Podcasts about CIE

Final Fantasy XIII Part One: The Sacrificial MILF, Nora Square Roots - Episode 528 Hot Gaming Gossip: 0:02:35  Quest Log: 0:29:35    Level Up: 2:20:00 Finally, it's time to face our destiny as L'Cie. Or a PULSE L'Cie. Or a Fal'cie. Or a Cie'th. In Final Fantasy XIII by Square Enix! Also: • This game has voice acting. • Big Cloud Energy • That's Where She Keeps Her Potions • Beta Cuck Behemoth • Hawthorne Heights Hair • This Guy Listens to 311 • Wakka With A Gun This Week: Finish Final Fantasy XIII Chapter 2! Next Week: Finish Final Fantasy XIII Chapter 4! Our Patreon: http://patreon.com/squarerootspodcast Thanks to Steven Morris for his awesome theme! You can find him at: https://bsky.app/profile/stevenmorrismusic.bsky.social and https://www.youtube.com/user/morrissteven Contact Square Roots! Twitter: @squarerootspod Facebook: https://www.facebook.com/groups/486022898258197/ Email: squarerootspodcast (at) gmail (dort) com

Cieśnina Ormuz pozostaje zamknięta, a Donald Trump zapowiada przejęcie strategicznego szlaku przez USA. W Polsce rośnie liczba firm kurierskich, podczas gdy susza ogranicza produkcję europejskich elektrowni jądrowych.0:54 - Trump zapowiada zwiększenie presji na Iran2:33 - Rynek kurierski w Polsce3:59 - Najważniejsze informacje z polskiej gospodarki5:00 - Najważniejsze informacje ze światowej gospodarki8:38 - OKI z podpisem prezydenta9:54 - Dane z rynków i kalendariumKup subskrypcję „Rzeczpospolitej” pod adresem: czytaj.rp.pl

stupeň – O pravom pokání Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O pravom pokání Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O pravom pokání Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O pravom pokání Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

Polska ma znacznie mniej odnawialnych zasobów wody na mieszkańca niż średnia europejska, a lokalne ograniczenia jej zużycia pojawiają się już dziś. Sprawdzamy, gdzie problem jest największy, ile wody zużywa przemysł i energetyka oraz czy można wskazać moment, w którym zacznie jej realnie brakować.=W odcinku także:– ropa rośnie, a rynek czeka na przełom w sprawie Cieśniny Ormuz,– Chiny usuwają skutki tajfunu Dolphin i czekają na dane kredytowe,– Australia rozpoczyna posiedzenie banku centralnego,– Indie otwierają dwie duże oferty publiczne,– Unitree Robotics rozpoczyna zapisy na akcje.PB BRIEF — poranny podcast Pulsu Biznesu o gospodarce, biznesie i rynkach.

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

Notre répondeur vocal: https://www.vodio.fr/repondeur/311/Voici un podcast particulier que nous vous conseillons d'écouter jusqu'à la fin. On va parler de Chemsex avec un invité qui connait très bien le sujet, Vincent Goetry. Ex-chemsexer, il aide à présent ses pairs à ajuster ou à arrêter leur consommation. Il anime également des cercles de parole chemsex à Bruxelles. Riche d'une vie pleine de discussions intimes sur le sujet, Vincent est venu au micro pour nous éclairer. Si vous avez envie de vous informer hors des discours moralistes, infantilisants ou jugeants, ce podcast est fait pour vous. Le podcast offre une parole authentique sur un sujet peu compris. Ne nous méprenez pas, le propos n'est ni de faire l'apologie du chemsex, ni de diaboliser les personnes qui le pratiquent. Le chemsex couvre énormément de situations différentes, des situations saines comme des situations dramatiques d'addictions fortes. Condamner n'a jamais résolu les réalités sous-jacentes, et n'a jamais permis d'aller à la rencontre authentique des gens. Hors des faux-semblants, de la honte, des culpabilités et des jugements hâtifs, il est bon de s'informer pour poser un regard qui part du cœur. Le chemsex pourrait concerner des personnes de votre entourage, alors que vous ne le savez pas. Ici on ne parle pas des autres, mais de personnes potentiellement proches de vous. Le sujet associe plusieurs tabous, dont aussi les mal-êtres de la société et des individus. Une société en carence de beaucoup de choses auxquelles certaines personnes sont plus sensibles que d'autres. La société évolue vite, croire qu'on sait est délicat car on n'a accès qu'à une partie de l'information, à une petite fenêtre de la réalité et à certains signaux. On ne peut observer que certains signes et au niveau de la pratique du chemsex, les choses évoluent plus vite qu'il n'y parait. Si vous écoutez ce podcast dans quelques années, la situation aura probablement évoluée. Ceci est une papote entre professionnels à un moment donné pour apporter un regard qui est rarement présenté ailleurs. Un podcast entre douceur, discernement et vigilance. Parole libre et assumée forte d'un savoir rare. Aidez notre podcast : abonnez-vous et partagez à un.e ami.e pour agrandir la communauté.Merci à notre partenaire ThePodcastFactoryOrg qui produit nos podcasts pour le plaisir de tou.te.s.Si vous voulez apprendre à produire un podcast, contactez ThePodcastFactoryOrg de notre part.Liens bonus : - Ligne whatsapp chemsex de Ex Aequo : + 32 2 456 35 15 44- Dispositif chemsex de Ex Aequo et autres informations sur le sujet: https://www.exaequo.be/fr/a-propos-de-nous/nos-services/chemsex- Dispositif chemsex de Centre S (Liège) : https://linktr.ee/centresantesexuelleliege1Quelques sites web : - Chemsex, le site : https://www.chemsex.be, et en particulier la section « Faire le point » - Let's Talk About Chemsex : https://chemsex.be/lets-talk-about-chemsex/- Modus Videndi Belgique : https://www.modusvidendi-be.org- Infor Drogues : https://infordrogues.beQuelques rapports et articles traitant de chemsex, disponibles en ligne au format PDF : - https://www.observatoire-sidasexualites.be/recherche-exploratoire-sur-le-chemsex-parmi-les-gays-bisexuels-et-autres-hsh-dans-la-region-de-bruxelles-capitale/- https://www.aides.org/publication/guide-aller-vers-les-chemsexeurs- https://vih.org/kiosque/swaps-europe-chemsex-dans-8-villes-deurope/- https://prospective-jeunesse.be/articles/chemsex-comment-accompagner-le-public-en-demande-daide/Quelques plaidoyers pour la décriminalisation des usagers de drogues : - https://fedabxl.be/fr/2022/09/decriminaliser-les-usagers-de-drogues-en-belgique/?highlight=décriminaliser%20les%20usagers%20de%20drogues%20en%20Belgique%3A%20une%20mesure%20- https://prospective-jeunesse.be/cpt_article/decriminalisation-de-la-possession-simple-quelles-lecons/- https://www.cliniquenouveaudepart.com/blog/decriminalisation-des-drogues-le-succes-du-modele-portugais/- https://www.youtube.com/watch?v=PY9DcIMGxMs Hari, J. (2016). La brimade des stups. Slatkine & Cie. Quelques livres autobiographiques sur le rétablissement : - Clegg, B. (2011). Portrait d'un fumeur de crack en jeune homme. Arles : JacquelineChambon/Actes Sud.- Clegg, B. (2012). 90 jours – Récit d'une guérison. Arles : Jacqueline Chambon/ActesSud.- Elsen, X. (2024). Addiction escape game : mon parcours pour me sortir de la dépendance au chemsex et à la crystal meth. Amazon.Podcast :- Le podcast « Hors Case », produit par l'association LGBTQIA+ bruxelloise Tels Quels, propose 2 épisodes sur le chemsexEpisode avec Vincent Goetry: CHEMSEX, on en parle avec Ex Aequo : https://telsquels.be/hors-case/Séquençage du podcast :[00:00:20] Introduction au podcast et au sujet du chemsex[00:00:45] L'intention de Vincent Goetry[00:01:13] Présentation de Vincent [00:03:05] L'intention d'Olivier Mangeren[00:03:45] Qu'est-ce que le chemsex ?[00:07:59] Accessibilité de ces drogues[00:09:36] Impact de la période Covid et post-Covid[00:09:51] Évolution du chemsex : isolement croissant et démocratisation[00:13:13] Diversité des pratiques : expérimentation disciplinée et dépendance[00:16:01] Effets individuels, addictions et motivations des minorités[00:20:05] Deux propriétés : empathogène et entactogène[00:20:20] Une intensité immédiate qui remplace la rencontre[00:21:25] Les drogues brisent les barrières, favorisant la mixité[00:24:35] Échanges libres, consentement flouté et risques d'addiction[00:27:13] Dopamine et instantanéité : le court-circuit de la récompense[00:29:22] De l'initiation sexuelle au piège des traumas[00:31:25] Pression culturelle, homophobie intériorisée et interdits[00:33:17] Stigmatisation, héritage du VIH et libération sexuelle[00:34:37] Pornographie, performance sexuelle et retardement de l'orgasme[00:36:20] Échec de la criminalisation et réduction des risques[00:39:00] L'interdiction nie la réalité sans la régler[00:42:01] Double peine, isolement et honte sociale accrue[00:44:19] Ni banaliser ni dramatiser : accompagner sans juger[00:45:15] Ressources bruxelloises, accompagnement et contacts utiles[00:46:11] Consommation libre et nuance face à la criminalité[00:47:01] Le symptôme, la cause et l'approche thérapeutique[00:47:37] Parcours de l'expert[00:48:27] Accompagner plutôt que punir : le message final[00:49:18] Gratitude de Vincent[00:49:58] Clôture du podcast

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

Cieľom tohto diskusného večera v kultúrnom centre RAMAGU ATELIÉR (26. 6. 2026) bolo priblížiť verejnosti reálny pohľad z prvej línie záchranárskej praxe a predostrieť návrhy na zlepšenie podmienok poskytovania zdravotnej starostlivosti v regióne. Reč bola aj o politických náladách v krajine a rozpoložení respondenta Františka Majerského.

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

Ochrana detí pred obsahom zobrazujúcim sexuálne zneužívanie alebo narušenie súkromia Európanov? Iba pred nedávnom Európska únia predĺžila platnosť kontroverzného nariadenia — takzvaného Chat Control. A to až do jari 2028. Veľké technologické spoločnosti môžu legálne skenovať vaše správy, na dobrovoľnej báze. Cieľom má byť ochrana maloletých na internete, teda hlavne identifikácia správ, ktoré obsahujú sexuálne zneužívanie detí. Prečo odborníci tvrdia, že Chat control páchateľom v skutočnosti nezabráni v protiprávnom konaní, ale naopak zničí súkromie slušných občanov? A môžu teraz veľké firmy čítať naše súkromné konverzácie? V európskom videopodcaste sme sa o tejto téme rozprávali s odborníkom na kyberbezpečnosť a súdnym znalcom Ivanom Makaturom. Ten označuje európske opatrenie Chat Control za „špehovanie“, ktoré by znamenalo absolútnu stratu súkromia. Argumentácia, že kontrolou verejného kyberpriestoru odhalíme zločincov, je podľa neho falošnou dilemou. Skutoční predátori z kriminálneho podsvetia sú totiž technicky zruční a dokážu si naprogramovať vlastné šifrovacie nástroje, aby sa skenovaniu vyhli, vysvetľuje Makatura. Výsledkom by tak podľa jeho slov bolo iba to, že štát by monitoroval 99 % nevinných ľudí, kým skutočným páchateľom by nariadenie v trestnej činnosti vraj nezabránilo. Počúvate a pozeraté videopodcast Európa, ktorý vzniká v spolupráci s Európskym parlamentom. Víta vás Frederika Lodová.

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

No podcast ‘Notícia No Seu Tempo’, confira em áudio as principais notícias da edição impressa do jornal ‘O Estado de S.Paulo’ desta terça-feira (21/07/2026): Informações sobre o avanço dos crimes transnacionais e cibernéticos levantadas pelo Centro de Inteligência do Exército (CIE) apontam 754 bilhões de tentativas de infiltração nos sistemas digitais brasileiros somente em 2025, relata Marcelo Godoy. Em outra frente, o CIE estima em R$ 50 bilhões o valor da cocaína que passa pelo País por meio de facções como PCC, Comando Vermelho e outras. As informações foram apresentadas pelo general Carlos Eduardo Barbosa da Costa, comandante do CIE, em palestra no QG do Exército sobre ameaças ao Brasil. Ele listou atores estatais e não estatais – estes representados por bandos organizados, organizações criminosas e ameaças cibernéticas. O general também tratou do desafio que a inteligência artificial acrescenta à Defesa Cibernética do Brasil. Internacional: Milícia fecha o Mar Vermelho e eleva pressão sobre custos de energia Economia: Nova regra da reforma tributária acelera a doação de imóveis no País Política: Convenções têm início com dúvidas sobre palanques, vice e alianças Esportes: Festa da Espanha teve encontro com o rei e multidão nas ruas de MadriSee omnystudio.com/listener for privacy information.

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

Po summite NATO v Ankare je zrejmé, že členské štáty budú musieť v najbližších rokoch investovať do obrany čoraz viac — ale zároveň aj rozumnejšie. Cieľ päť percent je nová realita, to však neznamená, že stačí iba nakúpiť drahú techniku. Dôležité je hlavne to, čo za peniaze získame. Podľa Viliama Ostatníka, výkonného riaditeľa think-tanku Adapt Institute, ktorý bol hosťom video relácie Index s Evou Frantovou, sa už mnohé dôležité nákupy dejú. „Pozitívne vnímam ohlásené dokúpenie desiateho dotankovacieho lietadla, aj strategických lietadiel od Airbusu a takisto viacúčelového prieskumného lietadla GlobalEye od firmy Saab. Všetky tieto plány sú pozitívnou správou nielen pre NATO, aj priamo pre európsky priemysel, keďže ide o európske firmy,“ vysvetľuje. K lepšiemu sa podľa neho mení aj spôsob, ako sa Európa snaží urýchliť budovanie svojej vlastnej obranyschopnosti. Ešte donedávna ju totiž do značej miery brzdilo viacero vecí, od chýbajúcich peňazí, cez výrobnú kapacitu, regulácie, až po politickú vôľu. „Niektoré časti sa však nedajú nafúknuť z piatka na pondelok, ako napríklad výcvik a nábor do ozbrojených síl, ale aj získanie kvalifikovanej pracovnej sily, ktorá by vedela naplniť požiadavky obranného priemyslu. Zvýšiť tieto stavy môže trvať aj roky,“ dodáva. Osobitnou kapitolou sú však aj zmeny, ktoré do obranného priemyslu, respektíve do spôsobu vedenia vojny, prináša umelá inteligencia a autonómnosť. Podľa Ostatníka ide o revolúciu vo vojenstve podobnú vlakom, telegrafovému spojeniu či vyvinutiu navádzaných striel. „Umelá inteligencia dokáže absolútne urýchliť rozhodovacie schopnosti veliteľa a v prípade, že je spojená s kinetickou zbraňou, zvýšiť aj ničivú silu útoku. Z toho však následne vyplývajú aj otázky o tom, ako a na čo ju používať a prípadne, ako sa proti niečomu takému brániť,“ dodáva analytik s tým, že dnes má ešte stále posledné slovo pri rozhodovaní o cieľoch útoku človek. V budúcnosti však určite vyvstane otázka, do akej miery by v procese mala byť zapojená AI. A dohodnúť sa na pravidlách bude chcieť, okrem iného, aj dostatok politickej vôle. V rozhovore sa dozviete: čo priniesol summit NATO v Ankare obrannému priemyslu, kam sa posúva obranný priemysel Európy, do akej miery ho ovplyvňuje využívanie AI, dronov a autonómnosť, na koľko myslíme už dnes na obranu proti týmto novým druhom vedenia boja a kde sú hranice ich využívania, prečo je rozvoj obrany štát rovnako dôležitý ako fungujúce zdravotníctvo či školstvo. See omnystudio.com/listener for privacy information.

- Trwa bitwa o Cieśninę Ormuz- Chiny z rekordową falą złych kredytów - Argentyna z Hiszpanią w finale mundialuChcemy rozwijać briefy w Twoim rytmie. Powiedz nam, czego potrzebujesz: ⁠ ⁠⁠https://tally.so/r/81272l⁠⁠Kurs wystąpień publicznych online. Start 22.09. Sprawdź program: ⁠⁠⁠⁠⁠⁠⁠https://academy.voicehouse.co/co-robimy/wystapienia-publiczne-szkolenia/⁠⁠⁠⁠⁠⁠⁠Masz pytanie do naszej redakcji? Możesz je zadać tutaj: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠https://tally.so/r/npJBAV⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Zawsze rano. Same fakty.5 najważniejszych wiadomości.5 minut.Wydarzenia ze świata, sportu, popkultury, technologii, środowiska i gospodarki.Ramówka:Poniedziałek: Ekonomicznie in BriefWtorek: Sport in BriefŚroda: PopCulture in BriefCzwartek: Technologicznie in Brief / Planet in BriefPiątek: World in BriefW aplikacji Voice House Club m.in.:✔️ Wszystkie formaty w jednym miejscu.✔️ Możesz przeczytać lub posłuchać.✔️ Transkrypcje odcinków z dodatkowymi materiałami wideo.

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

Haworth began in the 1940s as a maker of office partitions and grew into a commercial furniture giant. But today the company is also home to a robust portfolio of high-end design brands, including Janus et Cie, Poltrona Frau, Cassina, Luminaire, Heller and more. On this episode of the podcast, Haworth CEO Franco Bianchi speaks with host Dennis Scully about what the American luxury landscape is missing out on, the company's slow-and-steady acquisition process, and why he wants Haworth to go faster.  This episode is sponsored by Loloi and KohlerLINKSHaworthDennis ScullyBusiness of Home

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

stupeň – O poslušnosti Rebrík božského výstupu bol napísaný predovšetkým pre mníchov. No slová svätého Jána Klimaka na začiatku prvej kapitoly naznačujú, že jeho úmyslom je osloviť každého človeka túžiaceho po spáse. Hovorí: „Dvere večného života sú otvorené pre každého. Cieľ nášho života je nasledovať Krista a podobať sa mu v jeho božskej láske.“ Ponúkané reflexie sú prípravou na farské formačné stretnutia. Venujú sa učeniu svätého Jána Klimaka o stupňoch duchovného výstupu, ktoré nachádzame v jeho slávnom diele Rebrík.   Sv. Ján Klimak – Rebrík: https://www.filokalia.sk/sv--jan-klimak-rebrik/  

Have you ever followed your roots back to the “old country”? Donna and her daughter, Alex went on an escorted tour with CIE tours and tacked on a few days before and afterward to explore where their ancestors lived in Northern Ireland. She is here to share her experience with CIE and Ireland. Sandy – […]

La pronuncia è spesso l'aspetto più trascurato nello studio dell'italiano — eppure è la prima cosa che un madrelingua nota. Esistono errori legati a caratteristiche dell'italiano che non esistono in molte altre lingue: quasi tutti gli studenti li commettono, ma una volta riconosciuti è possibile correggerli. Non Commettere Questi Errori di Pronuncia in Italiano Errore 1: L'Accento Sbagliato nella Terza Persona Plurale In italiano, l'accento tonico — cioè la sillaba su cui cade il "peso" della parola — cade di norma sulla penultima sillaba. Esiste però una grande eccezione: le terze persone plurali dei verbi, cioè le forme con "loro". Molti studenti, seguendo la regola della penultima sillaba, pronunciano: «loro scrivono» con accento su -vo- → scri-VO-no «loro leggono» con accento su -go- → leg-GO-no La pronuncia corretta è invece: «loro SCRIvono» → accento sulla terzultima sillaba «loro LEGgono» → accento sulla terzultima sillaba La regola: nelle terze persone plurali, l'accento non cade mai sulla penultima sillaba, ma sempre sulla terzultima — o anche prima. Il Trucco: Pensa alla Prima Persona Singolare L'accento nella terza persona plurale cade esattamente nella stessa posizione della prima persona singolare (io): «io SCRIvo» → «loro SCRIvono» «io LEGgo» → «loro LEGgono» «io DORmo» → «loro DORmono» «io PARlo» → «loro PARlano» Esistono anche verbi in cui l'accento alla prima persona singolare cade sulla terzultima sillaba o ancora prima. In questi casi il plurale segue la stessa posizione: «io Àbito» → «loro Àbitano» — non «a-bi-TA-no» «io co-MÙ-ni-co» → «loro co-MÙ-ni-ca-no» — non «co-mu-ni-CA-no» «io DÌ-men-ti-co» → «loro DÌ-men-ti-ca-no» — non «di-men-ti-CA-no» Poiché in italiano non si scrive l'accento grafico su queste parole, non esiste una regola visiva di supporto. L'unico modo per interiorizzare questi accenti è ascoltare tanto italiano e abituare l'orecchio nel tempo. Errore 2: La Lettera Z — Due Suoni in una Sola Lettera La lettera Z è la più imprevedibile dell'alfabeto italiano: può avere due suoni completamente diversi. Z "dura": è la combinazione TS pronunciata in modo fuso, rapidamente — come se T e S diventassero un suono unico. Le corde vocali non vibrano. Z "morbida": è la combinazione DZ pronunciata in modo fuso. Qui le corde vocali vibrano. Per distinguerle, si può appoggiare la mano alla gola: con la Z "morbida" si sente una vibrazione, con la Z "dura" no. È la stessa differenza che esiste tra F (nessuna vibrazione) e V (vibrazione). Esempi con la Z "Dura" (TS fusi) «pizza» → pi-TZa «stazione» → sta-TZIO-ne «grazie» → GRA-tzie «silenzio» → si-LEN-tzio «pazienza» → pa-TZIEN-tza Esempi con la Z "Morbida" (DZ fusi) «zaino» → DZai-no «zero» → DZe-ro «mezzo» → MED-dzo «realizzare» → rea-li-DZZA-re «zona» → DZO-na Regole Utili per Orientarsi Quando la Z è all'inizio di parola, nella maggior parte dei casi è Z "morbida": «zero, zona, zaino, zucchero, zio». Il suffisso -zione vuole sempre la Z "dura": «situazione, conversazione, attenzione, nazione». La sequenza Z + I + vocale vuole la Z "dura": «grazie, pulizia, agenzia, silenzio, anziano». Il suffisso -izzare e tutte le sue forme coniugate vogliono la Z "morbida": «realizzare → io realizzo, lui realizza, loro realizzano» — Z "morbida" in tutte le forme. Eccezione importante: la parola «azienda» sembra seguire la regola della sequenza Z+I+vocale — e quindi dovrebbe avere la Z "dura". Invece no: azienda ha la Z "morbida" → a-DZIEN-da. È un'eccezione da memorizzare a parte. Curiosità: moltissimi stranieri pronunciano «pizza» con la Z "morbida", come «pi-DDZA». La pronuncia corretta è invece «pi-TTZA», con la Z "dura". Anche la parola più famosa d'Italia viene pronunciata male nel mondo intero. Errore 3: Le Lettere che Si Scrivono ma Non Si Pronunciano Uno degli aspetti più insidiosi dell'italiano è la presenza di lettere che si scrivono ma sono completamente mute. Molti studenti le pronunciano perché le vedono scritte — ma si tratta di un errore. I Gruppi CIA/CIO/CIU e GIA/GIO/GIU Nei gruppi CIA, CIO, CIU e GIA, GIO, GIU, la I non si pronuncia. La sua unica funzione è segnalare che la C o la G si pronunciano con suono morbido — come la CH di «cheese» o la J di «jump» in inglese. La I è solo un segnale visivo. «ciao» → si pronuncia CHAO — la I non si sente «cioccolato» → CIOC-co-la-to, con suono morbido CH — I muta «giacca» → JAC-ca — I muta «gioco» → JO-co — I muta «Giovanni» → Jo-VAN-ni — I muta Il Gruppo SCIA/SCIO/SCIU Stesso discorso per SCIA, SCIO, SCIU: la I è muta e serve solo a far pronunciare SC con il suono SH — come «she» o «shower» in inglese. «sciarpa» → SHAR-pa — la I non si pronuncia «sciocco» → SHOC-co — I muta «asciugare» → a-SHU-ga-re — I muta Le I "Storiche" — il Caso Più Insidioso In alcune parole la I si scrive per ragioni storiche: nella parola latina originale si pronunciava, ma in italiano moderno è completamente muta. Non esiste una regola visiva di supporto — bisogna semplicemente saperlo. «scienza» → si pronuncia SHÈN-tza, non SHIÈN-tza — la I non si sente «coscienza» → co-SHÈN-tza — I muta «società» → so-che-TÀ — I muta «igiene» → i-JÈ-ne — I muta «specie» → SPÈ-che — I muta Curiosità: la parola «conoscenza» non ha nessuna I, eppure si pronuncia esattamente come la parte finale di «coscienza». Questo dimostra che quella I in «coscienza» è inutile dal punto di vista della pronuncia — esiste solo per ragioni storiche. Un Caso Speciale: i Plurali in -CIE e -GIE Il plurale di «camicia» è «camicie» — con la I. Quello di «valigia» è «valigie» — ancora con la I. Questa I si pronuncia? No, è muta anche qui. Ma allora perché si scrive? Per una regola ortografica precisa: si scrive la I se la sillaba precedente finisce per vocale. «va-LI-gia» → la sillaba -li- finisce per vocale → plurale: «va-LI-gie» (I scritta, ma muta) «ca-MI-cia» → la sillaba -mi- finisce per vocale → plurale: «ca-MI-cie» (I scritta, ma muta) «a-RAN-cia» → la sillaba -ran- finisce per consonante → plurale: «a-RAN-ce» (senza I) «TOR-cia» → la sillaba -tor- finisce per consonante → plurale: «TOR-ce» (senza I) Questa regola riguarda solo la scrittura, non la pronuncia — ma è utile anche per evitare errori ortografici. Errore 4: I Gruppi GL e GN — Suoni che Non Esistono in Molte Lingue Il Gruppo "GLI" Il gruppo GLI non si pronuncia come G + L + I separatamente: è un unico suono prodotto con la lingua premuta contro il palato. A seconda della propria lingua madre, si può avvicinare a questo suono in modi diversi: Spagnolo castigliano: simile alla LL di «llegar» o «llamar» Portoghese: simile alla LH di «filho» Inglese: il suono centrale di «million» — quel «ly» nel mezzo è molto vicino al GLI italiano Esempi pratici: «figlio» → fi-LYO (lingua sul palato) «famiglia» → fa-MI-lya «aglio» → A-lyo «voglio» → VO-lyo «meglio» → ME-lyo Errore comune: molti pronunciano «figlio» separando le lettere — «fig-lio», con G e L distinte. Il suono deve essere invece unico e fluido. Il Gruppo "GN" Anche GN è un suono unico. Per avvicinarsi a questo suono a partire da diverse lingue: Spagnolo: identico alla Ñ di «mañana» Francese: come la GN di «champagne» Inglese: il suono «ny» nel mezzo di «canyon» Esempi pratici: «gnocchi» → NYOc-chi «bagno» → BA-nyo «signore» → si-NYO-re «cognome» → co-NYO-me «montagna» → mon-TA-nya GN è sempre un suono solo — mai G + N separati. Errore 5: Le Consonanti Doppie In molte lingue, come l'inglese, le lettere doppie si scrivono ma non cambiano il suono. In italiano invece la doppia allunga fisicamente il suono della consonante — e questo non è solo una questione fonetica: la doppia può cambiare completamente il significato della parola. SingolaSignificatoDoppiaSignificatonononumero ordinale 9°nonnopadre del proprio padrepenatristezza, dolorepennastrumento per scriveresetevoglia di beresetteil numero 7caroamato, o costosocarroveicolo trainato da animalicapelloun singolo pelo della testacappellocopricapo La doppia si pronuncia semplicemente allungando il suono della consonante — come se ci fosse una piccola pressione su quella consonante prima di continuare: «pena» → N normale  |  «penna» → N allungata: pen...na «sete» → T normale  |  «sette» → T allungata: set...te «caro» → R normale  |  «carro» → R allungata: car...ro Nota: quando gli italiani parlano velocemente, le doppie si sentono meno. Questo può rendere difficile riconoscerle all'ascolto. Nel parlare, però, è sempre meglio pronunciarle con chiarezza: un madrelingua preferirà sentirle leggermente esagerate piuttosto che non sentirle affatto. Domande Frequenti Come Faccio a Sapere Dove Cade l'Accento nella Terza Persona Plurale? Il modo più efficace è pensare alla prima persona singolare (io): l'accento cade nella stessa posizione. Per esempio, se si sa che si dice «io PARlo», si può dedurre che la forma corretta è «loro PARlano» e non «loro parLAno». Per i verbi meno comuni, l'unica strategia affidabile è ascoltare tanto italiano parlato. Esiste una Regola per Distinguere la Z "Dura" dalla Z "Morbida"? Sì, esistono alcune indicazioni utili: la Z all'inizio di parola è quasi sempre "morbida"; il suffisso -zione vuole sempre la Z "dura"; la sequenza Z+I+vocale vuole la Z "dura"; il suffisso -izzare e tutte le sue forme vogliono la Z "morbida". Fanno eccezione alcune parole come «azienda», che va memorizzata a parte. Perché Alcune I Si Scrivono ma Non Si Pronunciano? Per due motivi diversi. In alcuni casi — come in «ciao» o «gioco» — la I serve come segnale visivo per indicare che la C o la G si pronunciano con suono morbido....

In Australia, you might see three flags flying together: the Australian National Flag, the Aboriginal Flag and the Torres Strait Islander Flag. Aboriginal peoples and Torres Strait Islander peoples are the two distinct Indigenous peoples of Australia, each with their own histories, cultures, languages and flag. For many Torres Strait Islander people, the flag is a powerful symbol of identity and belonging, whether they live on the islands, the mainland or overseas. - W Australii można zobaczyć trzy flagi powiewające na wietrze: Australijską Flagę Narodową, Flagę Aborygenów i flagę wysp Cieśniny Torresa. Ludy aborygeńskie i ludy wysp Cieśniny Torresa to dwie odrębne rdzenne ludy Australii, każdy z własną historią, odrębną kulturą, językiem i flagą. Dla wielu mieszkańców wysp Cieśniny Torresa flaga jest ważnym symbolem tożsamości i przynależności, niezależnie od tego, czy mieszkają na wyspach, na kontynencie czy poza granicami.Posłuchaj audycji radiowej w dowolnym czasie, naciśnij tutajSłuchaj audycji radia SBS Polish na żywo w poniedziałki, środy, czwartki, piątki i niedziele o godz. 14.00 (czasu wschodnioaustralijskiego) na paśmie SBS Radio 1 (Audycja czwartkowa jest powtarzana w niedzielę o godz. 14.00)Aby słuchać w radiu analogowym znajdź pasmo SBS Radio 1 naciskając link: Pasmo nadawania audycji w Twoim mieście naciśnij tutaAby słuchać w radiu cyfrowym DAB znajdź 'SBS Radio1'Aby słuchać w telewizji cyfrowej znajdź: SBS Radio 1 na kanale 301Aby słuchać w internecie wejdź na stronę: sbs.com.au/polishalbo naciśnij: Polskie Radio SBS i PodcastyAby sluchać w Twoim telefonie przez aplikację - zainstaluj bezpłatną

What if VR looked beyond traditional employment pathways? In this episode of Manager Minute, Carol Pankow sits down with Kristy Schenderlein, Vice President of Operations at the Blind Institute of Technology (BIT), to discuss how an RSA Disability Innovation Fund (DIF) demonstration grant is redefining career opportunities for people with disabilities. Learn how BIT combines accessible technical training, industry-recognized certifications, registered apprenticeships, and employer partnerships to prepare participants for careers in Salesforce, digital accessibility, AI, and project management. With participants earning family-sustaining wages and advancing into six-figure careers, this conversation challenges VR professionals to think differently about workforce development and the future of competitive integrated employment. Listen Here   Full Transcript: {Music} Kristy: Organizations are unfortunately trying to fit our community into a little box. What they think we can do, not what we know that we're capable of. You guys are really forging ahead with something that's never been done before. And so how do we get the VR groups, the VR counselors and teams to break out of what their traditional mold has been? Our participants earn an average of 75,000, and within three years of employment, the majority have been promoted and are making over six figures. Intro voice: Manager minute, brought to you by the Vocational Rehabilitation Technical Assistance Center. Conversations powered by VR. One manager at a time, one minute at a time. Here is your host, Carol Pankow. Carol: Welcome to the Manager Minute. Joining me in the studio today is Kristy Schenderlein, VP of operations at the Blind Institute of Technology. So Kristy, how are things going for you? Kristy: Very good. Ready for summer to start. Carol: Yes. It's starting here in a big way, let me tell you. We've got heat wave going on in Minnesota. So today we're going to talk about a Disability Innovation Fund project focused on expanding access to careers and technology for individuals with disabilities. And this is a space getting a lot of attention right now. But what does it actually look like to build something that works in practice? So let's dig in. So Kristy, let's start with your journey. How did you get connected to this work and to BIT? Kristy: Yeah, absolutely. So I myself am a member of the Blind and visually impaired community. I have Stargardt's disease, which is a juvenile form of macular degeneration. So I navigated through the education space as a visually impaired student, got my degree from University of Wyoming and Communications a long time ago. We don't want to talk about how long ago that was, but then I moved into a career as a litigation paralegal for about 15 years. And my husband and I opened our own hardware store, where, in addition to being a small business owner and doing whatever was needed of me that day, I also oversaw all of the operations there as well. And when we closed our store, I kind of was at a crossroads. I wasn't sure exactly what I wanted to do, except for the fact that I really wanted to look into the potential of working with employment in my community. Through my years, I had met with apprehension. Can I do the job? Shock? You know, some people would see, you know, especially when we were at the hardware store and I began using a cane in the middle of us owning the store. So, you know, people would walk in and I'd be standing there with my cane. And if I asked them, you know what I can help them with? Or if they'd see me, you know, talking to employees found out I was one of the owners. You know, I was just met with disbelief that I could actually be doing this job. You know, sometimes it was just blatant. No, you can't met with a I don't see how this can be done. So I'm not going to open my mind to even consider this. So I know that navigating those waters of employment for not only people within the blind and visually impaired community, but pan disability community as well, is difficult. And I know that it is not the lack of ability, it's the lack of opportunity. And so what could I do to help my community? And an acquaintance introduced me to Mike Hess, our executive director. Mike and I met. He told me about BIT, BIT's mission, his vision, and I jumped on board seven years ago. When I jumped on the ride, there was five of us, now there's almost over 50 of us, the majority of which identify with some form of disability, including in leadership. So we're really proud of that. It's been a wild ride for sure. Carol: I think it's really cool. I was looking a lot. I was looking you up. Of course, you know, I got to check out your story on LinkedIn and all the things as well. And then just perusing the BIT website and such. And I just think you have a really amazing cast of folks that are working there. Kristy: We do. Carol: And I really like what you're doing. Kristy: Thank you. Carol: And I could not believe, actually, since I found out about you, I had contacted like my folks back at State services for the Blind in Minnesota. I'm like, do you guys know about them? Like, because I sure didn't know about you when I was there. And I just think getting the word out more is super important. So I know you and I had spoken earlier and we were talking about your DEF grant application and that you guys actually had a model that you had built. And so you were basing this application on that. Can you talk a little bit about the different process and what problem you were trying to solve with your application for the project? Kristy: Yeah, absolutely. We know the numbers and how ugly they are that, you know, 70% of people with disabilities are either un or underemployed for the BVI community. It's even higher. It's at 80. I think those numbers have changed a little bit, but unfortunately that needle hasn't moved much in years. There's a lot of organizations out there that are saying that they're focusing on employment. But unfortunately, I mean, the numbers don't lie. You know, we're still where we're at. And what we found is no one is focusing on workforce development for higher level professional careers. And no one's really focusing, again on the professional or corporate America. Organizations are unfortunately, trying to fit our community into a little box, what they think we can do, not what we know that we're capable of. And so we really, truly believe that the answer to this, and I'm going to call it, you know, an epidemic, if you will, the unemployment of people with disabilities really has to do with workforce development and making sure that those people who, again, have the ability to do the job also have the opportunity. So we actually began offering Salesforce administration courses, gosh, back o late 2000 teens, we successfully put through eight blind or visually impaired professionals through a Salesforce Administration Certification prep course, and we choose Salesforce specifically because of the accessibility of their platform. And not that it is a B2C accessibility, but it's a B2B. So people within my community and those of us in the Blind and visually impaired community who are the hardest to serve because of the fact that we have to use assistive technology in order to do our jobs. It's allowing that community to get these certifications, get good, long lasting, sustainable careers. You know that they can actually be, you know, climbing up that corporate ladder, not being stuck down at the bottom. So we began our courses in 2020. We actually became the only training provider approved by Salesforce for people with disabilities globally. And that really came about because of our focus on two things. Number one, our courses being virtual, we are meeting. This was even before the pandemic, even before, you know, virtual courses were the thing. We were doing it virtually. We were meeting our community where they were at. We were also focused on employment. Our end goal at BIT is always employment. That's always where we keep our eye on employment. So, you know, we'd already started these courses. We began a Salesforce system integration service within BIT. We also began an accessibility consulting service and began using our students as at that time, interns, we met up with an intermediary, an apprenticeship intermediary called Safal Partners, who looked at our program and said, gosh, you guys already have an apprenticeship program. Kristy: What would be considered a wrap or a registered apprenticeship program through the Department of Labor? So they helped us get registered with the Department of Labor, and we became and still are the only organization, the only registered apprenticeships to include the Pan disability community to include the BVI community. And we're proud of that. And we're also saddened by that because we are the only ones that are doing it this way. The problem was we were only able to do it more of in a project based format, you know? So whenever we had projects, the apprentices worked well. Our apprenticeship program is a competency based program. There have been which now have been lifted, but requirements of 2000 hours really difficult to get those 2000 hours in a reasonable amount of time when it's just ebbs and flows of projects. So we really need to find a way to move into a more structured apprenticeship program. We added a, you know, the digital accessibility space a couple of years after we did the Salesforce admin apprenticeship and fortunately found the DIF grant to help us expand on what we already had running. Carol: So what did this when you get the DIF grant, what it allow you to do differently, moving from that more kind of pilot project kind of format into this structured model? Kristy: Mhm. Well, it allowed us to do essentially that. Number one is add structure. So as I mentioned, for our apprenticeship program, first we were able to add an apprenticeship program manager, which is huge for somebody to actually be able to focus all of their time on overseeing the program. We were able to move it into a more structured program. So we're not only looking now at project based. Our apprentices, you know, are working on regular schedules. Most are completing their apprenticeships between 1 and 2 years. They're able to not only work on those projects and gain competencies through projects, but also work on hypothetical situations we created for those competencies they need to accomplish without the projects we're working on professional development. So it was able to really add, again that structure to make it just a more robust program. In addition to that, we were able to expand on the academy courses that we were able to offer. So what we're learning with the Salesforce ecosystem is essentially the sweet spot is five certifications. It's not enough just to have that foundational cert. So with the DIF grant, we were able to say, okay, we want to get our team to that five certs. Any student that goes through our course, they have the option of getting to those five certifications. You earn two. Just in our foundational course alone. And then we added three higher level courses. In addition to that, we're also able to add a third track. So we have our Salesforce Administration track. We have our digital accessibility track, and now we're going to be able to add an Agile Scrum Master certification or project management track. So it pairs really nicely with the other two tracks in that, you know, all of these projects, they need scrum masters or project managers to run these projects. So now we're able to kind of create that full loop where we're able to have our admins working on their projects. Same with digital accessibility. And then we're able to add, again, these scrum masters and project managers to work on those same projects to build up and gain their experience. So able to expand the Academy. We were also able to add an academy director and an administrative assistant, you know. So again, providing more structure and guidance there. And then additionally, one of the things that we focused on, one of our goals with the grant was to be placed on 30 state eligible training provider lists. And what this allows us to do is really get a lot of that exposure that you were talking about before. Any person who wanted to participate in the program can go to these ETPLs, is what they're called. See if we're on in their state, get the information. You know, if they are workforce boards, VR counselors. Again, just the average Joe that wants to look into some opportunities for training also gives employers the opportunities to come in and see what we're doing, learn about us, you know, get that more exposure. And I think actually now we're on 35 ETPLs. Again, our friends at Safal Partners helped us within the first year achieve that KPI for our DIF grant. Carol: That is amazing. That is really great. I was gonna ask how many you were on and 35 sounds... Kristy: Mhm. And growing and growing. You know, we're we're we're not stopping. Right. We want to be on all of them. Carol: I'm like, you're going to conquer the world. So walk us  through how it works today. You know, you're talking about the academy. You've got the certification, the apprenticeships, kind of how does the whole flow? Somebody comes in, they're like, I want to do the thing. What happens? Kristy: Absolutely. We have a couple of different options to start. So what we decided to do was add two self-guided courses for our two current tracks, Digital Accessibility and Salesforce Admin. So they're intro courses, they're self-guided. And essentially it's just that giving you an introduction to what Salesforce is. A lot of people have no idea what Salesforce is, even though they're one of the largest tech companies in the world. They're in every industry, all the different fields, you know, they're this humongous organization, but a lot of people just don't know what it is. So it gives people the opportunity to get in there, see what Salesforce is. Is this an interest to me? Same with digital accessibility also gives them an understanding of if you're using assistive technology, what is your level of proficiency need to be? Can you be a beginner? And I'll tell you right now, the answer is no. You can't be a beginner if you're using. You know what? I use a screen reader. You know, you have to be a little more proficient than that. So you get through those courses and you decide, yeah, I really liked this. I completed the course. You sit for a technical assessment, you have to do a hands on assessment and then a technical interview. Kristy: And the reasoning for that is to really, number one, ensure that that person who is taking the course is committed, understands the content was doing it themselves, you know, making sure nobody was, you know, helping them out before they can move into the instructor led courses. So once they pass that you can move into the instructor led either, again, digital accessibility or Salesforce, when we add our agile scrum probably won't have an intro to start, but that'll be getting added the later part of this year. And that'll again be instructor led courses, but pretty much the same format. So once you get into the instructor led courses, digital accessibility I believe is 14 weeks. I think admin is now 17 weeks. Again, with admin, you earn two certifications, multiple hours a week in class and then also in lab. In addition to that, there is a lot of homework. There's a lot of work outside these courses. I never sugarcoat these courses. They are not easy. We're talking high level tech careers. So these are high level courses. There's a lot of work, there's a lot of commitment, but there's a lot of support. All of our classes are taught by a person with a disability. Our TAs are people with disabilities. We have focus on those people that need to use screen readers. You know, we have screen reader instructors. So we're really, you know, meeting every person with a disability, regardless of what that is, understanding what accommodations they may need, working with them on that so that they can feel comfortable and actually concentrate on the content and the subject matter and not, am I going to be able to do this course or not? So they get through the instructor led courses leads to sitting for the certification exams. And, and I want to point out to all of the courses that we offer in our academy all lead to industry recognized certifications. These aren't certifications. We make up and say, well, we'll see if it works for you. These are the same certifications that anyone would be sitting for if they were taking any of these Salesforce courses or the digital accessibility, the Agile Scrum Master, you're going to be sitting for the actual Scrum Master certification. So they sit for the exams, you know, hopefully pass it. We've got really good certification pass rates, so hopefully they'll pass it again. They're difficult, they're not easy, but we provide you with what you need in the courses to pass those certs. Carol: What does your pass rate look like. Kristy: So oh boy you just threw that threw that at me. What's the data I believe I think it varies based on the course. But for example, I know our past cohort for digital accessibility, ten out of 12 have sat for the course. And I think all of them have passed. So 100% there. I think most of our cert rates run as a collective whole, 75 to 95%. Carol: Okay. Kristy: Yeah, really good cert rates. And again, it's really because of the fact that these are intense courses, but we work with you. Carol: When you're wrapping service around all these people. Kristy: Exactly. Carol: Talk about the technical kind of support that the students can get. Kristy: You're exactly right. Yeah. You know, and again, a lot of group sessions, you have a lot of support. Carol: Yeah. Kristy: So yeah. So once you get past those certifications, you then become eligible to interview for an apprenticeship. Not everyone qualifies for an apprenticeship. It really depends how well you do in the class. You know, obviously you need to have your certification to get into their apprenticeship. So if you don't get your cert, there's an issue. What was your professionalism like? You know, our instructors provide our apprenticeship manager with notes and sometimes it's, hey, they just need a little more professional development. They need a little work on this. They need to work on that, which is stuff we can provide. One of the things that came with the different is we added in a professional employment coach. So she works with people, you know, maybe you have ADHD and you're looking for tools to help you get organized and to stay focused. And so we bring her in and have sessions together. Sometimes just professional development. There's a lot of people in our community that need a little bit of that. Unfortunately for some of us, when we get on these Zoom calls, we can't see the social cues. We can't tell if somebody is, you know, getting ready to speak or wrapping up what they're speaking, you know, so how do you handle all that? So we do all of that, you know, we provide all of that. But once the instructors say, yep, I think that they should interview for an apprenticeship program, they have to go through an interview with our apprenticeship program manager and another member of BIT. And then if we have openings, which we do, and we will continue to have them through the different, then they become a part of our apprenticeship. And again, those are all apprenticeships or they're competency based used to be 2000 hours. The Department of Labor has lifted that restriction. But we still feel that that 2000 hours is a good number for our participants to really get a good, strong understanding of what they will be doing in this role in mastering these competencies, Professional development. It gives you that 1 to 2 years experience that, you know, whenever you're looking for an entry level job, what do you see? You need 1 to 2 years' experience. Well, how do you get that if you're entry level? And so we're providing that opportunity to do so. Our apprenticeship program has additional trainings that are offered. You're working right alongside with our sales force professionals, our accessibility professionals who all have experience in the field. And again, I will point out to these are teams that are all disabilities working together. So completely deaf admins working with completely blind admins, just killing it, doing an excellent job. So really a lot of exposure in that apprenticeship program. One of the things the DIF grant also allowed us to do is incorporate employer partners. So if you have an apprenticeship with an employer partner still meeting with our apprenticeship program manager. You're still getting all of the support from BIT we're meeting with the project leads at those employers to make sure that we're supporting them in anything they need. So really, like I said, a well-rounded program. Once you complete those competencies, we do self-evaluations. I mean, we're, you know, where you stand in our apprenticeship and what you need to work on. And, you know, we're selling, obviously, the further you get into the apprenticeship program, the more projects you're handed, the more responsibility. So really just gaining your confidence in the field, and then you're ready to go into the world and work in an organization or a corporation out there. Carol: Are you seeing any impact with AI? You know, people talk about AI usage now, and, you know, the increase of that and how it's changing the landscape of corporate America. Are you seeing any impact from that? Kristy: So you've heard of that little thing called AI? Carol: Yeah. Kristy: The answer is an overwhelming yes. So one of the things that we've done in our courses is try to, we try to make them future proof. You know, we don't want to send our students or our apprentices out into the world behind the eight ball, you know, oh gosh, this is a saturated market. I don't have any of the skills. So one of those higher level Salesforce certifications I told you about is agent for specialist, which is Salesforce AI. And Salesforce has gone all in on agent force and their AI. So our apprentices have the opportunity to become certified in agent force. And then, you know, different projects we're working on. We're now talking to a lot of clients that are looking into how can I incorporate AI into my Salesforce environment? So, you know, giving them people then that opportunity to get those skills so that they can make an immediate impact. Additionally, in the Scrum Master or the project management track scrum Master has just added the AI Scrum Master certification course. So we will be actually including that in our course. So again, you'll come out of that track with if you're looking at Scrum Master, you're looking at two shirts, one of which is AI. We're also adding a higher level AI course, that's AI governance. Most of these companies are looking at this going, okay, we have AI, but when should we be using it? How should we be using it? What is ethical? What is not? What is going overboard with AI, you know? So we're actually going to provide a course. So again, our participants can come out able to make immediate impact on organizations. And the way to do that right now is AI. So we absolutely are incorporating AI. People with disabilities to, you know, again, we say at BIT Technology is the greatest equalizer. It truly is. And people with disabilities are actually leading the charge in AI. In fact, that agent for specialist course I mentioned, out of all of the workforce development orgs within Salesforce, we were the first one to offer that course. So disability community leading the way in AI. So it's exciting. Carol: I love it. Well, you're ahead of the curve, which is super good. And people come in with that. They'll definitely. I mean, you're creating a good niche there with your apprentices being able to do that. Kristy: That's our goal. Carol: That's awesome. So what are you seeing as a career pathways like what's proving to be the most impactful right now? Kristy: So you know, again, Salesforce is just huge. So of course that is, you know, continuing on and that is definitely making a big impact. Digital accessibility is a very hot topic right now. Gosh, a couple years ago, I can't remember what year it was actually implemented. But the Department of Justice has now mandated that title two of the Americans with Disabilities Act incorporate digital accessibility. And they actually laid out deadlines. They just pushed the first deadline. It was supposed to be April of 2026, that all municipalities with over 50,000 individuals had to be digitally accessible. Everything within your state needs to be accessible for people within our community to access. 2027 was supposed to be for those municipalities, less than 50,000. I imagine that'll get pushed back as well. But the bottom line is if your organization, your front facing organization is not accessible, you're going to encounter some issues. And so all of a sudden then all of these corporations and organizations and government and they're going, okay, what is this? What is digital accessibility and how do we get there? So we're really starting to see a lot of impact, a lot of clients coming to us asking, okay, what is digital accessibility? How can you help me? One of the members of Office of Accessibility for Salesforce is actually said that there's two experts in Salesforce accessibility, and one is Salesforce and one is bit. We work very closely with them on accessibility and their accessibility. I think really that impact digital accessibility. We're going to see it more and more and more. Unfortunately, a lot of lawsuits are being filed. And when I say unfortunately, it's that's what's being the precursor for companies to become digitally accessible. You know, I wish they would just because it's better for everyone. An accessible product is just a better product. It's more well thought out, it's more intentional. It's just better presented. I wish that it wasn't that they're being forced to because of litigation. I wish that it was just because that is again, the right thing to do. Plus, this disability community is large across the world. I think it's 1 in 5 now, and more and more people are aging. More and more people are being diagnosed with disabilities. Where before in tech, people were just considered eccentric. When I think a lot of them were actually, you know, on the autism spectrum or neurodiverse, so that, you know, a lot of invisible disabilities, mental health disabilities are now become not so taboo to hide and to talk about. So it's something that, you know, the world's just going to see more and more of, and the demand for making things more accessible to reach your customers, to reach that community is going to become more and more. So I really think that digital accessibility track is getting a lot of focus. Carol: That is very cool. I know employer engagement also is a big piece of all this, and how are you partnering with companies and what are they seeing as value from what you offer? Kristy: So apprenticeships is huge right now. Apprenticeships really provide employers the opportunity to get kind of a jump on the talent pipeline, both this current administration and the former administration, very pro apprenticeship. You know, they have apprenticeship mandates out. I believe it's a million apprentices is what they want to attain. And then there's proven statistics. I'll give you some data here, Carol, for companies that have an apprenticeship program, typically for every dollar that's invested in that apprentice, the company is seeing an ROI of $1.44. So immediately getting impact with having an apprentice, 94% of the apprentices stay where they're at when they become an apprentice within a company. So turnover is really expensive for companies, incredibly expensive. And so not only if you have an apprenticeship, you're looking at a 94% retention rate. But then to add to that, the people with disabilities community, our turnover rate is incredibly low because it has been difficult to find employment. If the person with a disability finds a place where they can be successful and thrive, they're not going anywhere. So you kind of get a double whammy on that. Apprentices typically come out earning 84,000 a year, and they're saying 49% of HR managers are saying that skill based is really kind of the new and compelling look at talent management. One of the things that, again, as I mentioned before, the DIF grant allowed us to do is start reaching out to employer partners, having them bring on apprenticeships, not necessarily being trained within BIT, but actually going into their organizations, working with their Salesforce teams, working with their digital accessibility teams and again, creating this talent pipeline I mentioned earlier, it's not the lack of ability, it's the lack of opportunity. Again, these apprenticeship programs are really providing people within our community the opportunity to go in there and prove themselves, to show these companies. You know, unfortunately for the people with disabilities community, that really is we call it that legal, nebulous bell that we have to ring is the reasonable accommodations. Most people don't understand them. If you get an apprenticeship in there, you're working alongside that apprentice to really determine, okay, how is this person going to be most successful and really getting over that fear of what the reasonable accommodation is. So our impact with employers has been fabulous. It's been phenomenal. A lot of interest, again, in bringing on these apprentices to work on their teams, give them again that opportunity to kind of dip their toe into that pool. I want to mention, too, that we really believe that the disabilities community is the greatest untapped talent in the planet. You have this whole group of resources that are so talented and nobody's touching and working with organizations like BIT. Working with these apprentices really gives you that opportunity to dip into that talent and have this just amazing pipeline, amazing resources to work with instead of going the typical talent route. And we have a tech talent shortage, we really do. So, you know, working with, again, like an apprenticeship program, working with our team really gives people the opportunity to get that jump on that talent. Carol: Well, and they get to work in that company. You know, you're in that company and the company culture. You're all part of it you've done these 2000 hours. You know, you've been there a year or more. Kristy: Exactly. Carol: And so they really get a good flavor of what you bring to the table. It's such a great way. I mean, you see that more and more kids are starting to realize like maybe the four year degree route isn't the way. Kristy: Mhm. Carol: We need to look at these other options for getting into employment and getting in more quickly, because everybody learns differently, and these jobs, I mean, when you're talking, people are coming on average $84,000. This is no joke. Kristy: No it's not. Again, it's a good way to get into, again, your feel to get your foot in the door. Give those companies the opportunity to really get that new and emerging talent, but not expecting them to just hop right in the job because, he said, we all learn differently. There's a lot of nuances to learn about different companies. You know, you're an admin at one company and you go to another. And again, you know, you've got that hill to climb of, you know, what are the nuances of that particular company. But here you built your own army, if you will. You built your own pool. Carol: Yeah. Kristy: One of our apprentices actually in a webinar we did recently, she had said, you know, one of the benefits to employers is you essentially get to mold these apprentices into what type of employees that you're looking for. And it's true, you're almost taking a blank slate and working with it for two years and building your team the way you want. And then like you said, you know, you're done with that 2000 hours. Why would you go anywhere else? You've already invested this time. Again, we've given you the statistics on the ROI in that dollar investment. You're already earning money off the apprentices, so why wouldn't you stick with them? Carol: 100%. Now, I know you had some success with the workforce boards and a few blind service agencies, but you've had less traction with VR. What's been the challenge there and what do you want, like the VR agencies to understand? Because I know we sure miss the whole boat and didn't even realize a thing about BIT and I've been telling everybody ever since I talked to you first, like, hey, you need to go look at this website and you need to talk to these people because I've just been like, wow, why is VR missing the boat on that? Kristy: Well, I think you're kind of hitting the nail on the head there, Carol, in that we are not your normal traditional organization out there. We know we are actually the only organization doing what we're doing. And we know that because not only have we looked, but Salesforce has looked. Our other partner, Ronstadt, has looked, you know, they've looked around for other organizations like us doing what we're doing, the manner in which we're doing it, and there aren't any out there. So I've been thinking about this since you and I spoke last time about, you know, really what is our problem with VR? What is the issue? And I really think it comes down to that fact that we are breaking the mold. Our friends at Safal Partner, you know, talk with us all the time about you guys are really forging ahead with something that's never been done before. And so how do we get the VR groups, the VR counselors and teams to break out of what their traditional mold has been and kind of think out of the box and look at our organization go, oh, wait, because unfortunately, the traditional is not working. I mean, the numbers say it, you know, those numbers haven't moved. And I think the VR counselors, they have to do certain things certain ways. And they have reports that they have to do and they need to meet different criteria. And, you know, our programs aren't short. You know, it's not like somebody can get in and out in a month and then they're employed. You know, we're really investing the time in training people to really be productive employees in a completely different way than ever been done before. So I think if we can get the VR groups to open up their minds to a different way of doing things and to recognize the fact that these traditional ways we've been doing things just really aren't moving the needle. And I think a lot of the, you know, VR counselors, again, they're they have cases they have to close, they have rates that they have to hit. They again, they have all this documentation they have to do. And so I think a lot of times they try to put a square peg in a round hole, and it just doesn't work for people with disabilities community. You have to understand where they're at, you know, Social Security disability, a lot of people are on it. It is not easy to get on. Our goal is to get everyone off of it, not to provide them with a supplement to their SSDI. We want everyone to become tax producers, not tax consumers. So when you get people who are capable, who are software engineers, who have these, you know, the great focuses on tech, this critical thinking mindset that can do so much more than just getting a job. Being able to think outside the box, look at other opportunities that might be out there and go for it. You know, we've been successful, we're showing that this is the way you do this with this group. So that's really the only answer I can come up with, Carol, is why we're not making more traction is just that traditional mindset of this is how we do things. And unfortunately, that traditional mindset is just not helping our community well. Carol: And hopefully we're able to get the word out now through the podcast and advertising that because it is like a no brainer to me. I mean, you're looking at your wants to get people into quality employment outcomes. And I used to always be about like family sustaining wages. And so you're talking about this investment and the people, even though it takes a longer amount of time. But if you've got folks coming out, you know, you've got a big track record, you've worked 2000 hours, you've done this apprenticeship, you've done all this coursework ahead. You have these certifications. You now are geared up for really good employment and long term employment. We're not talking, you know, you're in and out of the fast food place. You want to stay here. You're now engrained in a company. Like what a way to set folks up for success and not needing to come back to you, or to Social Security or any of those other supports. You've really got people launched in such a great way. Kristy: Right? And on that note, so our participants earn an average of, I think, 75,000. And within three years of employment, the majority have been promoted and are making over six figures. So as you said, their family sustaining wages with opportunities of growth. And that's really what our community needs in opportunities, is that the community does not want to be on Social Security disability. They don't they want to be able to put food on their table. You know, with employment comes a lot of dignity. It comes a lot of feeling of worth and being a productive member of society. The community wants that and they know they can do that. We're just lacking the opportunity. Again, lacking that open mindset. I know there's a lot of VR counselors that say, hey, I'm going to put you through college and I'm going to get you this bachelor's degree. And our unemployment rate is still the same, right? We need more than that. You know, you need more of an investment, not just the traditional. I am old enough to remember the days that my parents just said, oh, just get a degree, right. Doesn't matter what it's in. Just go get a degree, you'll get a job. That's not today. You know, today's the day of specialization. As we talked earlier, today is the day of certifications. You know, people want certs. They want experience. They want skills, they want proof. And they're looking at effective employees to, you know, how effective are you an employee? Are you going to be great? You've got this bachelor's degree, but can you be effective in this role? Hiring managers say they can train for those hard skills. You know, they can train somebody to, you know, code in a certain Manner or become an HR professional. You can train a lot of that, but you can't train the effectiveness. You can't train the critical thinking as much as you can when you're in the role. Our program helps to do that though. You know, it really helps people to develop those skills, to become those critical thinkers, those problem solvers that these hiring managers are looking for. Carol: It really is the full package. What you offer. I just I'm still stunned thinking about like that. We've all missed the boat for 20 years or plus you've been around. So it's not too late though for people to get on board. So looking ahead, what does success look like for your project and what should other people be paying attention to? Kristy: Mhm. Of course, the whole goal for this project is competitive integrated employment. And of course, again, that goes right along with our mission from the very beginning. It's employment. You know, that CIE number is again that family sustaining wages that you can have good strong careers in. So when we're looking at our future, the grant has provided us the opportunity to really build our programs again, provide a lot more structure. So of course, sustainability. Our goal is really to grow our own sales force system integration services, our own digital accessibility services. So that number one, we can be a huge employer of people with disabilities and really build these big sales force teams. The other thing is really finding the employers who are interested in investing in this community. You know, who again, are thinking outside that box of, you know what? I have a talent shortage and I need to find a pool that is really going to benefit my company, provide an ROI, you know, be here. So I'm not hiring somebody every six months. So really, again, you know, getting the word out, we want people, of course, to know about our program to look at our program. You know, we're focused on tech. Tech is not the only industry that could benefit with this type of program, not in any way, shape or form. So we really like people to look at our program and say, okay, you know, our focus is X, you know, maybe it's marketing, maybe it's finance, accounting, whatever it is. And really look at our program and say, I think this is the model that we need to follow. You know, it is a very collaborative organization. We are not going to get where we need to be in silos. We need the whole village to work together to provide these opportunities. Again, really trying to show that we really feel this is the path forward for many careers, for many high producing, effective, high compensation careers. We'd really like people to, again, look at our program, look what we're doing in the different, obviously different is a demonstrative grants. That's the whole thing we're doing here is demonstrating that we really feel that our model is the way to go. Really take a look at apprenticeships and apprenticeships for people with disabilities. I really feel apprenticeship just are tailor made to people with disabilities for them to really, again, get really comfortable to build their skills and show that, yeah, I've got the ability. Just give me that opportunity. I've got the ability. Carol: I can totally see why RSA selected you as a grant. Kristy: Oh thank you. We're pretty passionate here at BIT. Carol: You are and it's amazing. So folks wanted more information about BIT, what's the best way to find you or contact? Kristy: Absolutely. So of course the best way is our website. It's just easy. BlindInstituteOftechnology.org. You can also get it by blindIT.org. You'll find all the information there. Otherwise you know, reaching out. If you are interested in our Academy, Academy@blindIT.org, we have candidates@BlindIT.org or sales@blindIT.org. Any of those, if you can't remember any of them and you can only remember, oh, she said Sales@BlindIT.org, but I'm really not in sales still go to that email address. We're looking at over 50 of us. Our internal team, you know, is about 25 to 30. We're very tight knit, so it's going to get to us. So any of those email addresses work and you can find them all on our website. So again, BlindInstituteOfTechnology.org or BlindIT.org will get you there as well. Carol: So no wrong door in. Kristy: Nope, nope. We will get you to where you need to be. Just let us know what you're looking for, what you're interested in, and we will find the person for you. Carol: Well, that is awesome and I know I am going to sing your praises going forward. Like continue to like tell people about what is happening there. It's pretty amazing. I really appreciate your time. I wish you much success. Thanks for joining me. Kristy: Thank you so much, Carol. I appreciate the opportunity. {Music} Outro Voice: Conversations powered by VR, one manager at a time. One minute at a time. Brought to you by the VRTAC. Catch all of our podcast episodes by subscribing on Apple Podcasts, Google Podcasts, or wherever you listen to podcasts. Thanks for listening.

Stany Zjednoczone i Iran podpisały porozumienie w sprawie zakończenia działań wojennych na wszystkich frontach, w tym w Libanie. Cieśnina Ormuz ma zostać otwarta dla żeglugi, powstanie fundusz odbudowy dla Iranu, który wyrzeka się dążeń do wyprodukowania bomby atomowej. 14-punktowy tekst porozumienia budzi wiele wątpliwości i pytań. W Izraelu otoczenie premiera Netanjahu mówi o zdradzie Ameryki, w samych Stanach Zjednoczonych krytycy porozumienia mówią o klęsce prezydenta Trumpa, który jeszcze kilka tygodni wcześniej zapowiadał fundamentalne zmiany na mapie Bliskiego Wschodu. Czym w istocie jest memorandum podpisane przez prezydentów obu krajów? Czy stwarza ono warunki do trwałego zakończenia konfliktu? I kto wychodzi wzmocniony po ponad trzymiesięcznej wojnie?Po wycofaniu sprzeciwu Węgier Unia Europejska otworzyła pierwszy rozdział negocjacji o członkostwie w Unii dla Ukrainy i Mołdawii. Czy Ukraina ma realne szanse stać się członkiem Unii, jeśli tak, to kiedy? I po co Ukrainie potrzebne jest członkostwo w Unii?Na mundialu coraz ciekawsze mecze piłkarskie i coraz więcej pytań o organizację imprezy. Czy turniej w USA, Kanadzie i Meksyku wyznacza nowe kierunki dla rozwoju piłki nożnej jako globalnego biznesu kierowanego przez FIFA – najbogatszą organizację sportową na świecie?Upadł program budowy europejskiego myśliwca nowej generacji. Francja i Niemcy nie były w stanie pogodzić sprzecznych interesów strategicznych i komercyjnych. Czy to sygnał, że wspólne obronne projekty Europy, które miały ją uniezależnić od Ameryki, pozostają mrzonką?Amerykański rząd nakazał firmie Anthropic ograniczyć dostęp do najnowszych modeli firmy – Fable i Mythos – dla osób niebędących obywatelami USA. Czy Stany Zjednoczone budują właśnie nowy globalny porządek, w którym dostęp do kluczowych technologii będzie ograniczany decyzją administracji?A także: śmierć Davida Hockneya, czyli jak namalować pamięć?Rozkład jazdy: (02:55) Łukasz Fyderek: Trwały pokój czy tylko rozejm w wojnie na Bliskim Wschodzie(32:44) Wojciech Konończuk: Ukraina w drodze do UE(59:42) Grzegorz Dobiecki: Świat z boku - Mnemotechnikalia(1:06:43) Podziękowania(1:13:36) Michał Banasiak: Czy ten mundial będzie historyczny?(1:31:57) Marek Świerczyński: Koniec programu budowy europejskiego myśliwca(1:54:39) Sylwia Czubkowska, Paula Skrzypecka, Adrian Bąk: Władze USA kontra Anthropic(2:20:43) Do usłyszenia---------------------------------------------Raport o stanie świata to audycja, która istnieje dzięki naszym Patronom, dołącz się do zbiórki ➡️ ⁠https://patronite.pl/DariuszRosiak⁠Subskrybuj newsletter Raportu o stanie świata ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠➡️ ⁠https://dariuszrosiak.substack.com⁠Koszulki i kubki Raportu ➡️ ⁠https://patronite-sklep.pl/kolekcja/raport-o-stanie-swiata/⁠ [Autopromocja]