rate has increased since the 1997 Asian Financial Crisis as a result of women 25 to 34 years old leaving the workforce later to become pregnant and women 45 to 49 years old returning to the workforce. Mothers are more likely to continue working after child rearing on account of the availability of affordable childcare services provided for mothers previously in the workforce or the difficulty to be rehired after taking time off to raise their children.[33] The World Economic Forum found that, in 2015, South Korea had a score of 0.55, 1.00 being equality, for pay equality for like jobs. From a total of 145 countries, South Korea had a gender gap ranking of 115th (the lower the ranking, the narrower the gender gap). On the other hand, political empowerment dropped to half of the percentage of women in the government in 2014.[54]
United States
In the United States, the gender pay gap is measured as the ratio of female to male median yearly earnings among full-time, year-round (FTYR) workers. The female-to-male earnings ratio was 0.77 in 2012, meaning that, in 2012, female FTYR workers earned 77% as much as male FTYR workers.[55] Women's median yearly earnings relative to men's rose rapidly from 1980 to 1990 (from 60.2% to 71.6%), and less rapidly from 1990 to 2000 (from 71.6% to 73.7%) and from 2000 to 2009 (from 73.7% to 77.0%).[56][57] More recent statistics show in 2014 that women's median pay has increased to 79 cents, according to the Institute for Women's Policy Research.[58]
The raw wage gap data shows that a woman would earn roughly 73.7% to 77% of what a man would earn over their lifetime. However, when controllable variables are accounted for, such as job position, total hours worked, number of children, and the frequency at which unpaid leave is taken, in addition to other factors, a United States Department of Labor study, conducted by the CONSAD Research Group, found in 2008 that the gap can be brought down from 23% to between 4.8% and 7.1%.[59]
The gender pay gap has been attributed to differences in personal and workplace characteristics between women and men (education, hours worked, occupation, etc.) as well as direct and indirect discrimination in the labor market (gender stereotypes, customer and employer bias etc.).[60][61][62]
The estimates for the discriminatory component of the gender pay gap include 5%[63]:2 and 7%[64]:9 for federal jobs, and a study showed that these grow as men and women's careers progress.[64]:93 One economist testified to Congress that hundreds of studies have consistently found unexplained pay differences which potentially include discrimination.[64]:80 Another criticized these studies as insufficiently controlled, and said that men and women would have equal pay if they made the same choices and had the same experience, education, etc.[63]:
Other studies have found direct evidence of discrimination in recruitment.[65] A 2007 study showed that for identical resumes fewer replies were sent to men compared with women (it also showed that women do worse when they have children, while men do worse when they don't).[65] Another study showed more jobs for women when orchestras moved to blind auditions although, in normal orchestra interviews, women were preferentially chosen over men for some instruments, such as the flute.[63] Contrary to these other studies finding discrimination against women, a 2015 study showed that women were preferred by a factor of 2 for academic roles in STEM subjects.[66]
In 2013, a study performed by Payscale showed that in individual contributor levels, the pay gap is as low as 2%.[67]
In the Netherlands, recent numbers from the CBS (Centraal Bureau voor statistieken; English: Central Bureau of Statistics) claim that the pay gap is getting smaller. Adjusted for occupation level, education level, experience level and 17 other variables the difference in earnings in businesses has fallen from 9% (2008) to 7% (2014) and in government from 7% (2008) to 5% (2014). Without adjustments the gap is for businesses 20% (2014) and government 10% (2014). Young women actually earn more then men up until the age of 30, this is mostly due to a higher education. Women in the Netherlands up until the age of 30 have on average a higher educational level then man, after this age man have on average a higher educational degree. The chance can also be caused by women getting pregnant and start taking part-time jobs so they can care for the children. [68]
The European Commission argues that the gender pay gap has far-reaching effects, especially in regard to pensions. Since women's earnings over a lifetime are on average 17.5% (as of 2008) lower than men's, these lower earnings result in lower pensions. As a result, elderly women are more likely to face poverty: 22% of women aged 65 and over are at risk of poverty compared to 16% of men.[69]
A 2009 report for the Australian Department of Families, Housing, Community Services and Indigenous Affairs argued that in addition to fairness and equity there are also strong economic imperatives for addressing the gender wage gap. The researchers estimated that a decrease in the gender wage gap from 17% to 16% would increase GDP per capita by approximately $260, mostly from an increase in the hours females would work. Ignoring opposing factors as hours females work increase, eliminating the whole gender wage gap from 17% could be worth around $93 billion or 8.5% of GDP. The researchers estimated the causes of the wage gap as follows, lack of work experience was 7%, lack of formal training was 5%, occupational segregation was 25%, working at smaller firms was 3%, and being female represented the remaining 60%.[26]
An October 2012 study by the American Association of University Women found that over the course of 47 years, an American woman with a college degree will make about $1.2 million less than a man with the same education.[70] Therefore, closing the pay gap by raising women's wages would have a stimulus effect that would grow the United States economy by at least 3% to 4%.[71] By increasing women's workplace participation from its present rate of 76% to 84%, as it is in Sweden, the US could add 5.1 million women to the workforce, again, 3% to 4% of the size of the United States economy.[72]
Economic theories
Neoclassical models
In certain neoclassical models, discrimination by employers can be inefficient; excluding or limiting employment of a specific group will raise the wages of groups not facing discrimination. Other firms could then gain a competitive advantage by hiring more workers from the group facing discrimination. As a result, in the long run discrimination would not occur. However, this view depends heavily on strong assumptions about the labor market and the production functions of the firms attempting to discriminate.[73] Firms which discriminate on the basis of real or perceived customer or employee preferences would also not necessarily see discrimination disappear in the long run even under stylized models.[74]
Monopsony explanation
In monopsony theory, wage discrimination can be explained by variations in labor mobility constraints between workers. Ransom and Oaxaca (2005) show that women appear to be less pay sensitive than men, and therefore employers take advantage of this and discriminate in their pay for women workers.[75]
Effect of job choices
In Canada, it is shown that women are more likely to seek employment opportunities which greatly contrast the ones of men. About 20 percent of women, between the ages of 25 and 54, will make just under $12 an hour in Canada. The demographic of women who take jobs paying less than $12 an hour is also a proportion that is twice as large as the proportion of men taking on the same type of low-wage work. There still remains the question of why such a trend seems to resonate throughout the developed world. One identified societal factor that has been identified is the influx of women of color and immigrants into the work force. These groups both tend to be subject to lower paying jobs from a statistical perspective.[76] Men are more likely to be in relatively high-paying, dangerous industries such as mining, construction, or manufacturing and to be represented by a union. Women, in contrast, are more likely to be in clerical jobs and to work in the service industry. These factors explain 53% of the wage gap.[3]
Effect of socialization
Another social factor, which is related to the aforementioned one, is the socialization of individuals to adopt specific gender roles.[77][78] Job choices influenced by socialization are often slotted in to "demand-side" decisions in frameworks of wage discrimination,[79] rather than a result of extant labor market discrimination influencing job choice.[80]
Additionally, in the eyes of employees, women in middle management are perceived to lack the courage, leadership, and drive that male managers appear to have, despite female middle managers achieving results on par with their male counterparts in terms of successful projects and achieving results for their employing companies.[81] These perceptions, along with the factors previously described in the article, contribute to the difficulty of women to ascend to the executive ranks when compared to men in similar positions.[82]
Anti-discrimination legislation
According to the 2008 edition of the Employment Outlook report by the OECD, almost all OECD countries have established laws to combat discrimination on grounds of gender. Examples of this are the Equal Pay Act of 1973 and Title VII of the Civil Rights Act of 1964.[83] Legal prohibition of discriminatory behavior, however, can only be effective if it is enforced. The OECD points out that:
"herein lies a major problem: in all OECD countries, enforcement essentially relies on the victims' willingness to assert their claims. But many people are not even aware of their legal rights regarding discrimination in the workplace. And even if they are, proving a discrimination claim is intrinsically difficult for the claimant and legal action in courts is a costly process, whose benefits down the road are often small and uncertain. All this discourages victims from lodging complaints."[84]
Moreover, although many OECD countries have put in place specialized anti-discrimination agencies, only in a few of them are these agencies effectively empowered, in the absence of individual complaints, to investigate companies, take actions against employers suspected of operating discriminatory practices, and sanction them when they find evidence of discrimination.[84][85]
In 2003, the U.S. Government Accountability Office (GAO) found that women in the United States, on average, earned 80% of what men earned in 2000 and workplace discrimination may be one contributing factor. In light of these findings, GAO examined the enforcement of anti-discrimination laws in the private and public sectors. In a 2008 report, GAO focused on the enforcement and outreach efforts of the Equal Employment Opportunity Commission (EEOC) and the Department of Labor (Labor). GAO found that EEOC does not fully monitor gender pay enforcement efforts and that Labor does not monitor enforcement trends and performance outcomes regarding gender pay or other specific areas of discrimination. GAO came to the conclusion that "federal agencies should better monitor their performance in enforcing anti-discrimination laws."[86][87]
In 2016, the EEOC proposed a rule to submit more information on employee wages by gender to better monitor and combat gender discrimination.[88]
Criticism of the famous "77%" number
There have been criticisms of the common gender pay gap slogans in the United States, in particular regarding the estimate that the average woman's earnings are approximately equivalent to 77–78% of the average man's. Noted Equity feminist Christina Hoff Sommers has repeatedly criticized the estimate, describing it as a "wage gap myth".[89][90][91] According to Sommers, "when you control for relevant differences between men and women (occupations, college majors, length of time in workplace) the wage gap narrows to the point of vanishing".[89] She argues that "[t]he 23-cent gender pay gap is simply the difference between the average earnings of all men and women working full-time", but that "[i]t does not account for differences in occupations, positions, education, job tenure, or hours worked per week" between men and women workers.[90] When these factors are controlled, Sommers states that "the wage gap narrows to about five cents", but that "no one knows if the five cents is a result of discrimination or some other subtle, hard-to-measure difference between male and female workers".[90] Nevertheless, Sommers states that it is "demeaning" to women to imply "that they are manipulated into their life choices by forces beyond their control", which she considers "divorced from reality".[91]
Hanna Rosin of Slate argues that "the gender wage gap [that women make 77 cents to every man's dollar] is a lie", arguing that it is an inaccurate and "misleading statistic" which fails to grasp the complexity of the gender pay gap. In her article, she states that: "The point here is not that there is no wage inequality. But by focusing our outrage into a tidy, misleading statistic we've missed the actual challenges." According to Rosin, [i]t's the deeper, more systemic discrimination of inadequate family-leave policies and childcare options, of women defaulting to being the caretakers" that causes the gender pay gap.[92]
In response to President Obama's "persistent '77-cent' claim on the wage gap", Glenn Kessler gave it "Two Pinocchios" on the Fact Checker blog at The Washington Post. Kessler states that while "[f]ew experts dispute that there is a wage gap", the "differences in the life choices of men and women—such as women tending to leave the workforce when they have children—make it difficult to make simple comparisons". In his opinion, he believes that President Obama "must begin to acknowledge that '77 cents' does not begin to capture what is actually happening in the work force and society".[93]
See also
- Equal Pay Day
- Equal pay for equal work
- Feminization of poverty
- Gender pay gap in India
- Glass ceiling
- Global Gender Gap Report
- Lowell Mill Girls
- Material feminism
- Motherhood penalty
For other wage gaps:
- ↑ CONSAD Research Corporation, An Analysis of Reasons for the Disparity in Wages Between Men and Women (PDF), archived from the original (PDF) on October 8, 2013
- ↑ Patten, Eileen (April 14, 2015). "On Equal Pay Day, key facts about the gender pay gap". Pew Research Center.
- 1 2 3 Francine D. Blau; Lawrence M. Kahn. "The Gender Pay Gap – Have Women Gone as Far as They Can?" (PDF). Academy of Management Perspectives. Stanford University. 21 (1): 7–23. doi:10.5465/AMP.2007.24286161.
- ↑ European Commission. "Tackling the gender pay gap in the European Union" (PDF). Justice. ISBN 978-92-79-36068-8.
- ↑ "What are the causes? - European Commission". ec.europa.eu. Retrieved 2016-02-18.
- ↑ O'Brien, Sara Ashley (April 14, 2015). "78 cents on the dollar: The facts about the gender wage gap". CNN Money. New York. Retrieved May 28, 2015.
- ↑ "An Analysis of Reasons for the Disparity in Wages Between Men and Women" (PDF). US Department of Labor; CONSAD Research Corp. Retrieved February 16, 2016.
- ↑ Jackson, Brooks (June 22, 2012). "Obama's 77-Cent Exaggeration". FactCheck.org.
- ↑ Graduating to a Pay Gap – The Earnings of Women and Men One Year after College Graduation (PDF)
- ↑ Sommers, Christina H (January 23, 2014). "Wage Gap Myth Exposed — By Feminists". Huffington Post. Retrieved December 19, 2015.
- ↑ King, Mark (November 22, 2012). "Gender pay gap falls for full-time workers". The Guardian. Retrieved December 19, 2015.
- ↑ "Annual Survey of Hours and Earnings, 2012 Provisional Results". Office for National Statistics. 22 November 2012.
- ↑ "Highlights of women's earnings in 2013" (PDF). BLS Reports. U.S. Bureau of Labor Statistics. December 2014.
- ↑ Schwab, Klaus, et al. The Global Gender Gap Report 2015. World Economic Forum, 2015, pp. 8-9. http://www3.weforum.org/docs/GGGR2015/cover.pdf. Accessed 29 Sept. 2016.
- ↑ United States Congress Joint Economic Committee. Graph: Federal Workforce – Gender Pay Gap Unchanged. Retrieved on March 31, 2011.
- ↑ Blau, F. D.; Kahn, L. M. (1 October 2006). "The U.S. Gender Pay Gap in the 1990S: Slowing Convergence". ILR Review. 60 (1): 45–66. doi:10.1177/001979390606000103.
- ↑ Weichselbaumer, Doris; Winter-Ebmer, Rudolf (2005). "A Meta-Analysis on the International Gender Wage Gap" (PDF). Journal of Economic Surveys. 19 (3): 479–511. doi:10.1111/j.0950-0804.2005.00256.x.
- ↑ Stanley, T. D.; Jarrell, Stephen B. (1998). "Gender Wage Discrimination Bias? A Meta-Regression Analysis". The Journal of Human Resources. 33 (4): 962. doi:10.2307/146404. JSTOR 146404.
- ↑ Manning, Alan (2006). "The gender pay gap" (PDF). CentrePiece. Centre for Economic Performance. 11 (1): 13–16.
- ↑ Woolcock, Nicola. Women will earn the same as men – if they wait 150 years. The Sunday Times, July 28, 2006.
- ↑ Goodley, Simon (2011-08-31). "Women executives could wait 98 years for equal pay, says report". The Guardian. London. Retrieved August 31, 2011.
While the salaries of female executives are increasing faster than those of their male counterparts, it will take until 2109 to close the gap if pay grows at current rates, the Chartered Management Institute reveals.
- ↑ Chase, Max. "Female CFOs May Be Best Remedy Against Discrimination - CFO Insight". Cfo-insight.com. Archived from the original on 2013-02-09. Retrieved 2014-03-12.
- ↑ "An Analysis of Reasons for the Disparity in Wages Between Men and Women" (PDF). CONSAD Research Corporation. 12 January 2009. Archived from the original (PDF) on October 8, 2013. Retrieved 8 March 2015.
- ↑ OECD. OECD Employment Outlook 2008 – Statistical Annex Archived December 6, 2008, at the Wayback Machine.. OECD, Paris, 2008, p. 358.
- ↑ "Frequently asked questions about pay equity". Department of Commerce. Archived from the original on April 22, 2011. Retrieved May 6, 2011.
- 1 2 3 National Centre for Social and Economic Modelling (2009), "The impact of a sustained gender wage gap on the economy" (PDF), Report to the Office for Women, Department of Families, Community Services, Housing and Indigenous Affairs: v–vi, archived from the original (PDF) on December 1, 2010
- ↑ Equal Opportunity for Women in the Workplace Agency (2010), Pay Equity Statistics (PDF), Australian Government, archived from the original (PDF) on February 17, 2011
- ↑ Watson, Ian (2010). "Decomposing the Gender Pay Gap in the Australian Managerial Labour Market" (PDF). Australian Journal of Labour Economics. Macquarie University. 13 (1): 49–79. Archived from the original (PDF) on March 6, 2011.
- ↑ Gender Differences in Employment and Why They Matter. World Development Report. The World Bank. 2011-09-12. pp. 198–253. doi:10.1596/9780821388105_ch5. ISBN 9780821388105.
- ↑ Larson, Paul D.; Morris, Matthew (2014). "Sex and salary: Does size matter? (A survey of supply chain managers)". Supply Chain Management: an International Journal. 19 (4): 385–394. doi:10.1108/SCM-08-2013-0268.
- ↑ For example, Alberta Human Rights Act, RSA 2000, c A-25.5 at §6 in Alberta and Pay Equity Act, RSO 1990, c P.7 in Ontario
- ↑ Schwab, Klaus, et al. The Global Gender Gap Report 2015. World Economic Forum, 2015, pp. 4,26. http://www3.weforum.org/docs/GGGR2015/cover.pdf. Accessed 29 Sept. 2016.
- 1 2 3 4 Yoon, Jayoung. "Labor Market Outcomes for Women in East Asia." Asian Journal of Women's Studies, vol. 21, no. 4, 2015, pp. 384-408.
- ↑ Jorge Mateo, Manauri (6 July 2016). "La banca aprovecha que en Dominicana hay más mujeres que hombres". Forbes México (in Spanish). Archived from the original on 9 July 2016. Retrieved 9 July 2016.
- ↑ The Global Gender Gap Report 2009. World Economic Forum. 2009-01-01. ISBN 9789295044289.
- ↑ Schwab, Klaus; Samans, Richard; Zahidi, Saadia; Bekhouche, Yasmina; Ugarte, Paulina Padilla; Ratcheva, Vesselina; Hausmann, Ricardo; Tyson, Laura D'Andrea (2015). The Global Gender Gap Report 2015 (PDF). World Economic Forum. pp. 15–17, 23.
- 1 2 European Commission. The situation in the EU. Retrieved on July 12, 2011.
- ↑ Nupponen, Sakari. "Miehet painavat töitä niska limassa – naiset eivät". taloussanomat.fi. Taloussanomat. Retrieved 28 December 2015.
- ↑ "Tehtyjen työtuntien määrä on laskenut tasaisesti vuosina 1995-2005". tilastokeskus.fi. Tilastokeskus. Retrieved 28 December 2015.
- ↑ "Wo liegen die Ursachen? - Europäische Kommission". ec.europa.eu. Retrieved 2012-02-18.
- ↑ "Pressemitteilungen - Gender Pay Gap 2013 bei Vollzeitbeschäftigten besonders hoch - Statistisches Bundesamt (Destatis)". Federal Statistical Office of German. Retrieved 2016-02-18.
- ↑ "Beschäftigungsperspektiven von Frauen - Nur 2 Prozent Gehaltsunterschied". German Institute for Economic Research (in German). Retrieved 2016-02-18.
- ↑ "Gender Pay Gap: Wie groß ist der Unterschied wirklich?". Die Zeit. ISSN 0044-2070. Retrieved 2016-02-18.
- ↑ "Studie: Geschlecht senkt Gehalt um sieben Prozent". Die Zeit. ISSN 0044-2070. Retrieved 2016-02-18.
- ↑ Thomson, Victoria (October 2006). "How Much of the Remaining Gender Pay Gap is the Result of Discrimination, and How Much is Due to Individual Choices?" (PDF). International Journal of Urban Labour and Leisure. 7 (2). Retrieved September 26, 2012.
- ↑ "Annual Survey of Hours and Earnings, 2013 Provisional Results". Ons.gov.uk.
- ↑ "Annual Survey of Hours and Earnings: 2015 Provisional Results". Office of National Statistics.
- ↑ Equality Act 2010 (Equal Pay Audits) Regulations 2014
- ↑ "Women in their 20s earn more than men of same age, study finds". The Guardian. 29 August 2015.
- 1 2 3 Schwab, Klaus, et al. The Global Gender Gap Report 2015. World Economic Forum, 2015, pp. 25-27. http://www3.weforum.org/docs/GGGR2015/cover.pdf. Accessed 29 Sept. 2016.
- ↑ Hausmann, Ricardo, Lauren D. Tyson, and Saadia Zahidi. The Global Gender Gap Report 2009. World Economic Forum, 2009, pp. 9. https://books.google.com/books?hl=en&lr=&id=Gk1oecRaQc8C&oi=fnd&pg=PP8&dq=gender+pay+gap+dominican+republic&ots=sHWzOwp6kz&sig=iuIlDU-ZUMWvcly8yUcgIfyl72c#v=onepage&q&f=false. Accessed 29 Sept. 2016.
- ↑ Alfarhan, Usamah F. "Gender Earnings Discrimination in Jordan: Good Intentions Are Not Enough." International Labour Review, vol. 154, no. 4, 2015, pp. 563-580.
- ↑ Schwab, Klaus, et al. The Global Gender Gap Report 2015. World Economic Forum, 2015, pp. 25, 222. http://www3.weforum.org/docs/GGGR2015/cover.pdf. Accessed 29 Sept. 2016.
- ↑ Schwab, Klaus, et al. The Global Gender Gap Report 2015. World Economic Forum, 2015, pp. 26, 228. http://www3.weforum.org/docs/GGGR2015/cover.pdf. Accessed 29 Sept. 2016.
- ↑ U.S. Census Bureau. Income, Poverty, and Health Insurance Coverage in the United States: 2012. Current Population Reports, P60–245, U.S. Government Printing Office, Washington, DC, 2013, p. 5.
- ↑ U.S. Census Bureau. Income, Poverty, and Health Insurance Coverage in the United States: 2009. Current Population Reports, P60–238, U.S. Government Printing Office, Washington, DC, 2010, p. 7.
- ↑ Institute for Women's Policy Research. The Gender Wage Gap: 2009. Retrieved March 31, 2011.
- ↑ "Pay Equity & Discrimination". Institute for Women's Policy Research.
- ↑ "An Analysis of Reasons for the Disparity in Wages Between Men and Women" (PDF). Consad.com. Archived from the original (PDF) on October 8, 2013. Retrieved 2014-03-12.
- ↑ Kanter, Rosabeth Moss (4 August 2008). Men and Women of the Corporation. PublicAffairs. ISBN 978-0-7867-2384-3.
- ↑ Office of the White House, Council of Economic Advisors, 1998, IV. Discrimination
- ↑ Levine, Report for Congress, "The Gender Gap and Pay Equity: Is Comparable Worth the Next Step?", Congressional Research Service, Library of Congress, 2003
- 1 2 3 "Justice Talking: The Women's Equality Amendment / What Does It Mean and Is It Necessary?". 2007-05-28. Retrieved 2012-03-13.
- 1 2 3 United States Congress Joint Economic Committee. Invest in Women, Invest in America: A Comprehensive Review of Women in the U.S. Economy. Washington, DC, December 2010.
- 1 2 Shelley J. Correll; Stephen Benard; In Paik. "Getting a Job: Is There a Motherhood Penalty?". American Journal of Sociology. The University of Chicago Press. 112 (5date=March 2007): 1297–1339. JSTOR 10.1086/511799.
- ↑ Wendy M. Williams. "National hiring experiments reveal 2:1 faculty preference for women on STEM tenure track". Proceedings of the National Academy of Sciences of the United States of America. 112 (17): 5360–5365. doi:10.1073/pnas.1418878112.
- ↑ "Fallacy of the Gender Wage Gap". Payscale. April 2013. Retrieved September 27, 2016.
- ↑ CBS. "Krijgen mannen en vrouwen gelijk loon voor gelijk werk?". www.cbs.nl (in Dutch). Retrieved 2016-12-01.
- ↑ European Commission (March 4, 2011). "Closing the gender pay gap". Archived from the original on March 6, 2011.
- ↑ "Women in their 20s earn more than men of same age, study finds". American Association of University Women.
- ↑ Christianne Corbett; Catherine Hill (October 2012). "Graduating to a Pay Gap: The Earnings of Women and Men One Year after College Graduation" (PDF). Washington, DC: American Association of University Women.
- ↑ Bassett, Laura (October 24, 2012), "Closing The Gender Wage Gap Would Create 'Huge' Economic Stimulus, Economists Say", Huffington Post, citing
- ↑ Becker, Gary (1993). "Nobel Lecture: The Economic Way of Looking at Behavior". Journal of Political Economy. 101 (3): 387–389. doi:10.1086/261880. JSTOR 2138769.
- ↑ Cain, Glen G. (1986). "The Economic Analysis of Labor Market Discrimination: A Survey". In Ashenfelter, Orley; Laynard, R. Handbook of Labor Economics: Volume I. pp. 710–712. ISBN 9780444534521.
- ↑ Ransom, Michael; Oaxaca, Ronald L. (January 2005). "Intrafirm Mobility and Sex Differences in Pay" (PDF). Industrial and Labor Relations Review. Sage Publications. 58 (2). JSTOR 30038574.
- ↑ Congress, C. L. (n.d.). Women in the Workforce: Still a Long Way from Equality. Retrieved November 23, 2012, from Canadian Labour Congress.
- ↑ Mooney Marin, Margaret; Fan, Pi-Ling (1997). "The Gender Gap in Earnings at Career Entry". American Sociological Review. 62 (4): 589–591. doi:10.2307/2657428. JSTOR 2657428.
- ↑ Jacobs, Jerry (1989). Revolving Doors: Sex Segregation and Women's Careers. Stanford University Press. ISBN 9780804714891.
- ↑ Reskin, Barbara (1993). "Sex Segregation in the Workplace". Annual Review of Sociology. 19: 248. doi:10.1146/annurev.soc.19.1.241. JSTOR 2083388.
- ↑ Macpherson, David A.; Hirsch, Barry T. (1995). "Wages and Gender Composition: Why do Women's Jobs Pay Less?". Journal of Labor Economics. 13 (3): 460. doi:10.1086/298381. JSTOR 2535151.
- ↑ Martell, Richard F., et al. "Sex Stereotyping In The Executive Suite: 'Much Ado About Something'." Journal Of Social Behavior & Personality 13.1 (1998): 127-138. Academic Search Complete. Web. 20 Sept. 2016.
- ↑ Frankforter, Steven A. "The Progression Of Women Beyond The Glass Ceiling." Journal Of Social Behavior & Personality 11.5 (1996): 121-132. Academic Search Complete. Web. 20 Sept. 2016.
- ↑ Tharenou, Phyllis (2013). The Work of Feminists is Not Yet Done: The Gender Pay Gap—a Stubborn Anachronism
- 1 2 OECD. OECD Employment Outlook – 2008 Edition Summary in English. OECD, Paris, 2008, p. 3–4.
- ↑ OECD. OECD Employment Outlook. Chapter 3: The Price of Prejudice: Labour Market Discrimination on the Grounds of Gender and Ethnicity. OECD, Paris, 2008.
- ↑ U.S. Government Accountability Office. Women's Earnings: Federal Agencies Should Better Monitor Their Performance in Enforcing Anti-Discrimination Laws. Retrieved on April 1, 2011.
- ↑ U.S. Government Accountability Office. Report Women's Earnings: Federal Agencies Should Better Monitor Their Performance in Enforcing Anti-Discrimination Laws.
- ↑ "Written Testimony of Jocelyn C. Frye Senior Fellow, Center for American Progress." 2016, p. 3.
- 1 2 Sommers, Christina (November 4, 2012). "Wage Gap Myth Exposed – By Feminists". The Huffington Post. Retrieved October 1, 2015.
- 1 2 3 Sommers, Christina (February 1, 2014). "No, Women Don't Make Less Money Than Men". The Daily Beast. Retrieved October 1, 2015.
- 1 2 Sommers, Christina (September 2, 2014). "5 Feminist Myths That Will Not Die". TIME. Retrieved October 1, 2015.
- ↑ Rosin, Hanna (August 30, 2013). "The Gender Wage Gap Lie". Slate. Retrieved October 1, 2015.
- ↑ Kessler, Glenn (April 9, 2014). "President Obama's persistent '77-cent' claim on the wage gap gets a new Pinocchio rating". The Washington Post. Retrieved October 1, 2015.
Further reading
- Barry, Richard, "Why Women Earn Less Than Men," Pearson's Magazine, vol. 25, no. 3 (March 1911), pp. 293–300.
- Goldin, Claudia (2008). "Gender Gap". In David R. Henderson. Concise Encyclopedia of Economics (2nd ed.). Library of Economics and Liberty. ISBN 978-0865976658. OCLC 237794267.
- O'Neill, June Ellenoff (2002). "Comparable Worth". In David R. Henderson. Concise Encyclopedia of Economics (1st ed.). Library of Economics and Liberty. OCLC 317650570, 50016270, 163149563
External links
- Gender pay gap statistics by Eurostat of the European Commission
- Assessing the Gender Gap in the Film Industry
- Video Tutorial: NamSor extension for RapidMiner to measure a Genger Pay Gap and other Diversity Analytics
- UK Gender Salary Comparisons for Graduates 6 months after leaving University. (Based on over 650,000 students)


text:
For journalists, the answer depends on whether they are covering the shopping season or company layoffs.
Last year, I sensed that journalists in general prefer to call this time of the year in commerce that of "holiday shopping" instead of "Christmas shopping," but that when it came to people losing their jobs, they preferred to describe layoffs as relating to "Christmas."
My instincts were proven correct, as you can see below from the results of three different sets of Google News searches in November and December (links to last year's related posts are here, here, and here):
I've decided to track the same items this year to see if there is any noticeable change or trend.
Based on the first set of Google News searches during this Christmas season, I would say there is:
Wal-Mart, Macy's, and others may be embracing "Christmas" as a permissible word again, but reporting about shopping during the 2006 Christmas season is leaning more towards "holiday shopping" than it did at about the same time last year. But the inclination to associate layoffs with Christmas has increased significantly this year compared to last.
I will do identicial searches roughly two and four weeks from now, and report on the results.
So far, what I concluded at the end of last year (with minor editing) is proving true again this year:
It seems beyond dispute that there is a strong bias against using the word "Christmas" to describe not only the shopping season, as noted above, but also events, parades, and festivals that happen during the Christmas season. There is, however, a bit of an exception -- "Christmas" is a word that is much more acceptable to use when "Scrooge" employers are letting people go.
Cross-posted at BizzyBlog.com.


text:
Based in Godalming, Surrey. We first started trading in 2008 as a small business subcontracting for other tree surgery firms. Since then the business has been growing steadily aiming to provide a high quality, professional, service without losing the personal touch.
All our Staff hold NPTC qualifications in the use of chainsaws at height and on the ground. We hold 5 Million Public Liability Insurance and 10 million employers liability. It is our aim to provide a high standard of health and safety keeping up to date with current regulations. (PUWER, LOLER, COSHH etc.).
We offer a full range of tree services, ranging from local domestic work to woodland felling.
We can offer you a no obligation free site visit and quotation, so please feel free to contact us for more information.


text:
That means running the gauntlet. You know, like the kind Angela Merkel and other politicians had to run through today during the German Reunification Day celebrations in Dresden?
Several hundred angry protesters confronted German Chancellor Angela Merkel outside Dresden's majestic Frauenkirche church on Monday morning, bringing Europe's most powerful leader face-to-face with criticism of her migration policies on the 26th anniversary of German reunification.
Merkel arrived in Dresden to celebrate German Unity Day, the national holiday that marks the official reunification in 1990 of West Germany and former communist East Germany following the fall of the Berlin Wall.
But the chancellor was met with blaring whistles and hundreds of angry protesters chanting "Traitor of the people!" and "Merkel must go!" as she entered the church, which was surrounded by hundreds of protesters behind metal barricades that were lined with police officers.
Auch wenn viele Menschen friedlich feiern konnten, die rund 2600 Sicherheitskräfte die Situation bislang unter Kontrolle behielten: Stellenweise ging es gar nicht gut.


text:
Performer: Genesis
Songwriters: Tony Banks, Phil Collins, Mike Rutherford
Original Release: Duke
Year: 1980
Definitive Version: None
When it came time to leave Wabash, I was ready to go—excited to move on to the next thing. But a few things I was leaving behind I wasn't excited to move on from.
My radio gig with WNDY had been a life changer. Before I responded to the notice outside the dean's office my sophomore year, I had no idea what I wanted to do with myself. Two years later, I was on my way to Northwestern to start my training to be the next great American sportswriter. All that was because of my stint as play-by-play announcer for Wabash football and basketball. (Actually, what I wanted was to be the next great sportscaster, but my adviser said I should get a writing background first, because I could do anything with that.)
Of course, I didn't want to leave the radio station high and dry when I left, so I passed the baton the same way that Mike Ricci had passed it to me two years before—at the first home basketball game of the season.
It was a little bit different situation in that, unlike Mike, my heir apparent was already lined up long before that broadcast. I met Steve my junior year when he was a freshman. He had done radio—high-school games—in his hometown of Columbus, Ind., (now there's a coincidence) and wanted to continue doing that work at Wabash.
I, of course, wasn't going to give up the gig, and I already had an analyst—a senior who used to play football but gave it up for his studies a year before—lined up for the football games. I promised Steve first shot at the basketball season.
So we get to the final football game of the 1984 season—the Big One, the Monon Bell Game, against DePauw, at home. It's my first DePauw game, and I want it to go well—not only because it's THE GAME but also because Dad was going to be there, listening on the radio. My analyst was a no-show. He called in sick, and to this day, I don't know whether he got blasted the night before and couldn't do it, or just blew it off because he didn't want to do it. Either way, I was ticked (and I'm not sure I ever saw him again after that).
I remembered Steve from earlier that fall and gave him a call. At a moment's notice, he was at the stadium as ready to go as he could get with about 15 minutes of prep time. The game went off without a hitch—Wabash won 41-26 to reclaim the Bell—and Steve was now unquestionably the No. 2 guy.
The basketball season was a blast, and the next football season, Steve was my analyst. Naturally, he was going to be the guy when I left, and I told him that when I turned over the reins to him, he was then in charge. I'd be out, and he could choose whomever he wanted to be his analyst, etc.
We made the transition the same way I had had it done with me years before. I called the first half—my final WNDY broadcast—and Steve took over in the second half with me doing the analysis. Steve was a natural—much further along with his abilities than I was at the same point, and I knew I had accomplished what any caretaker hopes to when he hands over his charge: I left the position in better hands than when I found it.


text:
PHOTOS: This is what Phailin did to Ganjam
Hit hardest by Cyclone Phailin, the coastal district of Ganjam is estimated to have suffered a loss of at least Rs 3,000 crore in the nature's fury which has deprived lakhs of people of their livelihood and damaged 2.4 lakh houses.
Fishermen have suffered massive losses as their nets, boats and catamarans have been damaged. The farming community has also been hit with the standing paddy crop submerged in water.
Moved by the tragedy that has struck the hapless people here, Odisha Chief Minister Naveen Patnaik, after a visit to relief camps, has ordered payment of Rs 500 each to the affected even as the administration will begin distribution of ration free of cost for two months.
Official sources have pegged the loss in Ganjam at more than Rs 3,000 crore in this district alone. Power infrastructure has been damaged to a great extent.
Click on NEXT to read further...
Image: A woman cooks food outside her partially damaged house at the cyclone-hit Gopalpur village, in Ganjam district
Photographs: Adnan Abidi/Reuters
PHOTOS: This is what Phailin did to Ganjam
"There has been extensive damage to the standing paddy crop as a huge area of land covering paddy fields has been submerged in rain water. There has been huge loss to horticulture farming also as an enormous number of mango and coconut trees have been uprooted," District Collector Krishan Kumar told PTI.
He said Ganjam is the worst-affected district in Odisha in terms of loss of livelihood and property.
"More than 2.4 lakh houses have been damaged which includes fishermen huts and other 'kutcha' houses," Kumar said.
A special relief package for fishermen will also be announced by the government.
Click on NEXT to read further...
Image: A fisherman lies on his overturned boat as others take out their fishing nets from the sea after Cyclone Phailin hit Gopalpur port in Ganjam district
Photographs: Adnan Abidi/Reuters
PHOTOS: This is what Phailin did to Ganjam
Fishermen have suffered massive losses as their nets, boats and catamarans have been damaged, the Collector said.
He said nine people have lost lives due to cyclone in this district alone.
In order to start the relief work early, Kumar said the state government has decided to decentralise the procurement of essential food items like rice and pulses and edible oil.
"Till now, 800 quintals of flattened rice, 3,000 quintals of rice and 1,800 quintals of pulses have been dispatched to the affected coastal areas of Ganjam," Kumar said.
As many as 4,000 trucks of rice are being brought from different states.
The authorities also fear spread of diarrhoea and other epidemics in the marooned areas.
Click on NEXT to read further...
Image: A woman holds her head after Cyclone Phailin hit Sunapur village in Ganjam
Photographs: Adnan Abidi/Reuters
PHOTOS: This is what Phailin did to Ganjam
"We have mobilised 10 mobile health teams to the coastal areas which will disinfect the source of drinking water," Kumar said.
"Complete restoration of supply would take as much as a month. All roads are being opened up in the district," the Collector said.
Sidhant Mohapatra, a BJD MP from Berhampur, said the administration faces a challenge to ensure a source of livelihood at the earliest for the affected people.
"The paddy crop has been destroyed completely and we now face a challenge to provide a source of livelihood for the farmers and villagers of the coastal belts in Odisha," said Mohapatra.
Other neighbouring areas have also seen a bad damage of the paddy crop which is the main source of livelihood for people of that region, he added.
Image: A view of damaged houses is pictured after Cyclone Phailin hit Arjyapalli village, in Ganjam district
Photographs: Adnan Abidi/Reuters


text:
The Second Law of Thermodynamics,
Evolution, and Probability
Copyright © 1995-1997 by
This document may be reproduced without royalty for non-profit, non-commercial use.
reationists believe that the second law of thermodynamics does not permit order to arise from disorder, and therefore the macro evolution of complex living things from single-celled ancestors could not have occurred. The creationist argument is based on their interpretation of the relationship between probability and a thermodynamic property called "entropy."
By way of background, and in order to clarify the creationist position, let me quote from the creationist literature:
The Remarkable Birth of Planet Earth, by Henry Morris:
(p. 14) All processes manifest a tendency toward decay and disintegration, with a net increase in what is called the entropy, or state of randomness or disorder, of the system. This is called the Second Law of Thermodynamics.
(p. 19) There is a universal tendency for all systems to go from order to disorder, as stated in the Second Law, and this tendency can only be arrested and reversed under very special circumstances. We have already seen, in Chapter I, that disorder can never produce order through any kind of random process. There must be present some form of code or program, to direct the ordering process, and this code must contain at least as much "information" as is needed to provide this direction.
Furthermore, there must be present some kind of mechanism for converting the environmental energy into the energy required to produce the higher organization of the system involved.
Thus, any system that experiences even a temporary growth in order and complexity must not only be "open" to the sun's energy but must also contain a "program" to direct the growth and a "mechanism" to energize the growth.
Scientific Creationism, edited by Henry Morris:
(p.25) The Second Law (Law of Energy Decay) states that every system left to its own devices always tends to move from order to disorder, its energy tending to be transformed into lower levels of availability, finally reaching the state of complete randomness and unavailability for further work.
Of course, the creationist application of the second law of thermodynamics to the development of living things is inconsistent with any model of origins. Creationists get around this problem by invoking the supernatural:


text:
Notes of roasted macadamia, butter and freshly cut grass.
Fujian province, China.
Our Fujian Maojian is hand picked and uses only high quality leaves, which are gently hand rolled and roasted to give the tea its twisted shape and dark green colour. It is a perfect example of delicate Chinese green teas with a very light liquor and floral aroma .
Per cup: 2 tsp 80°C 3 minutes
Can be infused multiple times.
75 brews per pack | £0.10 per brew
Mao Jian refers to the plucking standard of this tea, one bud, that is both hairy (mao), straight, and pointy (jian). The shape of these leaves form the shape of a bird's beak. Many teas are produced in the Mao Jian style. Our Maojian is plucked in the earliest days of the harvest and handmade in this distinct shape, capturing the light & sweet vegetal notes of an early spring green-.
Regarded as one of China's top ten teas it has been well-known since the late Qing Dynasty (1644-1911). It is distinct amongst other green teas, with its leaves having a darker color and it is has a stronger, more robust flavour. Widely drunk in China during hot weather or after work, it is great when you're thirsty and need a refreshing, relaxing tea to drink.
Notes of citrus, hazelnuts and freshly cut grass. Origin: Chunan county, Zhejiang province, China. Introduction: This is a rare wild growing LongJing grown in the mountains of Chunan at over 1300m. Its quality is...
Sold Out
Notes of citrus, honey blossom and chestnuts. Origin: Fujian province, China. Introduction: Bi Luo Chun ("Spring Green Snail"), one of China's most famous teas, is rolled into delicate spirals and brews a lightly sweet tea liquor...
Sold Out
Notes of honey, grilled leaks and burnt wood. Origin: Zhejiang province, China. Introduction: Tightly rolled balls of leaves that resemble gunpowder pellets, which along with the slightly smokey taste gives the...


text:
CAAR Installs New Officers And Announces Honor Society Members
CAAR, the voice of real estate in the Central Virginia region, announces the installation of 2012 President, Bradley Conner. Broker and owner of HomeSell Realty, and Associate Broker with Montague Miller & Company, Conner has been a member of CAAR since 2000. A former hotel executive, Conner has been active in the Association and in the Charlottesville community serving in many civic and public service organizations, including the Boy Scouts, Forest Lakes Home Owners Association and in alumni activities for West Virginia University. Conner holds the GRI designation, and is a reliable presence in CAAR and various community service organizations.


text:
On June 17, 2015, 600 Delegates representing 1,000 labor unions and 1,000,000 members of the NJ State AFL-CIO met to endorse their candidates for the 2015 general election this November. I am honored to receive their nomination along with my running mate, Maureen Vella, for our campaign in the 16th Legislative District.
"It is crucial that we unify behind incumbent and first-time candidates who understand the many challenges facing middle-class families and who will work every day to put the interests of their communities first," said New Jersey State AFL-CIO President Charles Wowkanech.
Here's the press release.
Do you like this post?
Showing 1 reaction
Andrew Zwicker published this page in News 2015-06-20 17:16:43 -0400


text:
RIP: A Sad Farewell to DiVinyl Revolution
Another one bites the dust…
The Saratoga Springs record store DiVinyl Revolution is calling it quits, closing up shop for good on Tuesday, December 24.
As posted on DiVinyl Revolution's Facebook page: "Hello all, we regret to inform our loyal customers that we will be closing our doors a final time this December 24th. We would like to say thank you to all who have supported us over the years. Everything in the store will be 50% off until the day we close. Thanks again."
Owner-operator Brittany Nasser opened the doors of DiVinyl Revolution at the Saratoga Marketplace back in June, 2012.
The Return of DiVinyl Revolution…
RIP: DiVinyl Revolution in Saratoga Springs, 2010-2012
Update: Last Vestige in Saratoga


text:
Sign in
Fall Collections
Authors & Events
Gifts & Deals
Sign In
Look Inside
Jan 15, 2019
Also available from:
Jan 15, 2019 | ISBN 9781611807110
The poets of classical India regarded love as the first and deepest of passions. Translator and scholar Andrew Schelling perfectly encapsulates the history and passion of eighth-century India in this collection."A single stanza of the poet Amaru," declared a ninth-century poetry critic, "may provide the taste of love equal to what's found in whole volumes." Graceful and yet remarkably playful, intensely passionate, and at times hinting of divine transcendence, the poems translated here offer poignant glimpses into the many faces of erotic love. This collection, known in Sanskrit as the Amarushataka ("One Hundred Poems of Amaru"), was compiled in the eighth century and remains to this day one of India's finest collections of love poetry. Legend connects the poetry's authorship to King Amaru of Kashmir, while present-day scholars generally consider it an anthology of the verses of many poets.
Visit other sites in the Penguin Random House Network
Stay in Touch
By clicking Sign Up, I acknowledge that I have read and agree to Penguin Random House's Privacy Policy and Terms of Use.


text:
I only learned of Alan Bean two days ago, when his death was announced. Alan was the last surviving member of the Apollo 12 mission and the fourth person to walk on the moon. After retiring, he pursued art and painted scenes of astronauts, space and the moon. You can see his paintings on his website – they have a texture of astronaut footprints and he often embedded small particles of the actual moon (brought back on his person from his visit) into the paint.
This painting is from a photograph of Alan as he leaves the Lunar Module "Intrepid", of which he was the pilot, to join his commander on the surface of the moon.
Colours used:
Cerulean, burnt sienna, permanent rose, green gold, ultramarine, cadmium red.
White acrylic ink at the last step


text:
Jewellery Designers - International
• Metalcyberspace
Created and maintained by Susan Sarantos. Contains data on many thousands of metalsmiths and jewellery designers – all periods, countries.
Designers - Canada
• Artists in Canada
Compiled by ArtistsinCanada.com based in Saskatoon, Sakatchewan. Contains profiles of in excess of 1,000 contemporary Canadian artists working in a wide range of media including ceramics, carving, crafts, folk art, graphic design, illustration, jewellery, painting, mixed media, photography, printmaking, sculpture, textiles, and video art. Also includes a separate category of Aboriginal artists.
All artists can be searched by name, media type and province. Contains links to the artists' Web sites and examples of their work.
Jewellery Designers - UK
• ACJ Member Gallery
Compiled by the Association for Contemporary Jewellery (ACJ). Currently [2010] contains biographical and contact details of 89 members of the ACJ with photographs of their work.
• National Association of Jewellers
Compiled by the British Jewellers' Association (BJA). Contains links to the Web sites of nearly 200 contemporary UK jewellery designers. The site also includes a wealth of additional information about the jewellery industry.
• The Institute of Professional Goldsmiths. Members
Compiled by The Institute of Professional Goldsmiths (IPG), based in Rickmansworth, Englan, which is described as "the top qualifying body in manufacturing gold and silver trade". All Members and Fellows are practicing craftsmen and women "recognised for their high standard of professional accomplishment". Contains profiles or links to the Web sites of over 100 members of the IPG.
• Who's Who in Gold and Silver. The Goldsmith's Company Directory
Compiled by The Worshipful Company of Goldsmiths in London. The directory contains profiles of more than 200 contemporary British goldsmiths and silversmiths. The directory also contains information on how to purchase commissions; addresses of galleries and retailers; details of current and forthcoming exhibitions, etc. Also contains links to other relevant sites.
Jewellery Designers - USA
• Academic Metals Directory Index
Compiled by Tyler School of Art, Temple University in Philadelphia, Pennsylvania, this site contains profiles on over 200 modern US metalsmiths and jewellery designers, and a directory of universities and art schools in the USA that offer courses in jewellery design and metalsmithing.
• Contemporary Art Jewelry
Compiled by Taboo Studio, a private gallery in San Diego, California. Contains profiles of contemporary US jewellery designers with examples of their work.
• American Masters of Stone
The Web site was conceived by Conrad K. Grundke, Luguna Woods, California and is currently maintained by Dennis Paul Batt. It is website is dedicated to those North American artists working with stone using the techniques defined as "Commesso" or "Intarsia." Contains data on over 300 artists and over 2,000 images.


text:
Last Friday night – while doing some very relaxing crochet – I suddenly had an idea for a little crocheted present and could not resist trying it out immediately.
I've said it before: it's so great to see one's idea materialize in actual crochet and as far as I'm concerned in actual crochet cuteness!
Given the response on Instagram, I thought I'd quickly share with you how I made my little crocheted presents and the fun things you can do with them.
Pattern Crocheted Presents:
* chain 11, the last chain being your turning chain, turn your work;
* crochet 10 sc's, chain one, turn your work;
* crochet 11 rows of 10 sc's each;
* do NOT turn your work after row 11, but crochet 2 sc's in your last stitch – 1st corner made;
* crochet all around your little square, 2 sc's in each corner – slip stitch in first sc of row 11, fasten of, darn in ends;
* give your square a fast steam block;
* get out a new/contrasting color to surface slip stitch the ribbon (tutorial: here);
* go across one time, right in the middle of your square, fasten off/darn in ends;
* when crocheting your second ribbon, do not fasten off when you've reached the top of your present. Continue chaining 15 stitches (first bow), fasten of by tying a knot;
* attach the ribbon-yarn again in the top stitch of your square, leaving a long tail;
* chain 25, fasten off – second bow-to-be ready;
* make a bow with both crocheted chained ribbons, sew them onto the square with the tail of your second bow and: ta-dah!
So far I've made a x-mas garland, mixing some presents with Lucy's holly leaves that I had fun with last year too (here and here), used two present and holly leaves as tags on a – real – x-mas present and made another bunting of presents, all in happy colors!
Lots of possibilities, lots of fun!


text:
The "Fifth Columnist"
By Big Tent Democrat, Section Media
Posted on Mon Mar 21, 2011 at 09:06:00 AM EST
Tags: (all tags)
Posted on Mon Mar 21, 2011 at 09:06:00 AM EST
Tags: (all tags)
The middle part of the country—the great red zone that voted for Bush—is clearly ready for war. The decadent Left in its enclaves on the coasts is not dead—and may well mount what amounts to a fifth column - Andrew Sullivan
I do not see the American national interest in a military intervention in Libya. But it can not possibly be compared to the Iraq Debacle, the worst decision in recent American Presidential history. When you supported the Iraq Debacle and assailed in vicious terms anyone who opposed it, a little humility is in order. Andrew Sullivan is incapable of such humility. Coupled with his hatred of anything Clinton (did you know that Hillary Clinton tricked Obama into the Libya action?), it produces this:
|< HBO: The Triangle Shirtwaist Factory Fire | 64 Senators Who Voted To Increase The National Debt By The Trillions >


text:
Orlux Insect Patee: 800g
Orlux Insect Patee 800g
Complete food for all insect-eating birds
Well-balanced complete food with a lot of animal proteins and a minimum of 25% insects.
A high nutritional value and a very good assimilation.
This is also an ideal complementary food for a lot of other birds species.
Directions for use
Administer freely throughout the year. Refresh regularly.
Basic food, ready for use, can be enriched with live insects.


text:
The Man Who Would Be King
We see clips from Sam going into the cage, Castiel telling Dean that Sam's soul is missing, the revelation about Cas creating more souls for the war in Heaven through negating the sinking of the Titanic, Eve telling the boys she wants Crowley, and Crowley referring to having to clean up Cas's messes.
Cas is sitting outside saying he's been around a long time and seen many things -- when the first fish crawled out of the ooze, the Tower of Babel ("all 37 feet of it, which I guess was impressive at the time. But come on, dry dung can only be stacked so high."), Cain and Abel, David and Goliath, Sodom and Gomorrah. And he also remembers the most remarkable things, remarkable because they never came to pass, prevented by "two boys, an old drunk and one fallen angel." Of that latter grand story, "We ripped up the ending, and the rules, and destiny, leaving nothing but freedom and choice, which is all well and good except what if I made the wrong choice? How am I supposed to know? But I'm getting ahead of myself. Let me tell you my story. Let me tell you everything."
Next we see Dean driving down the road, and Castiel pops into the passenger seat to "check in." Both tell the other they haven't seen anything of "Satan Jr.", aka Crowley. It's painfully obvious that Cas is lying, and it's bothering Dean. But Dean's lying too. Poof, and Cas disappears. He shows up at some gruesome lab where Crowley is doing an autopsy on Eve with a side of torture to another monstery schmuck. Cas refers to Crowley saying Eve could open the door to Purgatory, and Crowley says that he believes she could have if she was still alive.
Crowley: "Your best change to get over the rainbow and the Winchesters killed her."
Crowley tells Cas that he's distracted and that makes Crowley nervous. Cas responds by saying he's holding up his end of their deal, but Crowley isn't happy Cas is still hanging with the Winchester boys.
"The stench of that Impala is all over your overcoat, angel."
Next we're back with Cas, telling his story. "We'd stopped Armageddon, but at a terrible cost." He reveals he's the one who brought Sam back from Hell and says he should have recognized the fact that he hadn't brought all of Sam back as a warning.
Crowley asks Cas to kill Sam and Dean or he'll do it. Cas tells him no and not to worry about them. Crowley begins listing all the people who didn't worry about the boys and died because of it -- Lucifer, Michael, Lilith, Alastair, Azazel.
Castiel: "Just find Purgatory. If you don't, we will both die again and again until the end of time. The Winchesters won't get to you."
When Dean reaches Bobby's, Sam and Bobby are questioning a monster named Red who's been hunting things for Crowley. They want to know where Crowley is, and Red isn't being cooperative. Dean tells Bobby and Sam about Cas popping in and how he fed him a line about being on some "crap monster hunt." They all hate the idea of Cas being in with Crowley, but they're being careful in case he is. Unknown to them, Castiel is in the room listening to their conversation about the fact that maybe he's gone dark side. Red finally reveals that he's never met Crowley, that he deals with The Dispatcher, a demon named Ellwsorth. Cas says that if there's a demon counterpart to Bobby Singer, Ellsworth would be it.
Knowing that Ellsworth and his demons would lead the Winchesters to Crowley, who'd tear their hearts out, Cas takes out Ellsworth and two other demons.
Cas: "I did it to protect the boys, or myself. I don't know anymore."
The boys and Bobby arrive at Ellsworth's place to find it empty. Cas laments the lies, the hiding and the sweeping away of evidence. "My motives used to be so pure." After supposedly saving Sam, Cas returned to Heaven. He says that there isn't one Heaven, that each soul creates its own paradise. He tells the angels they are free to choose what they want to do now. But he says those first weeks back were difficult. "Explaining freedom to angels is a lot like teaching poetry to fish." When he went to see Raphael, he asks whose Heaven he's in and Raphael says it's Ken Lay's and he's borrowing it. Raphael says that Castiel and all the angels will have to kneel to him, that he's going to free Lucifer and Michael and get the apocalypse back on the road.
Sam, Dean and Bobby try to call Cas for help, but he doesn't go to them because they have questions he doesn't want to answer. Then some demons show up and say, "Crowley says, 'Hi'." Cas shows up and smites the demons because the Winchesters and Bobby "are my friends. For a brief moment, I was me again." As they're talking, he slips up and reveals he's lying when he refers to going to the dark side, something the other three had mentioned when they didn't know he was there.
Castiel says that Raphael is stronger than him and he'd never stand a chance in a straight fight, so he went to Dean for help. Only when he thought about all Dean had sacrificed, he couldn't do it. That's when Crowley showed up wanting to make a deal.
"I'm an angel, you ass. I don't have a soul to sell."
Crowley shows Cas how he's redone hell. Everyone there is having to stand in an endless line, and when they get to the front they just come back to the end again. Crowley proposes an alliance in which each of them will get half the souls in Purgatory for his own use -- Cas for a civil war in Heaven, and Crowley to shore up his position as the king of Hell. He offers to float Cas a loan of 50,000 souls from the pit. Prideful, Cas accepts the deal and declares war on Raphael so he can avoid the apocalypse.
Back to the present, Bobby and the boys call Cas and when he arrives they trap him in the ring of fire and force him to tell the truth. Honestly, at this point I feel sorry for Cas because he seems like an angel who was in between a rock and a hard place. He might have made the wrong choices, but he had good intentions. But we all know what road is paved with good intentions. Dean tells him that he should have come to them for help.
Crowley shows up, and Cas tells Sam, Dean and Bobby to run, which they do. Crowley asks Cas what he's willing to do. Cas goes to Dean to try to explain, and Dean tells Cas that he's like a brother to him and asks him to stop this quest for Purgatory with Crowley. And if he doesn't, Dean says he'll do whatever he has to in order to stop him. Cas says he's sorry and disappears. Then we're back to Cas praying to God for a sign that he's on the right path. "Because if you don't, I'm going to do whatever I must." When no sign his offered, he drops his head.


text:
Interest is the money paid for the use of borrow money. It is calculated as a percent of the principal.
For example, suppose that you deposit $100 in a bank account offering 10% interest, how will your money grow in one year?
Answer: The total amount would be $110, the original principal plus the interest (10% of 100 = $100(0.10) = $10).
There are two types of savings accounts:
- Simple interest accounts (the interest earned is paid to the depositor)
- Compound interest accounts (the interest earned is left on deposit to earn more interest
Simple Interest
Simple interest is the most common type of interest on loans for a car.
This type of loan is usually used for short-term loans.
Simple interest is determined by multiplying the interest rate by the principal by the number of periods. I = p r t
Example: How much we will get by investing $100 for 2 years with a bank that pays 10% (simple interest rate) annual?
The total amount would be $120, the original principal ($100) plus the interest (100*0.10*2) = $20).
The future value is the present value plus the interest.
Future value = principal + interest = p + I
Compound Interest Formula
F = Future value
P = Present value (Principal)
r = annual interest rate
n = number of compounding periods
t = time (years)
Interest on Interest
Simple Interest
PE10 Simple_Interest


text:
countdown is almost at an end. And that means it's time for some serious Daft Punk-referencing Motorola action. What can we expect today? The Spyder / Droid RAZR handset? The sequel to the Xoom? Perhaps an early taste of Ice Cream Sandwich? All of these answers and more will be revealed at 12PM ET.
Psst... and toss your own time zone / day in comments below!
06:00AM - Hawaii (October 18th)
09:00AM - Pacific (October 18th)
10:00AM - Mountain (October 18th)
11:00AM - Central (October 18th)
12:00PM - Eastern (October 18th)
05:00PM - London (October 18th)
06:00PM - Paris (October 18th)
08:00PM - Moscow (October 18th)
01:00AM - Tokyo (October 19th)
Photos by Zach Honig.


text:
Re: Dora Acree Searcy Arkansas
In reply to:
Dora Acree Searcy Arkansas
Hello. If what I have been told is correct, the Acree family was at Georgetown which was outside of Searcy in White County Arkansas.
Your relative was probably more than likely born at one of those communities outside of Searcy actually. More than likely, the Acree familyhad come fromsoutheast Georgia.
Look in the White County Arkansas web site as it is excellent.
The great grandfather of my children was named John Acrey who had come from Dalton,Georgia. He had been born in the Athens area before the family went to the Dalton area when he was a child.
His parents were named William James and Margaret Cleveland Cash Acree-note the difference in spelling and were buried under Acree.
John Acrey lived up until the late 1940's and died and is buried in White County. John Acrey always said the Acrees at Georgetown were his cousins which I believe to be true for several reasons.
http://www.rootsweb.com/~arwhite/http://www.rootsweb.com/~arwhite/ is the web site.
If you want someone to look for you in Arkansas, I know a lady who will search, but she gets a donation to the local museum building fund per chance you wish to go that way.
Good luck. With a name like Acree/Acrey you will need it to search as they are hard to track.I have realized that from the amount I have done.


text:
The things you need to know before applying for Navy job and requirement, Guidelines and documents you need to have before applying for this job.
- Applicants are warned against giving false information or tendering fake certificates. Any false information or fake certificates discovered at any stage will lead to disqualification and subsequent prosecution of the applicant.
- Applicants must possess a minimum of Second Class Upper Division for holders of First degree and Upper Credit for HND holders. Computer literacy will be an added advantage.
- Applicants must possess certificates of full registration with their respective statutory professional bodies in Nigeria.
- Applicants who obtained certificates from foreign institutions should ensure the certificates are authenticated by the Federal ministry of education.
All applicants must be single.
- Applicants must possess NYSC discharge certificate or letter of exemption from NYSC.
- All applicants must present O'level West African Examination Certificate (WAEC), in addition to any other results such as NECO. Credit in Mathematics and English is compulsory.
- Male applicants must not be less than 1.68 metres tall while female applicants must not be less than 1.65 metres tall.
- Applicants should be between 22 and 28 years of age by 31 January 2018 except Chaplains and Imams who should not be more than 30 years.
- Applicants will be shortlisted for a qualifying aptitude test. The date, time and result of the aptitude test will be placed on this website.
- Applicants are to choose any of the following centres for the qualifying aptitude test:
- Abuja– Command Day Secondary School, Mogadishu Barracks.
- Bauchi – Command Day Secondary School, Shadawanka Barracks.
- Owerrinta – Nigerian Navy Finance and Logistics School, Owerrinta.
- Lagos – Nigerian Navy Secondary School, Ojo.
- Port-Harcourt – Nigerian Navy Secondary School, Borokiri.
- Sokoto – Army Day Secondary School, Giginya Barracks.
- Applicants are to bring the following to the Aptitude Test Centres:
- Parents/Guardian Consent Form.
- Local Government Attestation Card.
- Acknowledgment Form.
- Photocopies of Certificates including NYSC Discharge Certificate.
- In addition, applicants are to note that the entire enlistment process is free and they should refrain from giving money to any individual under any guise.
- On completion of the application form, applicants are advised to click 'SUBMIT' on the portal and generate the applicant's Transaction ID. Applicants are advised to print out a copy of the 'Application Summary'.
- For technical support, call 08159999011 between 0800 and 1700 hours only.
Interested And Qualified Applicant Should Click Here to apply online.


text: Sigmahokies 0 Posted December 26, 2017 Report Share Posted December 26, 2017 Hi everyone, I am still learning Java. I am trying to create an array with images. I have images in folder, but I can't figure how to start to have images in array. How can I do that? I checked around in google, none of them make sense, more likely off topic to image icon. I need to tell java to pull all images from folder into array, so i can process programming. can you please show how to do that? Thank you so much. Gary Quote Link to post Share on other sites