text:
Elizabeth Warren Says No To Fox News Town Hall
05/14/2019 11:00 am ET Updated May 15, 2019
The decision to shun the conservative network is a break from Sen. Bernie Sanders and other 2020 Democrats who have agreed to appear on Fox.
By Amanda Terkel
Sen. Elizabeth Warren (D-Mass.) will not participate in a town hall on Fox News, saying Tuesday that she turned down an invite to go on the conservative network.
"Fox News is a hate-for-profit racket that gives a megaphone to racists and conspiracists ― it's designed to turn us against each other, risking life & death consequences, to provide cover for the corruption that's rotting our government and hollowing out our middle class," Warren wrote in a series of tweets.
Sen. Elizabeth Warren (D-Mass.) is not going to do a town hall on Fox News.
She said Fox News tries to sell itself as a "reputable news outlet" by mixing its "bigotry, racism, and outright lies" with some legitimate journalism in order to bring in ad money.
"A Democratic town hall gives the Fox News sales team a way to tell potential sponsors it's safe to buy ads on Fox ― no harm to their brand or reputation (spoiler: it's not)," she said. "I won't ask millions of Democratic primary voters to tune into an outlet that profits from racism and hate in order to see our candidates ― especially when Fox will make even more money adding our valuable audience to their ratings numbers."
Fox News is a hate-for-profit racket that gives a megaphone to racists and conspiracists—it's designed to turn us against each other, risking life and death consequences, to provide cover for the corruption that's rotting our government and hollowing out our middle class.
— Elizabeth Warren (@ewarren) May 14, 2019
Hate-for-profit works only if there's profit, so Fox News balances a mix of bigotry, racism, and outright lies with enough legit journalism to make the claim to advertisers that it's a reputable news outlet. It's all about dragging in ad money—big ad money.
Fox News did not immediately return a request for comment.
Warren's decision is a notable break from fellow progressive Sen. Bernie Sanders (I-Vt.), who was the first 2020 Democratic presidential candidate to agree to a Fox News town hall.
His decision to do so came a few weeks after The New Yorker published a lengthy investigation outlining the extensive ties between Fox News and the Trump administration, two entities that swap staff and take their cues from each other.
In an April interview with HuffPost, Sanders said he believed that Fox News was largely a propaganda arm of the White House, but that he still thought it was important to talk to its viewers and say President Donald Trump had lied to them.
Sen. Amy Klobuchar (D-Minn.) has participated in a Fox News town hall since Sanders did one in April; Sen. Kirsten Gillibrand (D-N.Y.) and Pete Buttigieg, the mayor of South Bend, Indiana, have ones scheduled. Julian Castro, a Cabinet secretary for President Barack Obama, is in the process of scheduling one, and Sen. Cory Booker (D-N.J.) and former Rep. Beto O'Rourke (D-Texas) are considering them.
Sen. Kamala Harris (D-Calif.) said she would "think about it" when asked in April whether she'd do one, adding that she believes the network's viewers are reachable.
"As far as I'm concerned, every vote is on the table. I'm not excluding anyone in terms of trying to earn their vote and compete for their vote. So...that's how I feel about the audience," she told "Pod Save America." "There's a whole other conversation about how Fox News does their work and the bias with which they do it."
Warren said Tuesday that she had made herself available in other ways. She said she has held town halls in 17 states and Puerto Rico, including places that Trump won, like Mississippi, Texas, West Virginia and Alabama. Warren won't be banning Fox News journalists from her events ― she simply won't be giving the network exclusive content that it can monetize.
"I've done 57 media avails and 131 interviews, taking over 1,100 questions from press just since January," she tweeted. "Fox News is welcome to come to my events just like any other outlet. But a Fox News town hall adds money to the hate-for-profit machine. To which I say: hard pass."
Elizabeth Warren's Opioid Plan Welcomed In Area Flooded With Millions Of Prescription Pills
'Fox & Friends' Hosts Laud Trump Losing $1 Billion: 'Wow, It's Pretty Impressive'
The Parallel Campaigns Of Joe Biden And Bernie Sanders
Amanda Terkel
Washington Bureau Chief, HuffPost
Politics and Government Elizabeth Warren 2020 Election Pop of Culture Fox News


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Polly Apfelbaum
Nature Pops!
Glyndor Gallery | July 12–September 5
Polly Apfelbaum, Love Alley 4, 2012, woodblock print on Hiromi handmade paper, 32" x 68". Printed and published by Durham Press. Image courtesy of Durham Press and the artist.
Known for her colorful, dyed fabric pieces displayed directly on the gallery floor, Polly Apfelbaum has collaborated for more than a decade with Durham Press, a print workshop in Bucks County, PA, to create woodblock monoprints. Together, the artist and printmakers have developed a unique process for flower prints like Love Alley 4, which involves translating Apfelbaum's doodles drawn on acetate into woodblock forms. She arranges the individual blocks intuitively on the sheet of paper, and each blossom shape is printed in pure, unmodulated colors. The vibrant field of her cartoon-like flowers deliver the eye-catching zip of Andy Warhol's screen prints, while exhibiting the graphic quality of textile designs and consumer products. Apfelbaum has also been experimenting with abstract stripes made by using rollers to ink blocks with gradations of fluorescent colors, as in Byzantine Rocker 6. "In my work," the artist has said, "abstraction has always been related to Pop. The stripes [are] Pop stalks to the Pop flowers."
Apfelbaum started making her first monoprints with Durham Press in 2003. Her flower and stripe woodblock prints have been shown widely, including in exhibitions at Locks Gallery, Philadelphia, PA; Lesley Heller Workspace, New York, NY; Richard and Dolly Maass Gallery, SUNY Purchase College, Purchase, NY; and the Blanton Museum of Art, University of Texas at Austin. Apfelbaum has had recent solo exhibitions at the Everson Museum of Art, Syracuse, NY; Worcester Art Museum, MA; Kunstgalerie, Bonn, Germany; D'Amelio Gallery, New York, NY; and Frith Street Gallery, London, England. She received a BFA from Tyler School of Art.
Polly Apfelbaum, Byzantine Rocker 6, 2014, woodblock print on Hiromi handmade paper, 24" x 37". Printed and published by Durham Press. Image courtesy of Durham Press and the artist.
For more information about the artist, click here
July 12 - September 05, 2016

redpajama_set_name: RedPajamaCommonCrawl


text:
Labour & European Law Review 20 October 2011
Slow Progress for women onto boards
Cranfield School of Management has published a progress report on the recommendations made by Lord Davies in his February review into women on company boards (see weekly LELR 207).
Dismissal rights
Employees need a year's continuous service to bring a claim of unfair dismissal, unless the dismissal is automatically unfair (for instance, for asserting a statutory right). In M-Choice UK Ltd v Aalders, the Employment Appeal Tribunal (EAT) said that when an employee is dismissed with notice giving them a year's service, but are then summarily dismissed before the year is up, the second dismissal trumps the first one.
Out of the frying pan
The Employment Rights Act 1996 (ERA) says that it is unfair to dismiss an employee on health and safety grounds in certain circumstances. In Oudahar v Esporta Group Ltd, the Employment Appeal Tribunal (EAT) said that Tribunals first have to ask whether the relevant criteria in the law had been met; and then whether the employer dismissed the employee solely because they had tried to protect themselves from danger.


text:
package flect

import (
	"strings"
	"unicode"
)

// Underscore a string
//	bob dylan = bob_dylan
//	Nice to see you! = nice_to_see_you
//	widgetID = widget_id
func Underscore(s string) string {
	return New(s).Underscore().String()
}

// Underscore a string
//	bob dylan = bob_dylan
//	Nice to see you! = nice_to_see_you
//	widgetID = widget_id
func (i Ident) Underscore() Ident {
	var out []string
	for _, part := range i.Parts {
		var x string
		for _, c := range part {
			if unicode.IsLetter(c) || unicode.IsDigit(c) {
				x += string(c)
			}
		}
		if x != "" {
			out = append(out, x)
		}
	}
	return New(strings.ToLower(strings.Join(out, "_")))
}

redpajama_set_name: RedPajamaGithub


text:
Stem Cell Transplant Cures Man Of HIV, Blood Cancer
Copyright City of Hope
City of Hope
By: Kathleen St. John
A 66-year-old man is now cancer- and HIV-free after undergoing stem cell treatment at City of Hope in Los Angeles, a cancer research and treatment center.
The facility announced the exciting news at an international AIDS conference last week, noting that now the patient (who wishes to remain anonymous) doesn't need daily medications to manage HIV.
"We were thrilled to let him know that his HIV is in remission and he no longer needs to take antiretroviral therapy that he had been on for over 30 years," said Jana K. Dickter, associate clinical professor at City of Hope, in a press release. "He saw many of his friends die from AIDS in the early days of the disease and faced so much stigma when he was diagnosed with HIV in 1988. But now, he can celebrate this medical milestone."
Here's City of Hope's tweet on the subject:
Breaking from #AIDS2022: City of Hope patient is 4th ever to achieve dual, long-term remission from HIV and acute #leukemia after stem cell transplantation from donor with a rare genetic mutation that stops HIV from replicating. Read: https://t.co/Rcpd8EhQZo @AIDS_conference
— City of Hope (@cityofhope) July 27, 2022
The man received a stem cell transplant in late 2019 as part of his treatment for acute myelogenous leukemia, a blood and bone marrow cancer. The stem cell donor carries a rare genetic mutation that blocks HIV from replicating in the body.
After the transplant, doctors have not seen any further evidence of HIV replicating in this patient's body. The patient has now been in remission for 17 months. He didn't stop taking his meds until March 2021, though — he wanted to wait until he could get his COVID vaccines first.
Though this news is encouraging, it's not yet feasible as a widespread cure. A viable stem cell donor with the rare mutation must be identified for each transplant, according to CoH, and at the moment the therapy specifically targets older people with blood cancers and HIV.
The patient in question is just the fourth person in the world to enter full remission of HIV without antiretroviral therapy for more than a year after receiving stem cells from such a donor. These donors make up 1-2% of the general population.
Nonetheless, it's a leap forward in knowledge. And the patient's life is changed for the better, after more than three decades of living with HIV.
"When I was diagnosed with HIV in 1988, like many others, I thought it was a death sentence," the patient said in the press release. "I never thought I would live to see the day that I no longer have HIV … I am beyond grateful."


text:
Anywhere But Here
Anywhere But Here is a story by MMan based on the premise, "What if Lawndale had never existed?"
Warning: Spoilers
The point of divergence is that Horace Sloane donated the land that would become Lawndale to the state, rather than allow his grandson Nathaniel to sell the land to developers. Nathaniel Sloane planned to work with real-estate developers by merging the land along with the cities of Lawnburg and Greendale, which would become the new city of Lawndale. Instead, the land becomes the Horace Sloane State Forest and the two cities remain intact.
The story then visits the fates of the canon characters, virtually all of whom live elsewhere. Some lead much more successful and fulfilling lives than they would have ever lived in Lawndale, others have lives that lead to disappointment or death.
At the end of the story, the Morgendorffers stop at a hardware store in Lawnburg run by Angier Sloane. Daria meets Tom Sloane, and the two enjoy each other's company, but Daria is warned to stay away from Tom by Jane Lane...who lives, along with Tom, in the small town of Lawnburg.
(The later fanfic "How It Might've Turned Out]" by Bacner is an alternate take on this, where Nathaniel smothers Horace before the land can be given to the state but is cursed that the area will remain poor.)
Anywhere But Here at Outpost Daria (via Wayback Machine)
Retrieved from "https://dariawiki.org/w/index.php?title=Anywhere_But_Here&oldid=26859"


You've been waiting for this.
Well, here it is; CURSE OF THE DEMON (1957).
This is a lively and relatively scary flick. Oh, I grant the actual sight of the monster at the end of the flick is unnecessary and pretty cheesy, but all the subplots, setup and framing are pretty intriguing.
CAT PEOPLE. This is the original with the Simone Simon, the sexiest fully-clothed actress I know. This is a movie that did not have to be remade. They got it right the first time. The swimming pool scene is terrifying, yet… I better stop there – talk about a spoiler alert.
THE LEOPARD MAN. The scene walking from streetlight to streetlight is exquisite.
I WALKED WITH A ZOMBIE. I hear more scoffing at the title. Stop it. Now. You could not be more wrong. This is a voodoo rendering of JANE EYRE and mesmerizing to watch. (Though the appearance of Sir Lancelot, the calypso troubadour is a bit incomprehensible).
Mr. Tourneur also directed the noir classic OUT OF THE PAST with Robert Mitchum. That alone is cred for a lifetime.
Tonight's flick features a fine, plausible performance by Dana Andrews and a very nice turn by Niall MacGinnis. MacGinnis will always have warm place in my heart for his performances as "Zeus" in JASON AND THE ARGONAUTS (God bless those sword-slingin' skeletons) and "Friar Tuck" in SWORD OF SHERWOOD FOREST (any friend of Robin Hood…).
CURSE OF THE DEMON – it has séances, mysterious storms, hypnotism, curses written on parchment, trains, planes and automobiles in Britain. All the basic food groups.


Come meet some of my kin folk and see a little about how life is lived out here in the true country.
As we wait for our breakfast to be cooked, I will fill y'all in. I promise the breakfast will be worth the wait.
Now as I said, I know this area because of my relatives that live around here. My Grandmother Coffman was born in this area. At the time of my first visit, I had Great Uncle Cletis, Great Aunt Lizzy and a huge number of first, second, third cousins and even more kissing cousins living in the area. One visitor to the area I met on one trip said that he was afraid to shake a bush as a relative would probable pop out. You have heard the Foxworthy joke about a red necks family tree having only one branch. Well, it was not quite that bad but two of my cousins' brothers married two sisters. That was not unusual. Gets kind of confusing around there.
Well, truly, my country cousins cannot be called red necks as they are more like Hillbillies. This area is the southern end of the Appalachian Mountains so that is understandable. They talked the talk, Pie-an-o, toe-may-toe, mess of peas, he ain't going to do it no how, etc. I would come back from later trips talking very southern and yelling as both my dear Grandmother and Great Aunt where stone deaf. Took me a few days to turn the volume down and a few "what's" to citify my language.
When I first visited my Great Aunt and Great Uncle they had an outhouse. Before you use the outhouse please check for snakes, they like it in there. Also, check the magazines and newspapers to find the non shiny pages as you do not want to use them to wipe yourself with-they do not do the job. The old phone book pages are the best. If you wanted to wash, you would start on the back porch faucet and do what my Grandmother said - "you would wash as low as possible and as high as possible and then go inside and wash possible" or if you were a kid you would wash outside in an old wash tub. My poor sister got filmed by our dear old dad when she was finishing up and was drying off and the towel she was hiding behind slipped and her possible showed. She has never lived that one down and she was only about 7 at that time. Especially when Dear old dad showed the movie to her boyfriends.
I remember the long dirt road that led to my Great Aunt's home. It was dusty in dry weather but a horrible mud pit when it was wet. I also remember the long steep hill that led up to the old farm house. The driveway was clay, you know that slippery, sticky clay like you find up in Georgia and when it was wet you would end up in the ditch as I did on one trip. A cousin brought his tractor to pull it out they asked that I get the extra weight out of the truck and that flustered me so I dropped my keys into the truck and then closed the door. They had to take the back seat out to get the keys. This was all because my Dear Great Aunt wanted to make sure that once we got down the hill we could get back up. We went to church in a cousin's car.
That first trip we went into the field and harvested peanuts. For those who do not know, the peanut develops underground on the roots of the plant and it is a hard plant to pull up and also a very dirty job. All that afternoon the peanuts boiled in a huge black cauldron with a wood fire under it. At one point, one of the cows helped herself to the boiling pot, but they tasted good any way. We helped make homemade ice cream using fresh cream, rich milk and eggs from their cows and chickens. Lots of work but, oh man, was it good.
Breakfast is ready. Here on our table we have fried eggs, bacon, ham, fresh packed biscuits, the best you have ever eaten, home make cane syrup and homemade butter. Also tomatoes, a bowl of fresh field peas, potatoes, corn, okra, coffee for the adults and milk for the younguns. And I think there is even a pie or two waiting in the old food safe. Just a normal farm country breakfast. Pull up a chair and dig in.
Boy am I stuffed. Yep, that is a normal breakfast around these parts. Healthy? Probably not, you have noticed the hefty size of most of my relatives. It might take weeks to get your cholesterol levels back down. That white stuff my Great Aunt was cooking with? You really want to know? Well it was lard. Thankfully they will soon start using Crisco. Oh, thanks for not laughing out loud when my aunt said she was not a bit hungry as she digs in to that plate full of biscuits covered with butter and swimming in syrup.
Let's go out to the front porch. Would you want to sit in the swing or one of the rocking chairs? Is this not a great view? We are on top of one of the tallest hills around here. You could almost see forever. The air is clean and pure, no smog. Tonight we will enjoy the stars. You will not believe how many you can see - breath taking. The Milky Way, in all its glory, spreads across the sky.
Let me tell you about this house. What? Oh, you are wondering what my Great Uncle is doing stalking around with that ax? Well, he is semi-retired from farming and does not need to get up before the crack of dawn. But that old rooster has taken to crowing outside his window. So if he can catch it we will have fried chicken tonight. Otherwise, we will have fried fish, grits with lots of home churned butter and hush puppies with lots of onions. Do you know why those little chunks of fried bread are called Hush Puppies? Well, back in the days that the men folk hunted for meat they kept a pack of hunting hounds that lived under the houses. When the women folk cooked, the old hounds would start howling. To quiet them so the men folk could nap, they would drop small balls of cornbread into the hot oil and then toss them to the hounds-saying "hush puppies".
This house is very, very old. Built up this way on the stone pillars and with the huge sycamore tree to shade it in the afternoon, it will stay surprisingly cool. That tin roof also reflects the heat but can be very noisy when it rains. Sweeping the floors is easy as there are cracks between the floor boards. Later on they will put down carpet on top of linoleum which will cut down on the bug problem a bit. I see you looking at the windows. No, there are no screens, just what we call rabbit wire. Does not keep the bugs out but does keep the other critters out. In the living room you will see an old piano Great Aunt will play hymns on for us later----singing will not be too good but it is the feeling they put into it that counts. I keep telling myself that. Now where did I put that cotton? To our left are 2 bedrooms, those are real feather mattresses. You sink into them fairly restful until a feather works its way through the covering and pokes you. They are a pain to make up in the morning. In the back we find the large dining room with a small storage room to the right and a small kitchen to the left. You notice there is no ice box or freezer. Food is canned or kept alive on the hoof, so to speak, until needed. Cooked food or fresh stuff is kept in a food chest. I am always surprised that no one came down with food poisoning. But, with such large families, not much food is left after a meal.
Let me tell you about some of my relatives. I will not name all of them as it would take a week of Sundays so I'll just name a few. You have already met my Great Aunt Lizzy and her husband Great Uncle Cletis. Living here in this house is also Great Uncle's son by his first wife, Clyde. Now Clyde is character and he can play a mean guitar. Funny story about that guitar, he once went to the fair and gets his name done in gold wire and mounted it on his guitar. He was a popular guest at all the dances and get togethers around about here. And of course while there, he would sip some of the beverage. A popular one is called White Lightening or moon shine. Have you ever drank any moon shine? Well then, let me tell you what Moon shine is like. The stuff will, melt the paint off your walls, run your car better than gas, dissolve the enamel on your teeth and take your breath away, scramble your brain cells and all this even before you swallow your first mouth full. One night he played at a get together and walked home. The next morning he checked his guitar and hurried to step-mother and Cried "Mother I've lost my name!!!!" You will hear this story and many more later when cousins Jiggs and Yon get here and start the story telling, you will laugh until your sides hurt.
Jiggs, Yon, Lizzy and my own Grandmother's name Van are shortened forms of their names, which is common here in the country. Many of my cousins have nicknames but none of that "Bubby" stuff. Now that young boy over there with the wild red hair is called Rooster. That other boy is called "Hammerhead", they tell me he is so hardheaded that a hammer would not make a dent in his head. And the other one is called "Man", never found out why.
Would you like some watermelon? My kin grow some of the best ones - none of those tasteless things you buy in the store. We can have either red or the very sweet yellow ones. That reminds me of a story. My parents came over here once for a wedding and loaded the old station wagon with watermelons. They returned at night and the whole way the headlights of the vehicle shone on the sky. Mom said she prayed that no police saw them.
Well let's go. Tomorrow we will look at a couple of places around this area.
Wait what is that? It's the traveling store!!!! It won't survive much longer but for now it is the way people around here get most things they need like pins, needles, thread, salt, sugar, spices, odds and ends and things that the customers ordered. There are some BB's and Rooster told me if we get him some he will teach us how to shoot. Here are some nails and screws. Wonder what is in those boxes?
Oh look, lace, Grandmother said she will make us some sun bonnets and aprons if we can find lace and cloth. Let's look through his stash of cloth. No money? He will take a trade and Aunt Lizzy has some fresh eggs and a cured ham we can use. Oh look at this!!!!!


At Enrique Tomás we have been dedicated to Jamón for more than thirty years and the maxim that we have followed during all this time is one: a customer is not the one who buys, but the one who returns to our stores to buy again. As we want you to come back, we offer you a Paleta Ibérica de Cebo ( Iberian Ham shoulder) of the best quality, cured during the right time, 18 months.
The Paleta ibérico de cebo comes from the front legs of the Iberian pig, a breed of pig native to our peninsula that is only located in the interior areas of the country and in some parts of Portugal.
The Paleta Ibérica de Cebo is obtained from the pigs fed with natural feed, cereals and grass on farms with the best conditions to guarantee you a unique product and grant the pigs with the highest quality of life, because at Enrique Tomás we know that their happiness affects the quality of their meat and that is why we take care of them from the very moment of gestation. This is the only way to make sure that the flavor of your ham shoulders is the best and, so that you can enjoy it without problems, we offer you whole, boneless or sliced ham shoulders (paletas). There's no excuse anymore!
The Iberian pigs have an advantage over other animals, they are the only ones on the planet capable of infiltrating fat into the muscle, which results in these small white veins inside each slice that give it this marbling effect.
Once the pigs have reached 150 kilograms of weight, the curing process begins. In the elaboration of the Iberico de cebo ham shoulder, the expert's work is very important in order to obtain such a delicious final result. The quality of the Paleta will be determined by climatic conditions and by a dry curing process of 18 months, which is the only way to achieve such a characteristic taste.
The meat of this type of Paleta is appetizing, juicy and full of nuances and its flavor is perfect for the finest palates that enjoy every nuance. The taste of the Paleta is more intense than that of Jamón and from the first bite you will notice all its nuances in the mouth. In addition, at Enrique Tomás we offer you Paleta Ibérica de Cebo from all areas of Spain and in all formats. Enjoy this delicacy!


Dirk Bogaerts, born in 1971, lives in Rahier in Belgium. At the age of 18, he fell particularly in love with the magnificent Ardenne Bleue region, the region of the Spa Francorchamps racetrack. He started photography in 1989 while studying to be a master in mechatronical engineering. He calls himself a World Photographer for his interest in a wide range of photographic subjects. He is passionate about people, travel, nature, technology & books !
His ultimate goal was to bring all these passions together into a new entity : Carburettor Magazine was born !
Carburettor Magazine will visit unique locations, unique people, unique manufacturers, digging deeper to get the most interesting details out of an event, a race, a distillery, a manufacturer, ... combined with an artistic photographic account. Carburettor Magazine will also organise interesting oldtimer treks and world photography expeditions. Since mid 2014, Dirk is a Fujifilm X-Photographer worldwide.


Production facilities for the processing of meat, fish and poultry frequently consist of a large number of systems and components. Their reliability is of paramount importance, even after countless hours in operation. Designers must develop plants that are economical and low maintenance while at the same time compliant with requirements on hygiene and safety. We supply an extensive range of plastics specifically developed in order to meet these requirements. Suitable for contact with foods in accordance with 10/2011/EU and FDA requirements, they are used throughout the production chain, from conveyor systems through autoclaves to cutting boards.


text:
A-10 Demonstration Team Practice/June 1, 2022 [Image 9 of 27]
Photo by Staff Sgt. Jacob Stephens
355th Wing
A U.S. Air Force A-10 Thunderbolt II flies over Davis-Monthan Air Force Base, Arizona, June 1, 2022. The A-10 Demonstration Team practices regularly throughout the year while at home station to ensure the best performances while traveling to airshows around the country. (U.S. Air Force photo by Staff Sgt. Jacob T. Stephens)
VIRIN: 220601-F-CJ465-1253
Web Views: 4
This work, A-10 Demonstration Team Practice/June 1, 2022 [Image 27 of 27], by SSgt Jacob Stephens, identified by DVIDS, must comply with the restrictions shown on https://www.dvidshub.net/about/copyright.
Airmen
Air Combat Command
A10DemoTeam
A-10 Demonstration Team Practice/June 1, 2022


text:
March 9, 2022 | 24 Mins Read
IWD 2022: Break the Bias
Octavia Goredema, founder of Twenty Ten Agency, has coached leaders at renowned companies including Google, American Airlines, Tinder, General Motors, Nike, and Dow Jones, and is also the author of the new book PREP, PUSH, PIVOT: Essential Career Strategies for Underrepresented Women. She joins Sarah to discuss the theme of this year's International Women's Day – Break the Bias.
Sarah Nicastro: Welcome to the Future of Field Service podcast. I'm your host, Sarah Nicastro. Every year, we do a special episode of the podcast around International Women's Day. And we're doing the same today. The theme of this year's International Women's Day is break the bias. I'm excited to be welcome today by Octavia Goredema, who is a career coach, founder of Twenty Ten Agency, where she's coached leaders at renowned companies you're all familiar with, including Google, American Airlines, Nike, General Motors, et cetera. And also author of the new book, Prep, Push, Pivot: Essential Career Strategies for Underrepresented Women. Octavia, thanks for being here with me today.
Octavia Goredema: Oh, thank you, Sarah. I'm happy to be here.
Sarah Nicastro: Before we get into the conversation, tell our listeners a bit about yourself and your journey.
Octavia Goredema: Oh, well, thank you for that warm welcome. And yes, I'm a career coach. I started my company Twenty Ten Agency because I'm really passionate about helping others to do their best work. And as a black woman, as I was starting my career, which began in England before I moved to the United States, I've been in here in Los Angeles I think 16 years now. I just started to see that there were just so many barriers to advancement and I'm really passionate about opening doors and making sure others have the opportunity to do their best work. And actually when I worked, myself with a coach for the very first time that I really had a light bulb moment and made a pivot of my own and trained to become a coach. And the work that I do is working with corporations, such as some of the larger companies that you referenced and also individuals. With companies help them retain talent, with individuals to find strategies to position yourself for promotion or to bounce back from losing a job or navigate a career break.
Octavia Goredema: But I recognize most people don't have the ability to work with a coach, Sarah. I discovered coaching when I was already maybe 15 years into my career. Most of the individuals I worked with, my team and I, we're the first coach they've ever encountered in their career. And so I realized there's a huge gap there. And so I wanted to write a book that would help underrepresented women navigate some of those really important and often challenging moments, especially if you don't have someone that you can work with one on one. And so my book was released here in the United States in the new year, and it'll be released in the United Kingdom on International Women's Day.
Sarah Nicastro: Nice, awesome. I'm glad we're here to have this conversation. I think it's really cool that you focus on helping on both sides. Helping businesses understand some of the ways that they may need to evolve or make changes, improvements, and then also helping to inspire individuals as well. One question I have is you mentioned the barriers when you started your career. How much progress do you feel we've made?
Octavia Goredema: It's not just actually the barriers when starting the career, it's actually as you are growing and developing in your career and the data speaks for itself. The pay gap persists. Before the pandemic, it was predicted it might take a century, Sarah, to close the pay gap. That's beyond my lifetime, your lifetime, my children's lifetime. Women of color continue to be the most underrepresented group in the corporate pipeline, almost regardless of industry sectors, data shows it. I'm really nervous and scared about what the data will show as we look back on what's happening right now. We've already started to see studies that show women are being impacted severely when it comes to unemployment and leaving the work force as a result of everything we've navigated and are still navigating through the pandemic.
Octavia Goredema: It's a really challenging and difficult time. And there's a lot of systemic issues that are contributing to the challenges that women face. As a coach, some of the work that I'm proudest of is the work that I've done during this pandemic in terms of supporting individuals in some of the most unprecedented and challenging times. There's still so much work to be done.
Sarah Nicastro: I think this year's conversation just feels especially important because we've seen the impact that COVID had and how it's amplified for women. I've been fortunate enough, privileged enough to continue working this entire time. I have two small children, but I have help. And I haven't had to sacrifice my career, but I feel so deeply for those that have been in that position. And so I think we're going to talk a little bit later about what are some of the things that companies can do to help get those women back into the workforce when they're ready. I asked you about progress because we've had a number of these conversations, one every year, the podcast has been around for International Women's Day, but also sometimes we feature women in field service, women in tech, women in stem and I have gotten feedback sometimes that if things aren't going to get better if you keep calling it out that way. It shouldn't be women in or it shouldn't be categorized that way.
Sarah Nicastro: And the first time I got that feedback, I really thought long and hard about it because I try to be very careful about just reflecting on my own practices and making sure that I'm not doing something with good intent that is having the opposite impact. But I think the reality is there's still so much work to be done. And I think that until it doesn't need to be called out then we keep calling it out.
Octavia Goredema: Yes, absolutely.
Sarah Nicastro: Because I don't know how else we talk about it. I'm glad to be here doing that today. As I mentioned in the intro, the theme of this year's International Women Day is break the bias. And so I wanted to start by talking about what are some of the biases that you feel are playing a major role in still holding women back today?
Octavia Goredema: Well, there's so many. And not every woman's experience in the workplace is the same as anyone else's, but the data just shows when you look at the most senior levels of almost any company in any industry, the representation isn't there. The representation isn't there. When you look at what women are earning, it's not a parity with men when you look at the data. We've had legislation that's been put in place to address these things. And even those things still don't translate. Those things are still there. And then as a coach, I have a unique glimpse into what actually happens in someone's career. What happens after they are hired or as they are promoted and then after they're promoted and even senior leaders. And the things that happen day in and day out, no one else might ever know.
Octavia Goredema: There's a lot of biases or experiences that can be invisible even to somebody else who works alongside you, or is sat in the same meeting as you, always on a Zoom with you. It can be a very personal experience that not only is sometimes difficult to identify, but can be very difficult to talk about. Very difficult. Sometimes you don't even know if you've not been invited to a meeting that you should be, or if you've not been considered for a project or how do you know that in that moment as well. And so this is what makes it even harder. That's why we often then look at the studies and we look, well, how many women are there? And there's two black female CEOs in the fortune 500.
Octavia Goredema: We look at things like that because those are the indicators that we have, but the actual realities of what's happening day in, day out are invisible and nobody sees. And when you are building your career, what I often see as a coach is there comes a point, it's not the same point for everyone, where you hit a ceiling. You might not see that ceiling coming. You might not even realize you've hit it for a while, until you are actually reflecting and you're perhaps looking, or maybe looking at your peers or you're comparing, or you have a conversation and you suddenly realize, oh my goodness, that person earning how much, because it's not always immediately apparent to you.
Octavia Goredema: And this is what makes it even harder. And you mentioned you have children, Sarah, I have children too. And it wasn't until maybe five years into parenthood that I really realize, oh my goodness, a lot of these things are not my fault. I didn't make a mistake in terms of what I think it's just that the systems are not set up to support working mothers in many cases in the way that they should be. And that can be a very difficult thing when you are navigating this because you don't know.
Sarah Nicastro: Right.
Octavia Goredema: You don't know.
Sarah Nicastro: Yeah. I've shared a number of my own experiences as someone who wanted to be a mom and have a career, and some of the things that have worked against me, some of the comments that have been made and are still made all the time and you mentioned some of the systemic issues earlier and I think that the reality is there are still very real gender norms and belief systems around that in place that are not only deeply rooted, but multi-layered, that it, to your point, can be really hard to point all of those things out. I mean, I feel like my husband and I have a pretty egalitarian marriage and it still is influenced by all of those things and the expectations and all of that. Now when you think about the theme of this year's International Women's Day breaks the bias. I know there are a lot and they can be hard to sort of identify, are there any that come to mind that you think people need to be particularly aware of or focused on?
Octavia Goredema: That's a really hard question to answer, because there were so many layers to that. And I think I would like people just to, regardless of their own gender and background, but to really perhaps ask that question of themselves and where can they support other women? Where can we, as women support other women? Where can we pay it forward? What are some of the things that we can do that can help support and amplify? Because I very much believe that these conversations continue, need to be had beyond March 8th and beyond Women's History Month, they just need to be ongoing.
Octavia Goredema: And so I think that would be the challenge that I have often. Often, I sometimes go into companies and work across the board, not just with women, not just with men, not just with individuals who are being coached, but with senior leadership as well to really think about how to set up diverse talent and underrepresented talent and want your female employees for success in the long term. In the long term. Because that's what matters, because it's not just about hiring women, it's about advancing women and supporting women throughout our entire careers. Yes, there's a lot to do.
Sarah Nicastro: Yeah. Besides conversations like this, I mean, if you were going into work with an organization and speaking with them on how do we break these biases and stereotypes in a way that allows us to make more progress, what does that look like? I mean, what are some of the things that organization should be doing?
Octavia Goredema: Yeah. I think visibility and advocacy really matters. Be invested, identify opportunities to support women with their professional goals. As a coach, I see the women that are thriving in terms of the women I work directly with are the ones that have sponsors at their organizations. It's not just about providing what's needed for us to do our best work, but being there to support when we make mistakes and to show and nurture and amplify and be a resource. Often, as we progress, there are fewer and fewer role models we may have. And so it's really important that it's not just having someone to look to, but someone who is invested in your success. If you, as a leader and whatever level of leadership you are, always be mindful about who is on your team, or who is in your organization and the visibility of those individuals and those opportunities for those individuals and what you can do to make a difference.
Octavia Goredema: Because those opportunities can change someone's whole career, whether it's a stretch assignment or even a meeting that you are part of, or a conversation or a mentorship, or just understanding what might come next, or what they might be for you, can really change someone's perspective. The mentors that I have had and continue to have, have been transformative for me. And so I think it's having that intent, which can be sometimes hard to measure. It's not something that's always immediately tangible. A lot of organizations are trying to make those culture shifts to have these systems and to nurture pipelines of talent, not lose women as we progress. I think that is very, very important.
Sarah Nicastro: Yeah. That makes sense. You mentioned earlier that women of color are the most underrepresented group in the corporate pipeline.
Octavia Goredema: Yes.
Sarah Nicastro: What is your view on how that changes?
Octavia Goredema: In my book, I think I quoted a study from Working Mother Media that talked about 46%, only 46% of underrepresented women in their study had attended a meeting with senior executives in the last two years compared to 63% of white men. Advocacy, visibility, mentorship, coaching, professional development, it all matters. A lot of companies are trying really, really hard to diversify their recruiting processes and they're bringing it up. But it's retaining those individuals. That is just so key. That is so key. And that takes time. That takes time.
Octavia Goredema: Being an advocate also involves being a good listener as well, providing space to ask people questions and be responsive to what you hear. And so there are some companies that I've seen reports on who are actually, especially at the start of this year, who are actually making a real stake here and we have time compensation for executives to hitting certain goals and targets long term. This is important to us. And if we succeed, these are the measures by which we will, but it takes time. And so when you as an individual are navigating your career, you can't control all of these environments that are around you. And so the book that I wrote, Prep, Push, Pivot, I really wanted to support women who are navigating this. And also if you are a leader who has underrepresented women on your team, read the book and it gives you a perspective on perhaps some of the questions and challenges that we are considering that might not have been front of mind for you and awareness and understanding, I think is really important.
Sarah Nicastro: Okay. When it comes to retaining diverse talent and some of the considerations that are maybe unique to women, what do you feel like is some of the most important things. What are some of the needs that companies need to accommodate or address to be able to retain and develop more women?
Octavia Goredema: I think providing the visibility that I talked about too, and also those stretch assignments and opportunities, they've been countless reports that talk about how, when we are looking at roles, whether that's for promotion or new roles, women tend to look at all of the job description an see where we align. And if we align with 80 or 90% of it, yes, we can do that. Well, in comparison, more often than not, men will just put their names forward regardless.
Octavia Goredema: And I've seen that play out in my own household. I was talking to my husband about an opportunity a female friend of mine was considering that she was a little concerned about some components of the job description. And my husband said to me, "Who reads job descriptions? If I want a job, I just go for it." He said, he said, "If I read the job description, I won't be able to do half the things on there so I don't want to pay attention to those things." And so identifying when you see potential, nurturing that potential and creating conversations and opportunities and exposure to get that pipeline of women to feel supported and amplified and ready and mentored, because that is so key when we are breaking barriers of our own, the next opportunity, even the one that we can't see yet are the ones where we want senior leaders to be identifying, highlighting, nurturing for those things.
Sarah Nicastro: Yeah.
Octavia Goredema: That's what's so important. Providing space to grow whether you at the start middle or more senior in your career.
Sarah Nicastro: Yeah. I guess what I'm trying to do in my mind is take some of these points that are important, that there are also fairly broad. Like when we talk about create awareness and advocate, I mean yes, but if I'm listening to this and those things aren't intuitive to me, then what does that look like? And what I'm thinking about is three areas, at least that come to mind. One is company culture in a few ways. Number one, I mean, there are companies for which this is genuinely important and a authentic objective. And then there are companies who have these initiatives simply because they have to. But then I would also say related to company culture is the environment that is created to uncover and acknowledge biases to speak up and speak out to have leaders lead by example, in terms of making the culture, working woman friendly, working mom friendly.
Sarah Nicastro: I don't think that a lot of working moms can succeed in a certain type of ultra rigid culture that is a little bit more outdated. The second thing I think of is programs or systems. Some of the things that we've talked about, starting with awareness, but also mentorships and career development paths. Those are all things that companies should be focused on building out so that it isn't leaders who want to play a role in this aren't trying to create the wheel every time. There's sort of a process and a system to help accomplish these goals.
Sarah Nicastro: And then I think the third is leadership enablement. Because there are leaders for whom this will be a personal goal or commitment, but there are those that it's not. So you mentioned perhaps they're incentivized to play a role in this. The other thing is perhaps they are trained or coached in their own right to be better adept at recognizing their own biases and examining what do their teams look like and what does that mean and things like that. I don't know. Those are kind of the three things that came to mind.
Octavia Goredema: And the strategies vary depending on the size of your organization and the demographics of your people and your goals. Large organizations have employee resource groups and networks, which are great, but then you'll have to think about what is how those organizations, how are they funded? Often the people that are leading those organizations are doing jobs. They're doing their day job and they're also creating some kind of mechanism for other employees, which is so powerful. But how is that recognized? How is that supported in the long term? Are you using that? That's a really fantastic incubator to also listen. Are you asking questions in those scripts that could help you and give you insights that you wouldn't hear otherwise? Are you providing safe spaces for sharing? You might have company meetings or channel meetings where you report out, how are you listening back?
Octavia Goredema: There were lots of different considerations for organization, but if you are making an effort to hire, we want to keep your talent. You want to find opportunities. The pay for your business and your organization will just continue. And so you want to make those investments and provide advocacy and mentoring and supporting, and sponsorship, and also hold space to listen to the people that are already part of your culture and your organization, and hear what they might need to your point, because those voices can be so valuable and not everyone perhaps has the opportunity to share in that way when we are at work. Creating spaces and opportunities to do that.
Sarah Nicastro: That's a good point. I mean, if there's an organization that hasn't made as much effort as they want in this area, start by creating a focus group of your women employees and ask them what they think honestly about the experience and what could be better and that's a good point. We talked a little bit earlier about the fact that women were impacted significantly more than men by COVID when it comes to loss of work and having to leave their career. Do you have any thoughts on how we can best support women's reentry into the workplace?
Octavia Goredema: Yeah. The numbers that came out of some of the initial studies for the first year of the pandemic were just horrifying. And as I mentioned at the start of our conversation, I hope it's not the case, but could have the potential to set women back for decades when you look at the ramifications of what that means in terms of not just loss of earning capacity, but just what it takes to rebuild and restart your career. Setting the women that you are hiring up for success as we've talked about is really important. Listening to what might be needed in terms of maybe flexible schedules or roles and responsibilities in terms of locations. But I think above and beyond that, looking for the long term in terms of how to continue to advance women and that next cycle and that next generation, and continue to pay forward because it's above and beyond just this moment right now. The pay gap, which we talked about at the start of our conversation was already going to take decades and decades to close.
Octavia Goredema: Really look at your compensation practices and make sure that you are equitable in terms of how you compensate your employees is so important. Not all women are caregivers, but for those who are, I do hope that maybe the one silver lining coming out of everything that we have been to and are going through the pandemic, that employers that will be much more aware of what it takes to be a working parent today. Because that has been, and will continue to be a challenge. So that we can keep women in the workforce for as long as possible.
Sarah Nicastro: Yeah. I should have thought to write this down and I didn't, so I don't remember any of the names of the organization to reference, but I have seen some different programs created to help with this effort people that are strategically looking for opportunities to offer really flexible roles and hours.
Octavia Goredema: And reentry into the workforce.
Right. So that if there are women who left that can't just come back, maybe in the manner they did before, what are some alternatives? The other thing that, sorry, I thought was really important was, I don't know if it was an article or a podcast, but it was around looking differently in this situation, but really just in general about gaps on resumes and not using that as something that is negatively perceived. Sorry, what were you going to say?
Octavia Goredema: Yes. I was going to say, yes, I just received an email, I think yesterday there are a lot of companies who have reentry to work programs where they're specifically recruiting from large companies like Wells Fargo to Facebook, to smaller companies too, and really targeting women who have taken a break, maybe not just because of the pandemic, but have taken a break in their career. And yes, to your point about gaps in resumes, I know often as employees we are looking to minimize risk. But I can attest as a working parent, I have done my best work ever since becoming a parent. Women have so much to give and there should not be ... A gap in a resume is a non-negotiable. This is what I say to women that I coach who are concerned about this. I talk about, you can do this role.
Octavia Goredema: Your skills and your acumen remains regardless. But I think the pandemic also perhaps has made that more aware that there is no one perfect way to navigate anyone's career and we have to as a whole support people who've stepped away from the workforce for whatever reason, so that we can get our economies back and so we can continue to thrive. And so, yes, I hope the silver lining will be that there's been a lot of less that have been learned in a very short and very pronounced space of time. And I hope that we can find ways to support women who are looking to reenter and rebuild whether it's now or in the future.
Sarah Nicastro: Yeah. I think the other thing is I've read a number of different articles and studies is looking at this isn't applicable to every single type of role understandably, but I mean, looking at the need to evolve the culture around how we assess value. And this, I think was exacerbated by COVID when we had so many people working remote, it becomes less about, okay, how many hours, minutes, seconds is your butt in a seat at a desk versus what is your contribution toward the objectives. I think that's the way it should be, but I think this situation maybe has helped employers that were kind of hanging on to that need for control to recognize that if you focus on creating an environment in which your talent can thrive, they will most times step up to the challenge.
Sarah Nicastro: I mean, people care and want to do well generally. It goes back to kind of that cultural part as well. You talk in your book about how fear is a very big challenge for women when it comes to their careers. And you mentioned earlier the example of your husband saying, I don't even read job descriptions. I just apply. Whereas sometimes a woman or a particular personality would kind of overanalyze every single characteristic. Why do you think fear is so prevalent and what advice can you share?
Octavia Goredema: I think often there's fear of making a mistake. Fear of dropping a ball, fear of just not delivering. And I see that manifest constantly, and it's not about level of seniority. And so I think it's really, really important to know that building your career's, yes, the most personal and valuable investment you'll ever make, but also know you have to give yourself permission to fail sometimes. That doesn't mean you want to set out to fail. That's how you learn as you go. I think it's so important. I always have a smile when I see you see these very senior executives who get fired and bounce back better.
Octavia Goredema: If you really look at it, you see people make mistakes at very senior level. It's not necessarily a career ender, really keep pushing and keep striving and don't be afraid of making a mistake. Don't feel you have to do everything perfectly. We have to learn and we have to grow and I think it's very important if anyone is mentoring someone else to be really transparent about the mistakes that you have made. What you learned from those, how you navigated those. It's really important thing to do and to give space for that. And also you as an individual trust. But even if you do make a misstep, you'll learn from it and you'll keep moving forward.
Sarah Nicastro: Yeah. I think another area where fear plays such a big role in all of this for everyone is fear of speaking up. I think that when it comes to this idea of breaking the bias, like you said, so much of the cumulative effect of why women are not equal to men in the workplace today is those little things. I mean, it's the daily, I forgot to put you on the meeting invite or gaslighting or all sorts of things. And every day, people see that happen and it's really easy to be fearful that if it's a leader that's doing that, oh, well, I can't say something because they're my superior, or I don't want to start anything, or let me just stay in my lane.
Sarah Nicastro: And the reality is we all play a part in making the progress we want to make. And yes, it can be very uncomfortable to have hard conversations. I can think back on times where I avoided them myself, but you know better, you do better. Right. And I think that's another area where people need to consider stepping outside of their comfort zone and helping keep the progress moving by addressing things like that when they see them.
Octavia Goredema: I agree. And everything you say is valid. It can be very difficult. In that moment, if there is someone more senior than you to use your voice in that way. And I've been in that situation, before I had my coaching company, I was employed. And I remember having to say to the CEO of the company where I worked, "Is there a reason why I wasn't included in that meeting?" I feel I should have been there and I would've liked to have been there. And this is the reason why. And I did end up receiving an apology, but that wasn't the immediate reaction. It came much later. You don't know what the response will be, but ideally your employer wants employees who are there to add value and to solve problems and to help do things better.
Octavia Goredema: And to help do things better. And so if you are using your voice to show where you add value or where things could be different or where things could be better, then you need to observe and then see what happens next.
Sarah Nicastro: Yeah. Okay. All right Octavia. Any final thoughts, words of wisdom. What do you hope that people take away from this discussion?
Octavia Goredema: It's an ethos that underpins everything that I do. And that I open my book Prep, Push, Pivot with, which is knowing your worth matters, especially in the moments where your worth is not being reflected back at you. I think that is really important. And for employers recognize the worth of what women on your team and your future female hires will bring to the table. And it's, of course your worth is represented by what you earn, but it's more than just that. It's what you need to do your best work and what you need to thrive. And as individuals, what are the non-negotiables for us in our career and making sure that we are building careers that align with our goals and our values.
Sarah Nicastro: Yeah. I have a special shirt on today. I don't know if you can see it says carry as you climb.
Octavia Goredema: I love that.
Sarah Nicastro: And it goes back to the point you made earlier, which is, as women, we have an obligation to help one another as well. Yes, all of the white men in senior leader positions need to really reflect on what their teams and organization looks like and how genuine they are about their desire to really progress related to this. But until we are at a point where these conversations become less necessary, we really have to help each other out and support one another, speak up on one another's behalfs, just really advocate for one another, lift each other up, all of those things.
Octavia Goredema: Paying it forward really matters. And it can be also in ways where we're not necessarily using our voice in front of others, but in terms of suggesting opportunities or resources to others. It can be in small ways or it can be in really impactful ways. Paying it forward is so important.
Sarah Nicastro: Yeah. I think there's a real thing particularly because women are still at a disadvantage in the workplace. I think there can be a tendency towards the scarcity mindset and well, if I help her, then I will somehow disadvantage myself and we just have to move beyond that. I mean, we all need to be helping one another and you're never going to be disadvantaged by championing someone else.
Octavia Goredema: Absolutely. Yeah. I couldn't agree more.
Sarah Nicastro: All right. Tell folks where they can find Prep ... Oh goodness. Prep, Push, Pivot. Where can they find the book?
Octavia Goredema: Prep, Push, Pivot is available wherever you love to buy books. You'll be able to find it at your local bookstore or at your favorite online book retailer. And you can also go to my website, octaviagoredemago.com if you need more information.
Sarah Nicastro: Excellent. All right, Octavia, thank you so much for joining me today. I appreciate it.
Octavia Goredema: Oh, thank you, Sarah. It's great to be here.
Sarah Nicastro: You can find more by visiting us at futureoffieldservice.com. You can also find us on LinkedIn as well as Twitter @TheFutureofFS. The Future of Field Service podcast is published in partnership with IFS, you can learn more at ifs.com. As always, thank you for listening.


Because we have been conditioned to fear and compete with our fellow brothers, I know I was, it can be difficult at times to feel compassion for other men, especially men who don't share the same values as us, men who trigger our projections, and men who behave in ways that we don't agree with.
This helps me come back into the heart and centre myself, remaining neutral without judgment.
However, the real practice of compassion comes from loving ourselves, forgiving ourselves, and accepting ourselves fully.
In fact all healing and acceptance relates to loving ourselves on deeper levels as men, which isn't always easy because we've been taught to wear a mask of toughness, a mask of invincibility, a mask of the false self.
1. Simply look into the mirror with eyes open.
3. On the exhale breath love and acceptance into your face (yourself).
It can also be done imagining that your inner child was sat in front of you.
It can also be done imagining another person in front of you or the actual person in front of you.
I recommend you try this practice for 21 days straight every morning when you wake up for 10 mins.
Let us share other beneficial practices of self-compassion because this is so important for us all.


These two photographers create the most whimsical photos using food and miniature characters. To navitgate the incorrigible Flash interface, click on any of the options under "Galerie".
Ron has fun at Stanford making physcially realistic computer simulations of movement. There's some great videos here, including melting ice blocks, sloshing tanks of water, and tearing plastic.


text:
Any possibility of new forum: Hypothesis – MS Not Autoimmune
lyndacarol
Contact lyndacarol
Post by lyndacarol » Mon Jan 10, 2011 4:50 pm
Could a forum entitled something like "Hypothesis: MS is Not an Autoimmune Disease" be established so that links to PDF files of full text articles by Peter O. Behan, Chaudhuri, Bruce Trapp, John Prineas, Michael Barnett, and any others could be in one place for easy retrieval?
Does anyone here think this would be a good idea?
Example of possible first file sticky:
1. Behan, Peter O., "Futility of the Autoimmune Orthodoxy in Multiple Sclerosis Research":
http://www.expert-reviews.com/doi/pdf/10.1586/ern.10.69
Possible second post:
2. Chaudhuri: "Multiple Sclerosis is not an Autoimmune Disease" --in Archives of Neurology, a comment (The following link only supplies the first 150 words to the article. I know someone here has the PDF file of the full text.)
http://archneur.ama-assn.org/cgi/conten ... 61/10/1610
3. "Pathogenesis of multiple sclerosis: The eyes only see what the mind is prepared to comprehend" by Bruce Trapp, PhD of the Department of Neurosciences Lerner Research Institute Cleveland Clinic Foundation --an editorial from the Annals of Neurology, Vol. 55, Issue 4, Pages 455-457, (published online 22 Mar 2004)
(I do not have a PDF file for this editorial; anybody?)
BioDocFL
Post by BioDocFL » Mon Jan 10, 2011 7:23 pm
That's an excellent idea. I'll try to come up with some articles for it too. We might want to cover the shortcomings of EAE as a model for MS, if that hasn't already been covered.
Post by scorpion » Tue Jan 11, 2011 6:56 am
I think it would be better than discussing this hypothesis in the general forum. I am sure the biodoc, uprightdoc, and Dr. Embry would have lots to share in this forum. Isn't there an uprightbeddoc too??? If so my apologies because I certainly do not want to exclude anyone.
Last edited by scorpion on Tue Jan 11, 2011 11:05 am, edited 1 time in total.
Contact sou
Post by sou » Tue Jan 11, 2011 7:04 am
It is a great idea! it would be a perfect place for gathering all faithless guys and burn them when the time comes!
Seriously, it would be great if we gathered all scientific evidence against the autoimmune hypothesis (yes, it is nothing more than an unproven hypothesis) in one place.
+1 from me, provided that it will be limited to why MS is not autoimmune and nothing more.
Post by jimmylegs » Tue Jan 11, 2011 7:39 am
it's being discussed. we'll let you know
bettyboop
Post by bettyboop » Tue Jan 11, 2011 12:35 pm
Could a forum entitled something like "Hypothesis: MS is Not an Autoimmune Disease"
Some radical thoughts:
Could a forum entitled something like "Hypothesis: MS is Not an Disease at All"
BB.
Post by jimmylegs » Tue Jan 11, 2011 6:37 pm
hey there betty, could you please reduce the size of your avatar image to the required limit? thx
Post by rainer » Tue Jan 11, 2011 8:19 pm
Do not like the idea of balkanizing the forum further by beliefs.
Post by lyndacarol » Tue May 17, 2011 5:18 pm
With the permission of sou, I have abbreviated and edited the following April post of his, which I thought was appropriate for this thread as well:
I don't have to prove that MS is not autoimmune. Science has to prove to me that MS is autoimmune. So far, it hasn't. I want proof about which protein is the antigen of the (unproven so far) immune attack.
I don't know [what] is the cause of MS, but certainly it can't be autoimmune, based on what we know so far.
Anyway, you may start here. The list is far from complete, but I think it supports my opinion enough.
1. Behan PO, Chaudhuri A. THE PATHOGENESIS OF MULTIPLE SCLEROSIS REVISITED. JR Coll Physicians Edinb 2002;32:244–265.
http://www.meldpuntgezondheidenmilieu.n ... en-mcs.pdf
2. Barnett MH, Sutton I. The pathology of multiple sclerosis: a paradigm shift. Current Opinion in Neurology 2006 Jun;19(3):242-247.[cited 2011 Apr 7 ]
<requires subscription>
3. Juurlink BH. The multiple sclerosis lesion: initiated by a localized hypoperfusion in a central nervous system where mechanisms allowing leukocyte infiltration are readily upregulated? Med. Hypotheses 1998 Oct;51(4):299-303.[cited 2011 Apr 7 ]
4. Rare PU. Distribution Focal, regional or diffuse Multifocal; as a rule entire central nervous system is affected in chronic MS Age of lesions Always same and uniform Always of different ages (both in acute and chronic MS) Size of lesions 0.1–1.0 mm 1.0 mm or less to 5+ cm Relation of lesions to. JR Soc Med 2005;98:303–306.
http://www.ncbi.nlm.nih.gov/pmc/article ... 980303.pdf
5. Filippi M, Rocca MA. MRI evidence for multiple sclerosis as a diffuse disease of the central nervous system. J. Neurol 2005 Nov;252 Suppl 5:v16-24.[cited 2011 Apr 4 ]
6. Behan PO, Chaudhuri A. The sad plight of multiple sclerosis research (low on fact, high on fiction): critical data to support it being a neurocristopathy. Inflammopharmacol 2010 Sep;18(6):265-290.[cited 2011 Apr 7 ]
http://www.springerlink.com/content/y352380v17u17r4j/
7. Chan A, Decard BF, Franke C, Grummel V, Zhou D, Schottstedt V, Toyka KV, Hemmer B, Gold R. Serum antibodies to conformational and linear epitopes of myelin oligodendrocyte glycoprotein are not elevated in the preclinical phase of multiple sclerosis. Mult. Scler 2010 Oct;16(10):1189-1192.[cited 2011 Apr 7 ]
8. Swank RL, Roth JG, Woody DC Jr. Cerebral blood flow and red cell delivery in normal subjects and in multiple sclerosis. Neurol. Res 1983;5(1):37-59.[cited 2011 Apr 4 ]
9. Ceccarelli A, Filippi M, Neema M, Arora A, Valsasina P, Rocca MA, Healy BC, Bakshi R. T2 hypointensity in the deep gray matter of patients with benign multiple sclerosis. Mult. Scler 2009 Jun;15(6):678-686.[cited 2011 Apr 7 ]
I certainly appreciate sou's efforts and thoroughness in compiling these references; thank you, sou. I contacted Michael Barnett about posting his papers, but have not had a response. Does anyone have access to the article,The pathology of multiple sclerosis: a paradigm shift. Current Opinion in Neurology 2006 Jun, listed in sou's #2 entry?
Re: Any possibility of new forum: Hypothesis – MS Not Auto
Post by lyndacarol » Sun Feb 12, 2012 1:00 pm
For #4 in my initial post to this thread or for #10 in sou's list, I propose the following article: http://www.medicalnewstoday.com/releases/239651.php
Researcher Contends Multiple Sclerosis Is Not A Disease Of The Immune System
An article published Friday Dec. 23 in the December 2011 issue of The Quarterly Review of Biology argues that multiple sclerosis, long viewed as primarily an autoimmune disease, is not actually a disease of the immune system. Dr. Angelique Corthals, a forensic anthropologist and professor at the John Jay College of Criminal Justice in New York, suggests instead that MS is caused by faulty lipid metabolism, in many ways more similar to coronary atherosclerosis (hardening of the arteries) than to other autoimmune diseases.
Framing MS as a metabolic disorder helps to explain many puzzling aspects of the disease, particularly why it strikes women more than men and why cases are on the rise worldwide, Corthals says. She believes this new framework could help guide researchers toward new treatments and ultimately a cure for the disease.
Multiple sclerosis affects at least 1.3 million people worldwide. Its main characteristic is inflammation followed by scarring of tissue called myelin, which insulates nerve tissue in the brain and spinal cord. Over time, this scarring can lead to profound neurological damage. Medical researchers have theorized that a runaway immune system is at fault, but no one has been able to fully explain what triggers the onset of the disease. Genes, diet, pathogens, and vitamin D deficiency have all been linked to MS, but evidence for these risk factors is inconsistent and even contradictory, frustrating researchers in their search for effective treatment.
"Each time a genetic risk factor has shown a significant increase in MS risk in one population, it has been found to be unimportant in another," Corthals said. "Pathogens like Epstein-Barr virus have been implicated, but there's no explanation for why genetically similar populations with similar pathogen loads have drastically different rates of disease. The search for MS triggers in the context of autoimmunity simply hasn't led to any unifying conclusions about the etiology of the disease."
However, understanding MS as metabolic rather than an autoimmune begins to bring the disease and its causes into focus.
THE LIPID HYPOTHESIS
Corthals believes that the primary cause of MS can be traced to transcription factors in cell nuclei that control the uptake, breakdown, and release of lipids (fats and similar compounds) throughout the body. Disruption of these proteins, known as peroxisome proliferator-activated receptors (PPARs), causes a toxic byproduct of "bad" cholesterol called oxidized LDL to form plaques on the affected tissue. The accumulation of plaque in turn triggers an immune response, which ultimately leads to scarring. This is essentially the same mechanism involved in atherosclerosis, in which PPAR failure causes plaque accumulation, immune response, and scarring in coronary arteries.
"When lipid metabolism fails in the arteries, you get atherosclerosis," Corthals explains. "When it happens in the central nervous system, you get MS. But the underlying etiology is the same."
A major risk factor for disruption of lipid homeostasis is having high LDL cholesterol. So if PPARs are at the root of MS, it would explain why cases of the disease have been on the rise in recent decades. "In general people around the world are increasing their intake of sugars and animal fats, which often leads to high LDL cholesterol," Corthals said. "So we would expect to see higher rates of disease related to lipid metabolism - like heart disease and, in this case, MS." This also explains why statin drugs, which are used to treat high cholesterol, have shown promise as an MS treatment.
The lipid hypothesis also sheds light on the link between MS and vitamin D deficiency. Vitamin D helps to lower LDL cholesterol, so it makes sense that a lack of vitamin D increases the likelihood of the disease - especially in the context of a diet high in fats and carbohydrates.
Corthals's framework also explains why MS is more prevalent in women.
"Men and women metabolize fats differently," Corthals said. "In men, PPAR problems are more likely to occur in vascular tissue, which is why atherosclerosis is more prevalent in men. But women metabolize fat differently in relation to their reproductive role. Disruption of lipid metabolism in women is more likely to affect the production of myelin and the central nervous system. In this way, MS is to women what atherosclerosis is to men, while excluding neither sex from developing the other disease."
In addition to high cholesterol, there are several other risk factors for reduced PPAR function, including pathogens like Epstein-Barr virus, trauma that requires massive cell repair, and certain genetic profiles. In many cases, Corthals says, having just one of these risk factors isn't enough to trigger a collapse of lipid metabolism. But more than one risk factor could cause problems. For example, a genetically weakened PPAR system on its own might not cause disease, but combining that with a pathogen or with a poor diet can cause disease. This helps to explain why different MS triggers seem to be important for some people and populations but not others.
"In the context of autoimmunity, the various risk factors for MS are frustratingly incoherent," Corthals said. "But in the context of lipid metabolism, they make perfect sense."
Much more research is necessary to fully understand the role of PPARs in MS, but Corthals hopes that this new understanding of the disease could eventually lead to new treatments and prevention measures.
"This new framework makes a cure for MS closer than ever," Corthals said.
Angelique Corthals, "Multiple Sclerosis (MS) is not a disease of the immune system," The Quarterly Review of Biology 86:4 (December 2011).
University of Chicago Press Journals
University of Chicago Press Journals. "Researcher Contends Multiple Sclerosis Is Not A Disease Of The Immune System." Medical News Today. MediLexicon, Intl., 3 Jan. 2012. Web.
12 Feb. 2012. <http://www.medicalnewstoday.com/releases/239651.php> APA
University of Chicago Press Journals. (2012, January 3). "Researcher Contends Multiple Sclerosis Is Not A Disease Of The Immune System." Medical News Today. Retrieved from
http://www.medicalnewstoday.com/releases/239651.php.


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text:
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text:
10/13 Readings: New Life in Exile
U. of Kent, Canterbury | lambethconference.org
500-Plus Bishops Heading to Lambeth, Despite Boycotts
More than 500 bishops have registered for next summer's Lambeth Conference, a gathering every 10 years or so to which all active bishops in the global Anglican Communion are invited, the Anglican Communion has announced.
The press release shows support for Lambeth in the wake of high-profile boycotts announced by some theologically conservative bishops, who object to same-sex marriage and other stances taken by the Anglican Communion.
GAFCON – the Global Anglican Future Conference – plans a separate meeting in Kigali, Rwanda, in June 8-14, 2020. That's a few weeks before Lambeth, which will run July 23 through August 2 at the University of Kent in Canterbury, UK.
On June 21 of this year, an international group of 10 bishops led by the Rt. Rev. George Sumner, Bishop of Dallas, issued an appeal for civility, telling both sides: "While all are free to offer their views, harsh disagreement ought not to be the dominant note the world hears from us." Sumner is a member of the Living Church Foundation.
News reports have said that the primates of Kenya, Nigeria and Uganda will boycott Lambeth. Collectively, those three provinces represent more than a third of the global membership of the communion. Also boycotting are the bishops of the Anglican Church in North America (ACNA), who rejected an invitation to attend as observers along with the representatives of other denominations such as Catholics and Methodists.
ACNA has long contended that it should be considered a province of the Anglican Communion. Communion Secretary General Josiah Idowu-Fearon recently reiterated his pointed declaration that ACNA is not in communion with the See of Canterbury and thus is not part of the Anglican Communion.
ACNA's website carefully states: "On April 16, 2009 [ACNA] was recognized as a province of the global Anglican Communion, by the Primates of the Global Fellowship of Confessing Anglicans," a precursor to GAFCON.
The Most Rev. Justin Welby, Archbishop of Canterbury, faced fierce criticism earlier this year when he announced that the spouses of bishops in same-sex relationships would not be invited to Lambeth, while all other bishops' spouses would. The decision did not buy him any goodwill with the GAFCON side, which is more concerned about the presence of the gay bishops themselves.
The Anglican Communion's press release is here. The reference to "over a thousand registrations" includes 566 bishops and 435 spouses.
ACNAArchbishop Josiah Idowu-FearonArchbishop Justin WelbyBishop George SumnerGAFCONLambeth Conference 2020same-sex marriage
Bishop Who Was Jailed for Sexual Assaults Dies
CofE Chooses First Black Female Bishop
Primates To Gather in Jordan to Make 'Early Stages of the Peace'


Cryptocurrencies like Bitcoin and Ethereum are receiving more and more attention, but the fact of the matter is, the market is still in its infancy. To put things into perspective, its capitalization is currently about six times lower than Google -- and even less compared to Apple, which is the most valuable publicly-traded company in the world.
What we do not know exactly is how many people own cryptocurrency. It may be a small market in the grand scheme of things, but according to new report from Cambridge Judge Business School, between 2.9 and 5.8 million people in 38 countries use Bitcoin, Ethereum and other cryptocurrencies.
The market cap I mentioned earlier is based on the coins that are in circulation (available to buy, more exactly), so that would mean that users have, on average, between $18,966 and $37,932 in cryptocurrencies. That is a pretty substantial sum, if you consider how volatile and young this market is.
Another tidbit from the report is the number of people that are full-time employees in the cryptocurrency sector. That would be at least 1,876. The report states that it may be "likely well above two thousand when large mining organizations and other organizations that did not provide headcount figures are added." Most work at exchanges.
In my article How to buy Bitcoin and Ethereum I implied that exchanges do care about the legal aspect of trading, hence all the verification involved before being allowed to buy coins. The report confirms that, saying that 52 percent of the small exchanges have a government license. When it comes to large exchanges, that figure drops to 35 percent.
To learn more about what's in the report, you can read it in full here.


Danville, CA (November 19, 2014) – The Board of Directors of The Reutlinger Community for Jewish Living is pleased to announce the hiring of Jay Zimmer, MBA as the new CEO of the senior living community. The appointment comes at a time that RCJL will be undergoing a multi-million dollar renovation, Renew Reutlinger. The Reutlinger is a five-star rated multi-level, faith-based, nonprofit senior care organization that welcomes people of all faiths and backgrounds, with an emphasis on Jewish values.
"Our nationwide search yielded many promising applicants but we were impressed with Jay's experience in not only senior living, but all aspects of healthcare. Jay is a proven leader and innovator and we look forward to him leading us into the challenging new age of senior healthcare. He will be instrumental in the implementation of our new strategic plan developed in coordination with our consultants, Health Dimensions. Jay will be reaching out to the community-at-large as well as our East Bay Jewish community," stated Dr. Marc Usatin, Board President.
The Board noted Zimmer's leadership style saying it lends itself well to overseeing the care of their residents, staff and The Reutlinger's renovation initiative. "He's demonstrated a facilitative style, balancing equally between process, relationships, and results," commented Dr. Usatin.
Zimmer says his leadership will be inclusive and encourage feedback and input from the Board, the community-at-large, residents, front-line staff, and the management team in order to continually elevate the quality of care and services offered.
"I'm very impressed with the RCJL team, their commitment to excellence in care, their friendly attitude and smiling faces. It's great to see people who seem happy to come to work each day, demonstrate a great deal of respect for our residents and their families, and take their responsibility to provide outstanding, compassionate care seriously," expressed Zimmer regarding his new team.
By utilizing his superior knowledge of the industry that he has gained over the past 20 years, and commitment to care of the aging, Zimmer will position The Reutlinger as the area's premier senior living community that provides a continuum of care to age in place.
"Over the next few years the eldercare industry will experience rapid change in how care is delivered and for how it is reimbursed. The Reutlinger has planned and prepared for future changes and is poised to select and work effectively with partners in hospitals, home-health, hospice and rehabilitation spaces. Expanding our community presence, exploring new opportunities, and securing our future will be primary in achieving our goals," he explained in discussing his vision of the industry and The Reutlinger.
As CEO, his goals initially will be to guide the community through a multi-million dollar physical plant renovation; develop a comprehensive marketing, repositioning, and branding plan; create a long-term development strategy to increase RCJL's endowment; and, establish relationships, affiliations, and partnerships that will provide those pieces of the care-model continuum that cannot be accommodated in-house.
In his off hours, you can expect to find Jay Zimmer enjoying the outdoors running, hiking or cycling; or spending time with his wife Rochelle Blank-Zimmer, Nutrition and Health Counselor, Physician's Committee for Responsible Medicine (PCRM) and The Institute for Integrative Nutrition, Columbia Teacher's College, NY, NY, three children, four grandchildren and of course, the family dog, Samantha (Sammy).
Jay Zimmer has over 20 years of senior management experience across the full spectrum of healthcare – university medical schools, community hospitals, large multi-specialty physician practices, long-term post-acute care and healthcare consulting. He has held senior level positions in healthcare strategic planning, hospital administration, healthcare mergers and acquisitions, continuing care retirement community (CCRC) administration, healthcare facility construction, renovation and rehabilitation. He has been directly involved in more than $750 million dollars of hospital, ambulatory, long-term care and CCRC design, construction and renovation projects. Jay served for many years on the Board and Executive Committee of The Jewish Federation of Atlantic and Cape May Counties and The Seashore Gardens/Hebrew Old Age Home, where he also served as President of the Seashore Gardens Foundation. During his time with Seashore Gardens, a brand new community was developed, replacing the former skilled nursing home with a state of the art skilled unit, assisted living, memory care and market-based congregate housing for the elderly. Jay holds two Masters Degrees – one in Psychology (MA) from the New School for Social Research, and one in Business Administration (MBA) from the Zicklin School of Business, Baruch College, City University of New York.


England's squad to face Australia in two months' time is a mix of old and new, but something doesn't quite seem right. Rather than offering solutions to England's problems at bat, this squad announcement only results in more problems. By Iain Leggat.
Who should be in England's Ashes team?
With the 2017/18 England team to tour Australia scheduled to be announced on Wednesday morning, we begin our build up to this year's Ashes series. Here are our picks for who should make the trip in November. By Iain Leggat.
England defeated the West Indies by 124 to win the third One Day International at Bristol, but they had a certain Moeen Ali to thank. Report by John Menzies.


text:
Slaget om Stalingrad () er en sovjetisk episk krigsfilm fra 1949 i to dele produceret af Mosfilm og instrueret af Vladimir Petrov efter manuskript af Nikolaj Virta. Filmen skildrer fra en sovjetiske synsvinkel Slaget om Stalingrad i 1943.

Handling
I filmens første del ses Stalin i Kreml, hvor han analyserer den tysk Wehrmachts bevægelser og konkluderer, at tyskerne vil indtage Stalingrad. Hitler, der mener, at byen er afgørende for den endelige tyske sejr, beordrer sine generaler til at indtage byen. Som fjenden rykker frem forbereder Den Røde Hær forsvaret af byen og Stalin planlægger en modoffensiv.

I filmens anden del skildres det tyske angreb på byen. Den Røde Hær slås tilbage til Volga, men Stalin beordrer igangsættelsen af Operation Uranus. Den 6. tyske arme omringes og besejres. I Moskvaser Stalin på et kort, og kigger nu mod Berlin.

Produktion
Filmen er den sidste i rækken af "Artistiske dokumentarer", en serie af episke propagandefilm, der skildrede historiske begivenheder under 2. verdenskrig fra en stalinistisk synsvinkel. Som de øvrige film i genren består Slaget om Stalingrad primært af en række klip med scener fra slagmarken og møder blandt de ledende officier, og skildrer således slaget fra soldaternes og generalernes synsvinkel på en heroisk måde i overensstemmelse med statens ideologi.

Modtagelse
Filmen modtog filmpriser i USSR og i Tjekkoslovakiet. Filmens instruktør Vladimir Petrov, fotografen Juri Jekeltjik og fire af filmens skuespillere – Aleksej Dikjy, Nikolaj Simonov, Juri Sjumskij og Vladimir Gajdarov – modtog were awarded the Sovjetunionens Statspris i 1950.

Den franske filmkritiker André Bazin skriev, at filmen fremstillede Stalin som et super-menneske, der egenhændigt planlagde den sovjetiske krigsindsats: "Selvom vi tillægger Stalin et hyper-Napoleonsk militærgeni... vil det være barnligt at tro, at begivenhederne i Kreml udfoldede sig som vist i filmen." Richard Taylor kategoriserede filmen som en "personkults-film".

Medvirkende
 Aleksej Dikij – Joseph Stalin
 Maksim Shtraukh – Vjatjeslav Molotov
 Viktor Khokhrjakov – Georgij Malenkov
 Mikhail Kvarelashvili – Lavrentij Beria
 Nikolaj Dorokhin – Nikita Khrusjjev

Referencer

Eksterne henvisninger

Sovjetiske film fra 1949
Krigsfilm fra Sovjetunionen
Film om 2. verdenskrig
Russisksprogede film

redpajama_set_name: RedPajamaWikipedia