Podcasts about homogenous

Distinctives - Why we believe what we believe that is secondary but important. Why we are not homogenous.

OK is global homo now, and with that cums the vicious self critique. We’re synthesizing new levels of half Jewish half Catholic guilt, and it still isn’t kinky enough for the fascist Eurofags. Berghain zionists hate our freedom. Nas saw the Manhattan mainstream media playground firsthand at the Tribeca Film Fest, where they mistook Pisspiggranddad … Continue reading "199 – Homo Homogenous"

These Join us every week as Patty Wilson & Scott Cowarttalk passionately about the ever-changing real estate market!It's House Talk with a Happy Ending!Gov Desantis runs for PRESIDENT!Words we cannot say by Class Appraisal Management Company - CHEAP, GENTRIFICATION, HOARDER, FRAUD, OLD, GRAFFITI, HOMOGENOUS, BLIND (BLYND)www.jointhebrokerage.com - get your license with the US! Patty has partnered with Moseley Real Estate and offers real estate courses in person! Are you ready for your Florida Brokers license? We offer pre-licensing for Brokers!Executive Producer:Greg Tish Music by: 9-5 - Dolly PartonI Can't Stand The Rain - Tina TurnerLady Marmalade - Patti LaBelleEvery Kinda People - Robert PalmerStars - PNAU, Bebe Rexha, Ozunafavorite kind of high - Kelly ClarksonFreezing - Mimi WebbGood Day - Nappy Roots Get bonus content on Patreon Become a member at https://plus.acast.com/s/pattysplayhouse https://plus.acast.com/s/pattysplayhouse. Hosted on Acast. See acast.com/privacy for more information.

This week's #locationweekly podcast features Princess Cruises launches OceanNow location-based services, Local Logic partners with Homogenous inc., Pipedream Labs raised $13M to build underground delivery networks &7-Eleven Japan partners with Song to measure inshore advertising.

On todays Show we discusses a paper written by Jim about early Christianity. Jim argues that early Christianity was relatively homogeneous rather than heterogeneous, with a core set of beliefs held across different Christian communities. The discussion analyzes Jim's arguments around discursive spaces, socially recognized authority figures like the Apostles, and institutions that helped preserve orthodox beliefs. Other topics discussed include the authority of Paul's writings, traditions in the Catholic church, and how to determine orthodoxy. The group engages critically with Jim's ideas and applies them to understanding the development of Christianity over time. 

In this episode, Chevon Onumah, MD, and Matthew G. Tuck, MD, discuss their editorial from the October 2023 issue of JGME, “Everyone Looks the Same in ERAS! Differentiating Between an Increasingly Homogenous Pool of Graduate Medical Education Applicants.” This episode is full of strategies to assure selection of candidates who will be able to thrive in their chosen specialties and programs.

In missiology, the modern definition of “people groups” depends substantially upon the work of Donald McGavran and his conception of the homogenous unit principle. But did McGavran misunderstand the caste system from which he drew his insights? And how should missionaries today assess McGavran's work? Aubrey Sequeira, pastor in Abu Dhabi, joins again to discuss in this 2023 Radius Conference exclusive. Also: Cloud of Witnesses is an upcoming podcast coming to the ABWE network. Learn more at cloudofwitnessespodcast.com. Believe in our mission? Support the show at missionspodcast.com/support. You can also watch The Missions Podcast on ABWE's YouTube channel: youtube.com/c/abweinternational. The Missions Podcast is a ministry resource of ABWE. Learn more at abwe.org. Want to ask a question or suggest a topic? Email alex@missionspodcast.com.

These Join us every week as Patty Wilson & Scott Cowarttalk passionately about the ever-changing real estate market!It's House Talk with a Happy Ending!Gov Desantis runs for PRESIDENT! Words we cannot say by Class Appraisal Management Company - CHEAP, GENTRIFICATION, HOARDER, FRAUD, OLD, GRAFFITI, HOMOGENOUS, BLIND (BLYND)www.jointhebrokerage.com - get your license with the US! Patty has partnered with Moseley Real Estate and offers real estate courses in person! Are you ready for your Florida Brokers license? We offer pre-licensing for Brokers!Executive Producer:Greg Tish Music by: 9-5 - Dolly PartonI Can't Stand The Rain - Tina TurnerLady Marmalade - Patti LaBelleEvery Kinda People - Robert PalmerStars - PNAU, Bebe Rexha, Ozunafavorite kind of high - Kelly ClarksonFreezing - Mimi WebbGood Day - Nappy Roots Get bonus content on Patreon Become a member at https://plus.acast.com/s/pattysplayhouse https://plus.acast.com/s/pattysplayhouse. Hosted on Acast. See acast.com/privacy for more information.

Do you ever feel like your team isn't working as efficiently as it should? It may be that your team is too "homogenous" - in other words, made up of members with similar backgrounds and experiences. To prevent these dysfunctions from occurring in your workplace, it's important to recognize signs they're happening - such as lack of innovation or difficulty seeing multiple perspectives on issues - and create an effective strategy for creating greater diversity within the team. In this episode, The Dysfunctions of Homogenous Teams, we'll discuss the common pitfalls of homogenous teams and how to create a healthy balance between diverse opinions and shared understanding. #hr #diversity #inclusionSchedule an appointmentJim WoodsPresidentWoods Kovalova Group

Homogenous design didn't happen overnight; there's a long and storied history of operating systems looking the same. And today, Grey and Faith talk about the very first instance of Apple suing Microsoft over design copyrights. While the suit didn't go Apple's way, thanks to some missteps by their legal team, it did have ripple effects–like pointing and clicking with a mouse becoming a ubiquitous feature. Hosted on Acast. See acast.com/privacy for more information.

Organisations think a lot about culture “fit”. But inclusivity strategist Marsha Ramroop believes people need to think more about “culture add”.Hiring for culture fit leads to homogenous teams and groupthink. Hiring for "culture add" on the other hand, leads to the creation of diverse and inclusive teams.Organisations need to be aware of bias in the recruitment process and take steps to mitigate them. This means investing proper time and money in the recruitment process and evaluating it for improvements. Also having conversations with teams to take ownership of the recruitment process and working together to create an optimal culture.Takeaways from Dan and Pia There's a crucial difference between culture fit and culture add. That said, it's important to engage in culture inclusion work with the team before bringing in a new person. This will benefit the team as a whole, leading to a more inclusive environment. The sense that everyone should want to belong is in itself a bias that can exclude others. Cultural values can always be a way to exclude people who just want to be a high-performing part of a solid team. Homogenous teams can operate just fine. But diverse and inclusive teams will always outperform them. If you're working with a difficult person you don't get along with, no amount of cultural intelligence is going to help! Links Connect with Marsha on LinkedIn School Culture Rewired: How to Define, Assess, and Transform it, by Steve Gruenert and Todd Whitaker Racism at Work: The Danger of Indifference, by Binna Kandola Reinventing Organisations: A Guide to Creating Organisations Inspired by the Next Stage in Human Consciousness, by Frederic Laloux How to Win Friends and Influence People, by Dale Carnegie Leave us a voice note

When they think of Ancient Egypt, many think of it as a homogenous society with one race and culture. The reality is that Ancient Egypt was a multicultural society with Africans, Semitic Peoples, Arabians and later in its history, Greeks and Romans. At the outset, it needs to be stated that although the Egyptians recognised variations in skin pigmentation and language, they did not define themselves by racial types (Morkot, 2005). Read more here!

Mark Levy is a keynote speaker, advisor, author, and the Owner of Levy Innovation, a positioning and branding firm that helps organizations and thought leaders differentiate themselves from the crowd. Over the last 20-plus years, his notable clients include Simon Sinek, a head of a division of two White House administrations, a head of the strategy unit for Harvard Business School, and a speaker to the United Nations. Mark is the author of five books, including Accidental Genius: Using Writing to Generate Your Best Ideas, Insight, and Content. In addition to his primary career, he is also a magician, with popular shows performed in Manhattan and Carnegie Hall. In this episode… The sad truth is that amazing companies and organizations are not always successful. Marketing, presentation, reputation, and networking are all crucial for growth. This is all easier said than done but can be boiled down to one essential point: differentiation. Mark Levy has centered his brand and his consultancy around differentiation. He has worked with world-renowned businesses and public figures to create narratives that separate them from the crowds. His format has been proven effective, and now he offers that same valuable framework to you. In this episode of Next Wave Leadership, Dov Pollack has an informative interview with Mark Levy on the topic of differentiation. They discuss his approach to coaching, how to stand out from the competition, and how to capture what Mark calls Your Big Sexy Idea. They also go through the importance of honesty and how Mark's background in magic influences his work with his clients.

Patronising stereotypes. Sob stories. Homogenous representations of disability. Inspiration porn. Sadly, all these tropes will be familiar to disabled people, who so rarely get authentic, nuanced representation. Author: Elspeth Wilson Category: CULTURE Listen to the full story, or read it online - also available in Easy Read. For more Culture-related stories, head to https://www.thespillmag.com/culture --- Send in a voice message: https://anchor.fm/thespillmag/message

AI Art, Amish, dogfighting, Andrew Tate --- Support this podcast: https://anchor.fm/shawn-haymaker/support

Welcome to this event-focused special edition of the HRchat show.INCLUSION 2022 is in full swing in San Diego, CA. Happening Oct 24-26, the conference offers a chance to change the way attendees see the world, and to create a more equitable world of work.Over the three days, attendees receive tools to sharpen DE&I skills, hear insights from experts in the field of inclusion, and build relationships with like-minded HR professionals who understand the importance of belonging and the critical role it plays in DE&I.Workzinga is a job search and hiring platform emphasizing company culture fit with a presence at  SHRM's INCLUSION 2022. The company's science team member and I/O Psychologist, Dejannae Lang, will be representing the brand and connecting with other DE&I strategists and culture changers. And she returns to the pod today, live from the conference, to tell us all about it!Questions Include:You're still pretty new at Workzinga. When we spoke last time you were only a few weeks into the job. How's it going and how has the focus on culture fit helped you find your feet and feel welcomed? You're at SHRM Inclusion 2022 as we record this. How's it been so far and what does inclusivity mean to you? There are several content tracks: discrimination in the workplace, inclusive hiring & employee well-being, technology & accessibility, cognitive diversity, unconscious bias, equity, and DEI strategy. What are you most interested to learn? Speakers include Cynthia “Cynt” Marshall, Dallas Mavericks CEO, Alicia Petross, Chief Diversity Officer The Hershey Company, and Peggy O'Neill Owner at Small Miracles Unlimited. Which speakers have impressed you so far? Why does Workzinga have a presence at the event? What's the connection? Diversity is a key ingredient for better decision-making among teams. Homogenous groups may be susceptible to groupthink. Can you explain this idea of groupthink and share why and how diverse teams can leverage a greater variety of perspectives and are more likely to consider information more thoroughly and accurately? Let's talk about how employee experiences of inclusion contribute to engagement and retention levels. How is an employee's emotional investment to their work and their desire to stay at their organization linked to feelings of inclusion?DEI strategic planning often stalls within middle management, why and how do we rectify this problem? How is SHRM Inclusion 2022 helping to educate attendees on ways to support middle managers?A recession is in the works. With the uncertainty of a recession, why is it important for DEI initiatives to not be part of budget cuts? How can we learn more about you and Workzinga? We do our best to ensure editorial objectivity. The views and ideas shared by our guests and sponsors are entirely independent of The HR Gazette, HRchat Podcast and Iceni Media Inc.   

Talking to Claire Rose was up-lifting. Civil engineering finally seems to be changing for the better, to be more inclusive. Companies realise the positive impact of diverse teams on their success. Homogenous groups of engineers simply cannot not effectively design infrastructure for an entire population. Women and other underrepresented groups are essential for broadening design scopes. Claire Rose talks to us about her decade-long career in the industry and why now has been a good time to balance her career with recently becoming a first time mum.

Introduction:  Margaret Molloy is the Global Chief Marketing Officer and Head of Business Development for Siegel & Gale. Siegel and Gale is a brand, strategy, design and experience firm headquartered in NYC. Siegel and Gale believe in the power of simplicity and essentially believe Simple is Smart.    Podcast Episode Summary This episode explores the Power of Marketing and the Power of Inclusive Story telling for Organisations, Teams and Brands. Margaret eloquently shares her wisdom leading teams, building brands and the journey she has been on to break down and unlearn some of the myths & biases she may have unwittingly absorbed from her background and training. She also shares the values and experiences that have shaped her and have grounded her ability to be open, influential and inclusive. Her last story epitomises her work and her ability to navigate the tensions across two countries, two countries she loves and calls her home.    Points made over the episode Margaret grew up in County Offaly, Ireland on a diary farm. She was the eldest of six siblings. She enjoyed values of hard work, community, respect and dignity for others. She studied Business & Spanish in Coleraine in Northern Ireland and attributes that time as being formative, shaping her appreciation for cultural differences.   Enterprise Ireland sent her to NYC for her first role with them and Margaret has never looked back. She loves the energy and chaos of NYC. Margaret lives in the Middle of Manhattan, NYC with her two teenage boys and her husband. As a lover of two countries USA and Ireland, Margaret recognises that everyone has an identity and it can be multidimensional. Sometimes we are too quick to label people and put them in boxes. Margaret identifies equally as both American and Irish and she use the image of Janus, the God of all beginnings,  to explain her thinking.  Inclusive Story Telling is best explained in a story. Margaret shares receiving feedback from a guest after a Panel Interview she held in Boston, an event she thought went well but to the writer failed to show case inclusivity.  Margaret's focus had been on gender diversity but she learnt that she was exhibiting colour blindness. The feedback she received turned out to be Margaret's inclusive awareness moment.  Space for Reflection is an important consideration. Every strength for example has its shadow. Good to think about using time to reflect and to apply questions or frameworks to get at learning. Important too to remember to upgrade our mental models. Margaret has learnt from her own experiences to be colour brave as opposed to colour blind.  Curiosity and Judgement are two phenomena that cannot co-exist. Margaret shares how she unlearnt the supposed criticism that to be nosey was wrong. For Margaret one of the greatest gift you can give someone is to ask a generous question Simple is smart is a principle Siegel and Gale adopt. Being a simplifier pays. The worlds smartest brands understand the power of simplicity, whether that is through visuals, plain language or their promised experience. Research has shown that the customer will pay more for simplicity and will pay brands with loyalty. The Capital markets reward brand simplicity too.  Simplicity is the intersection of Clarity and Surprise. Clarity in the use of plain language, easily understood messages, smart visuals and the surprise component is the antithesis of dull, that ahah moment when a customer appreciates “this is exactly how I would have wanted it”   Siegel and Gale search for simplifiers. The beauty of simplifiers is that they know what to strip away and what to leave behind, such that a customer is clear on a brands intention and has a frictionless experience.  Management is a privilege & a responsibility. Siegel and Gale are extremely thoughtful about the entire employee life cycle and how it carries through on its promises. Onboarding for example comes with robust mentoring.  Psychological Safety is an important construct and Margaret pays attention to the culture she develops by encouraging people to speak in draft form, have constructive input and provide feedback. Margaret creates process, questions and frameworks to encourage psychological safety.  We cannot confuse Psychological safety with group hugs. Group hugs are great and humane but Psychological safety is about business, inspiring people is a precursor to profitability.   Getting at Psychological Safety is a journey. Many of us have been trained in ways that have encouraged command and control and hierarchical structures. We have been taught to value efficiency and much of the language used in corporate life is machine like.  Homogenous teams are a recipe for blind spots, especially for marketeers trying to communicate with audiences that have not had the same experiences as us. Our mental models need to adjust. We need to think in terms of our impact as well as the outputs we are generating.  Margaret shares how she cultivates Psychological Safety on her teams. After a project is completed she will ask what people liked and what they would wish for differently. This thinking framework evokes less defensiveness. She also uses affirmation with her team members-giving affirmation that is sincere, succinct and specific. As humans we are starved of affirmation.   Criticism is an oft used tactic. Our propensity to offer criticism is grounded in our quest for efficiency. We want to fix things. The culprit is often time. We need to prioritise ruthlessly.  In marketing things are changing so rapidly, there are so many new tools and processes for doing things. It is easy to get caught up in shiny new objects as opposed to being curious about what matters and impact.  Simple rules for teams include; Preparing rigorously, contributing wholeheartedly and safeguarding your own trustworthiness.  Important to mind your reputation and be curious to understand what people say about you when you are not in the room.  Margaret shares a few more thoughts on Leadership & Teams- consider the old practice of apprenticeships. Margaret hires for attitude and builds for aptitude.  Infuse Purpose, as leaders we can be quick to tell people how and what to do but sometimes we neglect the why for their work.  The purpose for meetings is a topic that is often overlooked. Consider the meetings purpose, manage the context, type of meeting, how you dress the room and the theatre of meetings. Consider the roles people have in meetings such as facilitator, moderator, scribe, equal colleague etc…We should think about meets as strategic devices not as something you have to show up at. The Pre-read and Post-read should be considered as part of the meeting.  In closing Margaret shares a story, a story that showcases the power of inclusive story telling. She shares how her passion for fashion and aesthetics and her love of her two countries served as an idea to create an event in 2019 to show case 10 Irish (unknown fashion designers) in NYC.     Resources shared    How CMOs Commit Podcast with Margaret Molloy- Future of Branding CMO panel series  www.siegelgale.com Twitter: @margaretmolloy @siegelgale Instagram: wearingirish Margaret Molloy

In today's landscape of news, thoughts and ideas...homogenous thinking rules the roost, but it shouldn't. You are able to make the best decisions about your life when you have a wide array of points of views and thoughts in your life. It is easier than ever to fall into close minded thinking, but if you want to thrive, you have to strive to leave that behind. --- Send in a voice message: https://anchor.fm/drdarianparker/message

★ Support the show by becoming a patron: https://www.patreon.com/atpercussion ★ Follow us on: Facebook: https://www.facebook.com/atperc Instagram: https://www.instagram.com/atpercussion/ PodBean: https://atpercussion.podbean.com/   Watch here  Listen below 1:12 history and guest introduction 12:30 Beginner Pedagogy 20:06 Common Issues  27:14 Homogenous vs Heterogenous teaching 35:28 Ben had a bad time as a student teacher/advice for student teachers 39:03 John's book “Firm Foundations” 50:06 The seventh grade year… 1:00:00 Beginner Selection 1:06:48 Upcoming projects 1:10:44 Wrap!

“How do I become board-ready?”We've heard that for too long  — mostly from women. And, more often than not, it's simply not true.In this episode, Jocelyn Mangan, CEO and founder of Him for Her, dispels the notion that there are not enough women leaders to fill the boardroom — the pipeline is there. It's just a network problem. She provides guidance for men and women working to diversify boardrooms everywhere.In this inspiring conversation, Jocelyn and Kate Purmal dig deep, getting real about the inner workings of the boardroom:Boards are built by private networks, filled with men. Getting women into those networks, where they can shine, is the first step.Homogenous boards have always been “easier” to manage. But diverse boards yield more innovation. The truth is simple: Diversity is good for business.The onus of becoming a great board member should not fall on the woman or the person of color or the “only” in the room. Everyone needs to learn how to harness the voices of the board.Come for the wisdom imparted by these executive women, but stick around for the musings on falling in love with problems, maintaining your impatience, and learning how to dream.Read Board Experience is Helping More Women Get CEO Jobs on the COMPOSURE Blog ➞Order your copy of Kate Purmal, Lee Epting, and Joshua Isaac Smith's new book, COMPOSURE: The Art of Executive Presence!Download the FREE companion workbook to COMPOSURE!And, of course, subscribe to our newsletter and follow us on Linkedin to make sure you're getting the latest updates!

In Episode 28 of Season 2, Drew and Mick pick back up on the theme of the necessity of a diversity of dialogue partners in order to live a well-rounded faith. Are we in relationship with the poor? The marginalized? With people who think differently than we do on issues of politics, economics, and/or social issues? Being intentional to form those connections is as critical as it has ever been for the body of Christ. Connect with us at ideologypc@gmail.com // Like what you found here? Feel free to share, subscribe, comment, and/or rate. Episode notes: Various notes from Gustavo Gutierrez (i.e. the "Father of Liberation Theology") The Coddling of the American Mind by Lukianoff & Haidt

People Group Details:    https://joshuaproject.net/people_groups/12322 Listen to "A Third of Us" podcast with Greg Kelley, produced by the Alliance for the Unreached: https://alliancefortheunreached.org/podcast/ Watch "Stories of Courageous Christians" w/ Mark Kordic https://storiesofcourageouschristians.com/stories-of-courageous-christians

In our final episode of Season 3 Christine sits down with celebrated director Leigh Silverman about her ongoing commitment to form teams that have intersectional inclusion. Leigh shares candidly both her own efforts to create parity on her teams, and her personal learning curve. Leigh will be a part of New York City's Vineyard Theater 2021/2022 season. Visit (vineyardtheatre.org) TALKBACK is a production of the Dramatists Guild of America. It's produced by Amy VonMacek, Sarah Storm, and me, Christine Toy Johnson. Robare Delaney Pruyn mixes our show. Our theme music is by Andrea Daley. The Dramatist Guild Presents: TALKBACK is distributed by The Broadway Podcast Network. This is our final episode for the season, but we'll be back next fall. Who should we speak to next? What topics should we cover? Let us know by using hashtag #DGTALKBACK and as always to be continued. Learn more about your ad choices. Visit megaphone.fm/adchoices

Sitting in your room, you might have salted peanuts as a snack, a pencil, tea with sugar and you listen to this episode with earphones in (0:31). Sodium chloride, sugar, graphite and copper represent four types of solids. Sodium chloride is an ionic solid with low vapor pressure, high melting points and high boiling points, because of the strong attractive forces. Sugar is a molecular compound with low melting points due to weak IMFs (1:22). Graphite is an example of a network covalent solid (5:29), which generally have high melting points. Copper is representative of a metallic solid, which are good conductors of heat (6:44), ductile and malleable (7:06). Homogenous mixtures of metals are alloys (7:21).Which of the following could be the identity of a solid that exhibits the following properties: it melts at 2973°C; it doesn't conduct electricity as a solid nor as a liquid.A. ionic B. covalent C. covalent network D. metallicThank you for listening to The APsolute RecAP: Chemistry Edition!(AP is a registered trademark of the College Board and is not affiliated with The APsolute RecAP. Copyright 2021 - The APsolute RecAP, LLC. All rights reserved.)Website:www.theapsoluterecap.comEMAIL:TheAPsoluteRecAP@gmail.comFollow Us:INSTAGRAMTWITTERFACEBOOKYOUTUBE

Sam can't wait to bring his 45-year-old economics comedy show to the masses, Robin talks mountain kids and wolf girls, and the topic of Slovenia and the beautiful Ljubljana and Lake Bled almost cause Sam to lose his vision!

In this latest episode of the podcast, Michael Shepherd explains the “homogenous unit principle,” talks about this guy named Don McGavran, and shares his thoughts on why the so-called “Church-growth” movement has likely run out of gas and needs to be re-examined completely. Michael is an adjunct prof of intercultural studies and political science at Hope International University in Fullerton, CA. He did his graduate studies in community development and nonprofit management at Hope and then intercultural studies at Fuller Theological Seminary. His background is in nonprofit management and community organizing, and is the Minister of Social Action at First Christian Church of Fullerton, in Orange County, CA. The Future Christian Podcast is a production of Torn Curtain Arts and Resonate Media.

26% of the world's population is under the age of 15. Growing countries are young countries. Tomorrow's world will be run by today's youth living in developing countries. How are global barriers being reduced through technology and youth -ed development? Will race and ethnicity become less of a factor across global cultures? How can we bridge the gap between pace of progress and change?  Our guests Mwongera Mutiga CEO of Red Brick Africa and Arjun Kirshna Lal, content director of Flying V Group, talk about: How today's youth are different from their parents The ways youth culture transcends boundaries (and the ways it doesn't) ...And what COVID is doing to shape the emerging generation  

This month, I wanted to get a little adventurous and pick something outside of my normal tastes. Something international maybe? And why not make it a female artist to boot. I wanted to challenge my familiarity and comfort level to the maximum. Looking at the checklist, Bjork immediately came to mind.

Lauren Sato, the CEO of Ada's Developers Academy, is changing the face of tech. A lifelong social justice advocate, Lauren's career has touched many different fields, but has always centered around one thing: progress for marginalized identities. In this interview, we learn what makes Lauren the leader she is today, how diversity in homogenous fields makes them better, and why social good is good business.  

The Homogeneous Unit Principle suggests that outreach is most effective when carried out in the context of a discrete group defined by similarity in cultural background. But David Williams says the mission world's view today is that it's bad in practice and theory. Dr David Williams is the Director of Development and Training for CMS Australia and Principal of the missionary training college St Andrews Hall in Melbourne. Plus we talk the impact of COVID on the raising up and the sending out of missionaries.http://www.thepastorsheart.net/podcast/homogenous-unit-principle Support the show (https://www.patreon.com/thepastorsheart)

02:31 - Karen’s Superpower: The Ability to Simplify Things * Simplifying in a Team Context 05:55 - Better Allies (https://betterallies.com/) – Everyday Actions to Create Inclusive, Engaging Workplaces; Triaging and Curating Research * @BetterAllies (https://twitter.com/betterallies) * Better Allies: Everyday Actions to Create Inclusive, Engaging Workplaces (https://www.amazon.com/Better-Allies-Everyday-Inclusive-Workplaces/dp/1732723303) (Book) * The Better Allies™ Approach to Hiring (https://www.amazon.com/Better-Allies-Approach-Hiring-ebook/dp/B082WR7F86) (Book) * Present! A Techie's Guide to Public Speaking (https://www.amazon.com/Present-Techies-Guide-Public-Speaking-ebook/dp/B01BCXHULK) (Book) 14:15 - Maintaining Anonyminity (at first); Prove It Again Bias (https://genderbiasbingo.com/prove-it-again/) * Channeling White Men; Men Listening to Other Men * Whistling Vivaldi: How Stereotypes Affect Us and What We Can Do (https://www.amazon.com/Whistling-Vivaldi-Stereotypes-Affect-Issues/dp/0393339726) (Book) * [Podcast] 'Whistling Vivaldi' And Beating Stereotypes (https://www.npr.org/templates/story/story.php?storyId=125859207) * Reduce the influence of unconscious bias with these re:Work tools (https://rework.withgoogle.com/blog/fight-unconscious-bias-with-rework-tools/) * Build the Culture Instead of Fit the Culture 26:09 - Culture Add + Values Fit * Recognizing Bias Instead of Removing It * Meritocracy (https://en.wikipedia.org/wiki/Meritocracy) 32:11 - Network Effect: Venturing Beyond Homogenous (https://www.dictionary.com/browse/homogenous) Networks * Marginalization + Privilege Can Be Self-Reinforcing * 50 Potential Privileges in the Workplace (https://betterallies.files.wordpress.com/2019/01/50-potential-privileges.pdf) 41:58 - Doing This Work is Everyone’s Job 48:12 - People to Follow * Minda Harts (https://twitter.com/MindaHarts) * The Memo: What Women of Color Need to Know to Secure a Seat at the Table (https://bookshop.org/books/the-memo-what-women-of-color-need-to-know-to-secure-a-seat-at-the-table/9781580058469) * Jeannie Gainsburg (https://www.savvyallyaction.com/about) * The Savvy Ally: A Guide for Becoming a Skilled LGBTQ+ Advocate (https://www.amazon.com/Savvy-Ally-JEANNIE-GAINSBURG/dp/1538136775/ref=sr_1_3?dchild=1&keywords=savvy+ally&qid=1608561617&sr=8-3) * David Smith (https://twitter.com/davidgsmithphd) & Brad Johnston * Good Guys: How Men Can Be Better Allies for Women in the Workplace (https://www.amazon.com/Good-Guys-Better-Allies-Workplace-ebook/dp/B08412XCHB/ref=sr_1_3?dchild=1&keywords=good+guys&qid=1614095097&sr=8-3) * Corey Ponder (https://www.coreyponder.com/about-me) * Learning the ABCs of Allyship (https://www.coreyponder.com/single-post/abcs-of-allyship) 51:13 - The Decline of Gender Parity in the Tech Industry * Women in Tech -- The Missing Force: Karen Catlin at TEDxCollegeofWilliam&Mary (https://www.youtube.com/watch?v=8uiEHaDSfgI) 58:15 - Making Statements and Changing the Status Quo Reflections: Rein: Getting better at praxis: for every white dude with a beard you follow on Twitter, go follow 10 Black women in tech. Damien: How bias can interfere with an action right before the action happens. Chanté: We’re all allies. We cannot do this work alone. Today you might be the ally, tomorrow you may be the bridge. Arty: Expanding our homogenous networks. Change takes courage on all of our parts. Karen: Turning period statements into questions or adding “until now” to those statements. This episode was brought to you by @therubyrep (https://twitter.com/therubyrep) of DevReps, LLC (http://www.devreps.com/). To pledge your support and to join our awesome Slack community, visit patreon.com/greaterthancode (https://www.patreon.com/greaterthancode) To make a one-time donation so that we can continue to bring you more content and transcripts like this, please do so at paypal.me/devreps (https://www.paypal.me/devreps). You will also get an invitation to our Slack community this way as well. Transcript: PRE-ROLL: Whether you're working on a personal project or managing enterprise infrastructure, you deserve simple, affordable, and accessible cloud computing solutions that allow you to take your project to the next level. Simplify your cloud infrastructure with Linode's Linux virtual machines and develop, deploy, and scale your modern applications faster and easier. Get started on Linode today with $100 in free credit for listeners of Greater Than Code. You can find all the details at linode.com/greaterthancode. Linode has 11 global data centers and provides 24/7/365 human support with no tiers or hand-offs regardless of your plan size. In addition to shared and dedicated compute instances, you can use your $100 in credit on S3-compatible object storage, Managed Kubernetes, and more. Visit linode.com/greaterthancode and click on the "Create Free Account" button to get started. REIN: Welcome to Episode 224 of Greater Than Code. Take two. So full disclosure, we recorded this or more specifically, didn't record this conversation so we're going to do it again. I'm your co-host, Rein Hendricks, and I'm here with my co-host, Damien Burke. DAMIEN: Thanks, Rein. And I'm here with my co-host, Chanté Thurmond. CHANTÉ: Everyone, Chanté here. And I'm here with Arty Starr. ARTY: Thank you, Chanté. And I'm here with our awesome guest today, Karen Catlin. So after spending 25 years building software products and serving as a vice-president of engineering at Macromedia and Adobe, Karen Catlin witnessed a sharp decline in the number of women working in tech. Frustrated but galvanized, she knew it was time to switch gears. Today, Karen is a leadership coach and a highly acclaimed author and speaker on inclusive workplaces. She is the author of three books: "Better Allies: Everyday Actions to Create Inclusive, Engaging Workplaces," "The Better Allies™ Approach to Hiring,” and "Present! A Techie's Guide to Public Speaking." Welcome, Karen to the show! KAREN: And it is a pleasure to be back with you and to be having this conversation today. Thanks so much for having me. ARTY: And we very much appreciate you being here again with us. So our first question we always ask at the beginning of the show is what is your superpower and how did you acquire it? KAREN: Okay so, my superpower is the ability to simplify things and I joke that I think I acquired this superpower simply as a coping strategy because there's so much information out there. We're all bombarded with things and maybe my brain is just not as big as other people so I constantly am trying to simplify things so that I can understand them, remember them, convey them, and so forth. And I'll share, I think it served me well, not only as I embarked on my computer science programming school and just trying to like grok everything that I was trying to learn as well as then entering the field initially as a software engineer. Again, simplifying things, divide and conquer, break things down into those procedural elements that can be repeated and generalized. Certainly, then as I moved into executive roles as a vice-president of engineering, you're just context switching all day long. Again, I just had to simplify everything that was going on so that could really remember things, take notes on things, and make decisions based on what I thought I needed to do. Yeah. So that's my superpower. ARTY: That's a great superpower. So in the context of the workplace and you've got teams trying to things out, maybe a design problem you're working on, trying to solve. How does simplifying things come into play in a team context like that? KAREN: Well, it comes into play a lot of ways. I'm remembering one example where there was some interpersonal conflict between two people and I was hearing both sides, as one does, and talking to them both. I got them both in a room because they just weren't seeing each other's point of views, I thought, and they were just working at odds to each other. Hearing them both talk, I was able to say, “So at the heart, this is what we're all trying to do. This is what we are trying to achieve together,” and I got them to confirm that. That was the first step in simplifying just the discussion. They were getting a little emotional about things. They were bringing in a lot of details that frankly, weren't necessary to really understand what was going on and I was able to focus them on that shared purpose that we had for the project. It doesn't even matter what it was. Actually, it was so long ago now I can't quite remember what the issue was, but I remember hearing afterwards one of the people say, “You are so good at simplifying things got down to the heart,” and I'm like, “Yes, I am. That's my superpower.” ARTY: It sounds like even more than that, or maybe a slightly different frame of just the example you just gave. It's not only simplifying things, you are distilling the essence of what's important or what someone is trying to say, and getting at what's the underlying message underneath all the things that someone's actually trying to communicate, even if they're struggling too, so that you can help two people may be coming from different directions, be able to understand one another. That's pretty powerful. KAREN: Well, thank you and I love the way you've just framed it, Arty and oh, those are big shoes to fill. Woo! I hope I've been able to do that in a number of different settings as I think back, but that's yeah, it is powerful. I think I probably still have some stuff I can learn there, too. CHANTÉ: Arty, thank you for teeing up this because what I am curious about in relation to what Karen just mentioned as her superpower, which I think is amazing, is obviously, you have authored a number of books. When it comes to allyship, it sounds like this is a great time where we can get somebody to distill and to simplify and not to oversimplify because there's an art to it. But I would love if you could maybe take us down the pathway of how did you arrive at this moment where you are authoring books on allyship and maybe you could give us a little bit of the backstory, first and then we could get into the superpower you've used along the way in your tech journey. KAREN: Okay. CHANTÉ: And how you're coaching people. KAREN: All right. Chanté, thank you. Yes, I'm happy to. So the backstory, first of all, I never set out to become an author, or to become a speaker, or this expert that people tap into about workplace inclusion. That was not my goal. I was doing my job in tech. I was a vice-president of engineering at Adobe. I was leading engineering teams and realizing that there was a decline happening before my eyes in gender diversity. Now I started my career in tech a long time ago and I started at a time when there was sort of a peak period of women studying computer science in the United States. And so, when I started my career, it wasn't 50-50 by any means, but there was plenty of gender diversity in the teams I was working on, in the conference rooms I was in, in the cube lands that I was working in and I saw a decline happening. So while I was still at Adobe, I started our women's employee resource group—goes back gosh, like 14, 15 years now—and I've started mentoring a lot of women at the company and started basically, being a vocal advocate to make sure women were represented in various leadership meetings I was in, on stage, at our internal events and conferences, giving updates at all-hands meetings, like well, thinking about that. I love doing that work so much and loved doing that work less so my VP of engineering work, I must admit. So about 9 years ago now, I decided to do a big change in my career pivot in my own career, I started leadership coaching practice. A leadership coaching practice focused on helping women who are working in tech in any capacity, any role. But women working in this industry, I wanted to help them grow their leadership skills so they could stay in tech if that's where they wanted to be and not drop out because they felt like, “I just can't get ahead,” or “I'm seeing all the white men get ahead,” for example, “before me.” So I started this coaching practice. I soon realized, though that I had a big problem with my coaching practice and the problem wasn't with my clients—they were amazing. The problem, I don't think was me. I think I'm a decent coach, still learning, still getting better, but decent. And realized the problem really that I was facing is that before I could truly help my clients, I needed to make their companies more inclusive. All of them were working at tech companies where the closer you get to the leadership team, to the C-suite, to the CEO, just the mailer and paler it got. With all due respect to anyone who's male and or pale, I'm white myself, anyone who's listening, who's male and/or pale, like that's just what the demographics were and still are in most of our companies. Also, that coupled with this mentality of, “Hey, we are a meritocracy. People get ahead in our company based on their merits, their accomplishments, the impact to the business.” When in reality, that's not what happens because if it were then the demographics across the company would be uniform, regardless of what level you are at. So the white men were getting ahead more than others. So I was like, “I need to make their companies more inclusive. In fact, I need to make all of tech more inclusive to really help my coaching clients,” and yeah, laugh, right? A big job, one person over here. Now, what's the first thing anyone does these days when they want to change the world? You start a Twitter handle. So I started the Twitter handle @betterallies. I started in 2014 with a goal to share simple everyday actions anyone could take to be more inclusive at work. In hindsight, I was leveraging my super power as I started this Twitter handle. I leveraged it because I started looking at the research that social scientists do about diversity in the workplace and not just gender diversity, but diversity of all kinds. The research that shows that they were uncovering, that shows the challenges that people of non-dominant genders, as well as race, ethnicity, sexual orientation, identity, age, abilities, and so forth. What are the challenges these people face in the workplace as they navigate that? Others are doing this great research and I really am—and this builds on what Arty was saying—I used to think I curated this, but really, I was triaging the research. I was triaging it to simplify it, get it to its essence, and figure out with all this great research that gets published, what is someone supposed to do with it? How is the average person who works in tech supposed to take action with this great research that's out there? So I triage and curate and I do it not just based on the research, but also what I'll call cautionary tales that appear in our news, in our Twitter feeds, and so forth. I'll give you two examples to make it real. One is based on research. There's research that shows that men interrupt women more than the other way around and so, based on that research, I go over to Twitter and I type in something like, “I pledge to notice when interruptions happen in the meetings I attend and redirect the conversation back to the person who was interrupted with a simple, ‘I'd like to hear Chanté finish her thought,’” and something like that that's research-driven. Then the more, the cautionary tales that pop up in the research or in the news that we consume, I remember a few years ago when there was so much that was coming out about Uber and its non-inclusive workplace. Just one of the many things we learned about was that the CEO at the time and founder, Travis Kalanick, he was using the nursing mother's room for his personal phone calls. That's not cool because then the nursing moms can't get in there to do what they need to do. So I would go over to Twitter and just a little bit of snark added, I was like, “I pledge not to use the nursing mother's room for my personal phone calls unlike Travis Kalanick at Uber,” [chuckles]. That kind of thing. So I'm just tweeting a couple times a day. I start getting Twitter messages to this anonymous Twitter account—by the way, it was anonymous at the time—and these Twitter requests would be like, “Hey, does anyone at the Better Allies Initiative do any public speaking?” and I'd be like, ‘The initiative? Huh, it's just me tweeting a couple of times a day. Okay.” But I wanted to speak about this topic and I want to retain my anonymity. So I would write back and say, “Yes, one of our contributors does some public speaking. We'll put you in touch with her,” and I go over to my personal Twitter account type something in like, “Hey, I'm Karen Catlin. I contribute to Better Allies. I love public speaking. What do you have in mind?” So I started speaking on this whole approach of everyday simple actions people could take, the Better Allies approach, and every time I gave a talk, someone would ask, “Hey, Karen, do you have a book? Because we want more of this.” For a few years, “I kept saying, no, I don't have a book. I don't have a book. I don't have a book, sorry.” But I did finally write my book. In fact, I've written two books on the topic—"Better Allies" and also, "The Better Allies™ Approach to Hiring.” The Better Allies book, I just released a second edition. It's been out there for 2 years. I've learned so much that I wanted to do a full update on the book. So I've just released that a few weeks ago. CHANTÉ: I have a follow-up question then, because Karen, you mentioned that you wanted to maintain your anonymity when you started off that handle and I would just love to hear maybe why that's so important when you're doing this work of allyship and accomplishing in this space? KAREN: Yes, and I don't know if it is important for everyone—and I'm not anonymous anymore. I have claimed credit for this. As soon as I published my books. Writing a book is a lot of work; I'm going to claim the credit. But I didn't in the beginning because okay, I'm going to say this. A lot of people thought it was a man behind the Twitter handle and I must admit, I was kind of channeling white men that I have worked with over my career and thinking about what would they really do? What could I get them to do? All of my tweets are first person, “I pledge to do this,” “I will do this,” I'm going to do this,” and there were people I have friends even who were like, “Hey, have you seen this @betterallies Twitter handle? I wonder who's behind it. I'd like to interview him for my podcast,” That type of thing. So I think that there were people out there who thought it was a white man behind the Twitter handle and I was comfortable with that because not only was I channeling these white men I had worked with in the past, but I also think that there's power in men listening to other men. I'll just say that. I have actually gotten speaking engagements when I've said, “I'm a contributor.” They're like, “Are there any men who could speak because we think men would like to hear this message from another man.” So anyway, that's kind of why I started out with that anonymous Twitter handle and with this character behind the scenes of this fake man. [laughs] But now it's okay. I say that I curate it, it's me, and I'm comfortable with that. I still do it first person because I think that white women can also be allies. We all can be allies for others with less privilege than ourselves in the workplace and I think it's important for us, everyone to be thinking, “This is a job I can and should do to be inclusive at work and to look for these everyday situations. I can take ally actions and make a difference.” ARTY: How's that changed things like, revealing your identity and that you're not actually a big white dude? [chuckles] KAREN: I know. Well, I never really said I was a big white dude! Or even a small white dude, or whatever. But I think it's fine. I claimed the association with the Twitter handle when I published my book and it was just time to just own it. It's not like people stopped following me or stopped retweeting or anything like that. It's only grown since then. So Arty, it's a good question, but I don't know. I don't know. REIN: And this is more than a little ironic because when you were talking about your coaching—and I'm going to read into this a little bit, but I think you can confirm that it's backed up by the research—to appear equally competent or professional, women have to do more and other minoritized groups have to do more. So what I was reading in was that part of the problem you had with coaching was that to get them to an equal playing field, they had to be better. KAREN: Yes. What you're describing, Rein is “prove-it-again” bias and this is well-researched and documented. Prove-it-again means that women have to prove themselves over and over again where men just have to show potential. This often happens and I'm going to give you just a scenario to bring it home. Imagine sitting in some sort of promotion calibration discussion with other managers in your group and you're talking about who gets promotions this cycle. Someone might say, “Well, I'd like to see Arty prove that she can handle managing people before we move her to the next level.” When Arty, maybe you've already been doing that for a few years; you've already managed a team, you've built a team, whatever. “I'd like to make sure she can do this with this additional thing,” like, make sure she can do it with an offshore team or something. “I want to see her do it again.” Whereas a man's like, “Ah, Damien's great. I know he can do the job. Let's promote him.” Okay, totally making this up. But you see what I'm saying is that this is what the prove-it-again bias is. So whether it is women have to be twice as good or something like that, I don't know if that's exactly what's going on, but they have to deal with this bias of once again, I have to prove that I'm worthy to be at this table, to be in this conversation, to be invited to that strategic planning meeting, to get that promotion, and I don't want to coach women to have to keep proving themselves over and over again. Instead, I want to change the dynamics of what's happening inside these organizations so it is a better playing field, not just for my clients who are mostly women, but also, anyone out there who's from an underrepresented group, who might be facing challenges as they try to navigate this world that really has been designed for other people. ARTY: Wow, that's really enlightening. I'm just thinking about this from a cognitive science perspective and how our brains work, and then if you're making a prediction about something and have an expectation frame for that. If I have an expectation that someone's going to do well, like I have a dream and image in my mind that they'll fit this particular stereotype, then if they just show potential to fit this image in my head, I can imagine and envision them doing all these things and trust that imaginary dream in my head. Whereas, if I have the opposite dream in my head where my imagination shows this expectation of this person falling on their face and doing all these things wrong, I'm already in a position of having to prove something that's outside of that expectation, which is so much harder to do. So this is the effect of these biases basically being baked into our brain already is all of our expectations and things are set up to work against people that culturally, we have these negative expectations around that have nothing to do with those actual people. KAREN: Thanks. Arty, have you ever read the book, Whistling Vivaldi? ARTY: I haven't. I am adding that to my list. KAREN: It explores stereotype threat, which is exactly what you've just described, and the title, just to give you some insight into this, how this shows up. The title, Whistling Vivaldi, is all about a story of a Black man who had to walk around his neighborhood, which I believe is mostly white and got just the concerns that people didn't trust him navigating this public space, his neighborhood. So what he would do, and I don't know if it was just in the evenings or any time, he went out to walk to be outside, he would whistle Vivaldi to break the stereotype that he was a bad person, a scary person because of the color of his skin. Instead, by whistling Vivaldi, he gave off the feeling that he was a highly educated person who studied classical music and he did that so that he could navigate his neighborhoods safely. It's awful to think about having to do that, but this book is full of these examples. It's a research-driven approach so, it's a great book to understand stereotype threat and combat it. DAMIEN: So in the interest of us and our listeners, I suppose being better allies, you spoke about stereotype threat and gave an example there. You spoke about prove-it-again bias and specifically, with prove-it-again bias, I want to know what are ways that we can identify this real-time and counter it in real-time? KAREN: Yes. With prove-it-again bias—well, with any bias, really. First of all, reminding yourself that it exists is really important. At Google, they found that simply reminding managers, before they went into a calibration, a performance calibration meeting, probably some rank ordering exercise of all the talent in the organization. Before they started a calibration meeting, they were all given a 1-page handout of here's the way bias can creep into this process. That simple act of having people review the list of here's the way bias creeps into the process was enough to help combat it during the subsequent conversation. So I think we have to remind ourselves of bias and by the way, this resource I'm describing is available as a download on Google's re:Work website. I think it's R-E-: work. There's a re:Work website with tons of resources, but it's available for download there. So that's one thing you can do is before a calibration meeting or before you're about to start an interview debrief session with a team, is remind people of the kinds of bias that can come into play so that people are more aware. Other things, and I'll talk specifically about hiring, is I am a huge proponent of making sure that before you interview the first candidate, you have objective criteria that you're going to use to evaluate the candidates because otherwise, without objective criteria, you start relying on subjectivity, which is code for bias. Things will start to be said of, “I just don't think they'd be a culture fit,” which is code for bias of “They're different from us. They're different from me. I don't think I'd want to go get a beer with them after work,” or “If I had to travel with them and get stuck on a long layover somewhere when we can travel again, I don't think I'd enjoy that.” People just instead say, “I just don't think they'd be a culture fit. So you get away from that by, instead in your objective criteria, looking for other things that are technically needed for the job, or some values perhaps that your company has in terms of curiosity or lifelong learning or whatever your company values are. You interview for those things and you figure out how you're going to measure someone against those objective criteria. Other way bias creeps into interviews is looking at or saying something like, “Well, they don't have this experience with Docker that this other candidate has,” but really, that wasn't part of the job description. No one said that the candidates needed Docker experience, but all of a sudden, because one of the candidates has Docker experience, that becomes important. So instead of getting ahead of that, make sure you list exactly what you're going to be interviewing for and evaluating people for so that the bias isn't there and bias, maybe all of a sudden Docker becomes an important thing when you realize you could get it. But it may be that it's the person who seems the most like the people in the team who has it and that’s another – you're just using that as a reason for increasing that candidate’s success to join your team because you'd like to hang out with them. You'd like to be with them. You would want to be getting a beer with them. Does that help, Damien? DAMIEN: Yeah, that's very helpful. The framing is an absolutely pre-framing before an evaluation, before an interview what biases can happen. That's a wonderful tool, which I am going to be using everywhere I can. And then what you said about culture fit and really, every subjective evaluation is, I think the words you used was “code for bias.” Like, anytime you have a subjective evaluation, it's going to be biased. So being able to decide in advance what your objective evaluations are, then you can help avoid that issue. Culture fit is just such a red flag for me. You said, I wrote down the words, “culture built,” right? Decide what the culture is – because culture is important in the company, decide what the culture is you want and then interview and evaluate for that. KAREN: Yeah. Oh, I love that. Build the culture instead of just fit the culture. I've also heard people say, “If you ever hear someone say, I don't think they'd be a culture fit, respond with ‘Well, I think they'd be a culture add,’” or Damien, to quote you, “I think they build our culture instead of just fit in.” Really powerful, really powerful. CHANTÉ: Yeah. I agree with you all and Karen, I'm not sure if you knew this, but one of the many things I do, which takes up most of my life, is I'm a DEI practitioner and I have a firm, and I also work in-house at a company, Village MD, as a director of DEI there. So one of the things that I talk a lot about is culture add and one of the things I'd love to see more companies do is to think about like, basically take an inventory of all the people on your team and try to identify where you're strong, where you're weak, and look for the skills gap analysis, basically and say, “What don't we have here,” and then, “Let's go hire for that skillset or that expertise that we don't have that we believe could help us build this thing better this year.” That's going to require people to do that exercise, not just once because your team dynamic shifts usually a few times a year. So if you're a high growth company, you should be doing that probably every quarter. But imagine what the difference would be if we approach interviewing and promotion building from that lens instead. KAREN: Yeah, and Chanté, the way you framed it is amazing. I love it. You said, “What do we not have that we need to build our product to deliver to our customers?” I don't remember the exact words you used, but that I think is important because I've also, in conversations I've had around culture fit and culture and everything, someone say to me, “Well, wait a second, Karen, what if you we're evaluating a white supremacist? It's clear, there are white supremacists and we don't have one of those yet on the team. Does that mean we should open the doors and let them in?” That's when it's like, you can use the way you've just framed as “Well, if we're building a product for white supremacists, then yeah, probably.” But to be more serious about this, it's like what's missing from our team structure, from the diversity within this team, that is going to allow us to deliver on our product, on our offering better? I think that's important. Another lens to apply here is also you can still do values fit. Make sure people fit with the values that you have as a company and that should allow you to interview out people who don't fit with your values and just to use that example of a white supremacist. That would be the way to do that, too. REIN: I think it's really important to say that ethics still matters here and values fit as a way to express that. One of the things that I would maybe caution or challenge is—and this isn't a direct challenge to you, Karen, I don't think—but it's been popular in the industry to try to remove bias from the equation. To do debiasing training and things like that and I think that that's the wrong way to go because I don't think it's cognitively possible to remove bias. I think instead what we should do, what I think that you're talking about here is being aware of the biases we have. Accounting for them in the way that we hire, because the same heuristic that leads to a bias against certain demographics is the one we use to say, “We don't want white supremacists.” KAREN: Yeah. Plus a hundred, yes. [laughs] I agree. What I was going to say, Rein to build on what you just shared is that it's important to see things like color, for example, to understand. Even if you feel you're not biased, it's important to see it, to see color, to see disability, to see someone who is going through a transition, for example, on their identity. It's important to see it because that allows you to understand the challenges that they are facing and if you say, “I don't see color, I just see them as their new identity, post-transition. I don't see their disability; I just see the person,” it negates the experience they're having, as they are trying to navigate the workplace and to be the best allies, you need to understand the challenges people are facing and how you can take action to help them either mitigate the challenge, get around the challenge, whatever that might be, or remove the challenge. ARTY: So you're not being empathetic to the circumstances by pretending that they don't exist. KAREN: Yes. Well said, yes. REIN: It’s the idea that you can be on bias that I think is dangerous. I want to call back to this idea of a meritocracy; the idea that every choice we make is based on merit and that whatever we choose is indicative of the merit of that person is the bias that is harmful. KAREN: Woo, yes. I can't wait to refer to that. I can't wait to come back and listen to you. What you just said, Rein that is powerful. REIN: Because becomes a self-fulfilling prophecy, right? We're a meritocracy so everything we've chosen is means – if we chose someone that means that they have merit by definition. There's no way out of that trap. KAREN: Right on. CHANTÉ: Yeah. When you say that, it makes me think, too of just the sort of committal to always transforming and iterating. So if you come in the door saying, “Listen, there's no way we can eliminate bias all the time.” We're going to make the assumption that we're always being biased and therefore, what things can we put into place and what tools can we use? What resources can we leverage here to make sure that we're on a pathway for greater inclusion, greater accessibility? Therefore, making our organization more diverse and more innovative. I think, like Rein, I just want to really underscore that because that is something that I've had to really try to lead with versus add to the conversation later. So I'm appreciating that you brought it up today. Thank you. REIN: It’s like some of the choices, some of the evaluations we're making are subjective. We can't make them objective in every case; I think what we want is a framework that allows us to do these subjective evaluations in a way that accounts for bias. DAMIEN: So that's amazing. Where do we go from here? ARTY: One of the things we talked about last time with regards to various people getting promoted, this effect of maler and paler as you get closer to the C-suite, is that one of the effects of that is when you're sitting down to hire someone, well, who do you know? Who's on the list of people that I know within my network? So one of the huge biases we end up having isn't necessarily a cognitive bias, it's just a effect of where our attention has been and who we've been hanging out and who we have relationships with that are preexisting. These existing network effects also keep us in the thinking and stuff and making decisions within the context of those networks. We promote people that we know. We promote people that we have relationships with. So even just some of the dynamics of if you've got existing C-suite dynamics that is dominated by men and you've got these dynamics where it’s difficult for men and women to have relationships for various reasons, things that get complicated, that those sorts of things can end up creating a self-reinforcing effect, too. I'm wondering what are some of your thoughts on some of the ways that we can expand our networks and expand the people that we know to shift some of those systemic effects? KAREN: Yeah. Most of us have homogenous networks. Homogenous networks meaning people who are just like us because we have something in common with them, whether that is hobbies that we share, music we like talking about, food we like to go out to enjoy whatever we have things in common. So most of us end up having a –and it's true. Most white people have networks that are full of other white people and this also is friendship circles. There's again, social science research out there that shows that we tend to have networks full of people just like us. As you just were saying, Arty this impacts so many aspects of work in terms of who we hire, who we recommend, who we promote, who we even ask to take on some like stretch assignment or tasks such as giving the update at the all-hands meeting for our team, or going in and exploring some new technology that might be on the horizon that we could leverage. Who are we going to trust with these stretch assignments are people that we know and the people that we know are the people in our network. So it is important to look to diversify our network. There's so many ways to do this. When I give talks, I share some of these ways. One is literally when new people join your team or from a different demographic than you, get to know them and get to know their work and their career goals and down the road, look for how you might be able to connect some dots. But really, take the time to get to know people who you might otherwise just like, “Oh yeah, they're joining the team, whatever,” but set up that virtual coffee or whatever. The other thing you can do is join Slack groups or other discussion forums at your company for people from that demographic. After checking first, if you'd be welcome and invited, of course, but many of these groups will be open to allies and if you are wanting to join that discussion groups so that you can sort of understand the conversation, understand the challenges, get to know some of this talent. That's a great way to do it. You can also go to conferences that are designed for members of other groups that you're not a part of. Again, asking first permission, if you'd be welcome as an ally, but in tech, there's so many of these, but there's lesbians who tech, there are Black women in tech or Black coders conferences. There are Latinas in tech. Meetups and things like that. So there's so many opportunities to go and hear incredibly talented speakers talking about the technology and the projects and the work that they do and it's a great way to expand your network. I'll share my favorite hack that I do when it's in-person and I'm going to a meetup or an event. I'm an introvert, I will let everyone know that. It's hard for me to go into a networking group like the meetup that's happening and there's some pizza and some drinks before it starts, or that conference reception. It's hard for me to go into a room like that. So when I do, I quickly scan the room and I look for someone who's standing by themselves or sitting by themselves, who is from a different demographic and I go over and say, “Hi.” That's the easiest introduction for me as an introvert is to go find someone who's all by themselves and maybe feeling a little awkward that they're all by themselves too and it's a great way to strike a conversation and again, to expand my network, meet some new people, not just my friends that might be coming to the same event. DAMIEN: So one of the things that I want to call attention to, too with what you're saying there is that this marginalization and privilege is self-reinforcing. You don't have to have – even though we all have cognitive biases, they aren't actually necessary for marginalization and privilege to self-reinforce and in fact, because that actually takes effort to undo these things. If we just go along, if we pretend not to see color, or whatever, we are actually reinforcing the problems that exist. KAREN: Yeah, and Damien, on that note. In my book, and it's also a free download on my website, betterallies.com. I have a list that I've curated of 50 ways you might have privilege in the workplace. I like people to read through this list and think about all the ways they have privilege that others might not. The top of the list are “I'm a male,” and “I'm white,” and those are the top two things. But then it gets into more nuanced things and nuanced things being, “I'm not the primary caregiver for someone else.” Well, why is that something we should be aware of as allies? Well, when you're the primary caregiver, that means you may have to drop things at a moment's notice to take a child or a parent to a doctor's appointment, for example, or you might be interrupted in your work. So there's privilege when you don't have that caregiving responsibility. Another one is that you actually have budget enough spare money so that you can do after work outings with a team that aren't company sanctioned. Like, “Yeah, I can afford to go out to dinner,” and gosh, this all sounds so weird now with the pandemic and how long it’s lasting. But “Yeah, I can go out for drinks or dinner with my team after work and pay my way,” or “I can do that whitewater rafting trip on the weekend that people are getting together with.” Even though it's not company work, it's still networking and that builds bonds that builds relationships and sure, work is going to be discussed. It also includes things such as “I am not holding a visa,” which means that I have confidence that I maybe can take some risks with my career. “I can move teams, move to another manager, try something new out because I have confidence that I'm not going to potentially lose my job, which means losing my visa, which means losing my ability to live in the United States.” So there's so many ways that we have privileged that I think at first blush, we might not realize and I think building on your point, Damien it's important for us to understand this privilege so that we can be understanding of how and why we should be diversifying our network and getting to know people who have different levels of privilege than ourselves. REIN: And if you're like a white dude who's like, “This is a lot to keep track of.” Yes. When you don't have them, it's obvious. KAREN: Yeah, you can be oblivious. Otherwise – not that you would be, Rein. I'm not saying that, but one can be very oblivious. REIN: I’m probably oblivious of like, at least 30 of them, so. DAMIEN: For people who are marginalized every axes, we really cannot be unaware. It's dangerous. Those of us who were unaware of it, suffer disastrous consequences. So in places where you are privileged, if one of the privileges is to not be aware of it and yes, it is a lot to keep track of and yes, as everybody else has to keep track of that stuff. KAREN: Yeah, and building on what you both just said, this is just like technology in some ways and let me explain what I mean by that. Let's not take it out of context because there's some nuanced stuff I'm about to share. But in tech, there are so many areas of specialty, whether that is in data science or product security or accessibility related engineering or internationalization engineering and, and, and like, there's so many areas of expertise. And Rein, you’re like, “As a white guy, how am I supposed to keep track of all of this?” Well, it's hard. I get it because the field keeps changing, things keep getting innovated on or brought to the surface and the same thing, I'm sure that Chanté sees this in the DEI space. We are learning all the time about how to create more inclusive workplaces where everyone can do their best work and thrive. It's the same as like what am I learning about writing the right kind of code that is going to have lasting impact, that is going to not cause incidents over the weekend [chuckles] when we all want to be doing something else? When it's not going to down the road because technical debt that is going to have to be retired? So yeah, it's hard work. I don't mean to say it's not, but we need to make sure we have people who are thinking about this around us, who are reminding us, who are teaching us the best practices so that we are getting ahead of this versus falling behind. REIN: One of the things you said last time that I really want to make sure we bring back up is that doing this work is everyone's job. KAREN: Yes. Yeah, and Rein, I think we got into that conversation talking specifically about product security, software security. You can have a team of people who are software security specialists/experts. In fact, when I was at Adobe in my department, that was one of the groups in my department was cross-engineering product security specialists and they know this stuff. They are paying attention to the landscape. They know when those zero-day incidents happen and what the response is like, and what bounties are being paid and they know all of that because they love it. They're paying attention to it, but they can't solve the problem for the whole company. They cannot make sure that every piece of code is hardened so that the viruses don't get injected. There aren't security violations. What they need to do is educate others, be there to support them when things go bad. But it's really about educating every engineer to be using the libraries the right way, to be allocating memory in the right way, whatever so that we don't have those security violations and it's the same thing with being inclusive. I have so much respect for anyone and Chanté, it sounds like you do this work, but like, you are responsible for diversity at a company and are looking top down at what are the measurements we're going to have? What are the quarterly or annual goals that we want to have to improve our diversity? How are we going to measure that, make it happen? But we also need people in every corner of the organization, in every code review meeting, in every interview debrief, in every casual hallway conversation, or a chat in a Slack, we need all of those people to realize they have a role to play in being inclusive and have some awareness of what it looks like to not be inclusive. What someone from a different demographic is experiencing in a way you might not and what are some of the ways you can take action? So I see so many parallels there and I firmly believe, it's something I say all the time like, you don't have to have the words “diversity inclusion” belonging on your business card to make a difference. It's inclusion as a job for everyone. CHANTÉ: Yeah. That's one of the things I wrote down that I wanted to make sure that we directed folks to. I love that on your website. That was one of the things that before I ever even knew you were going to be a guest here. That's why I started following you. I love that and I want to actually dive into that because one of the things that I hear often from people when I'm doing this work, they're like, “You're so good at this.” I'm like, “Yeah, but this is a skill that you have to work towards.” So it's just like any other thing you want to make a lifestyle. You have to wake up that day and make a decision. If you're somebody who wants to eat healthier, then you wake up every morning and you have decisions to make. If you are a yogi like me, you might decide that you want to get on your yoga mat or you might want to pick up a book and read the philosophy instead. So it's a lifestyle. I'd love it if you could maybe tell us a little bit about your journey because it's humbling to hear that you got into this work knowing that you wanted to coach women in tech, but you didn't necessarily aspire to be thinking about and writing about allyship, but that became a part of it. So what are some things that you did early on, or what are some things that you're doing now in terms of showing up every day and being a better ally? KAREN: Yeah. I think that one thing you have to be comfortable with and it's hard, but I do this a lot is being an ally means realizing you're going to be wrong some of the time, because you are constantly stepping outside of that comfort zone that is just so safe—"I know how to navigate this kind of conversation, using these kinds of words and everything”—and you have to keep stepping outside that comfort zone so that you are taking some risks and you're going to make some mistakes. You are. I make them pretty regularly. I might put something in a newsletter. I send out a weekly newsletter called 5 Ally Actions with 5 ideas and things people can take and I get emails back from people who disagree with me or say, “If I had written that, I would have changed it slightly this way,” or whatever, and I'm comfortable with that because I approach everything with this mindset of curious, instead of furious. I want to be curious about why someone's giving me the feedback and what's underneath there and what can I learn from it as opposed to getting furious at them for giving me feedback and like, assaulting my expertise, or whatever, or my voice. So curious, not furious, I think is an important thing here and I want to give a shout out. I learned that phrase from a podcast I was listening to and it was Kat Gordon, who has something called The 3% Movement, which is all about getting more gender diversity in the creative industry, like the ad industry. So hat tipped to Kat Gordon for that. So getting back to you got to get comfortable with making mistakes and when we make a mistake, acknowledge it, apologize. Heartfelt apology, folks. Apologize and then figure out what you're going to do differently the next time. That's what it's all about. So the journey is real. No one ever gets an ally badge or an ally cookie. In fact, I will tell you, I recently searched on LinkedIn in job titles for ally. I was curious to see how many people put in their job titles. There are people out there who have claimed it and I don't think that's right. Unless someone else has told them that, in which case, okay, someone else has said, “You are an ally,” maybe you can put that in your title and claim the badge, but it's really not about that. It's about being on a lifelong journey really, to be inclusive, to keep learning, to keep understanding how things are changing, and not putting the spotlight on yourself. Opening the doors for other people and just stand right behind that door and realizing that it's not about you. It's so hard to do this at times because we all want to be like, “Hey, look at the cool thing I just did for somebody else.” We want that feedback, but being an ally means stepping out of the limelight and letting someone else shine. CHANTÉ: Those are great. Thank you so much, Karen, for that. I want to ask one more question since we're there. In terms of not making it about ourselves and not necessarily centering ourselves and taking action in the moment and not giving ourselves the allyship title, if you will, who are some people that you either align yourself with or that you learn from, whether it's up close and personal or from a distance? Like who are people that you feel are providing you with gems and knowledge so that you are then sharing with folks like us, that we can at least either put in the show notes or give a shout out to? KAREN: Yes! Oh, I love this. So many people. One, I will say right off the bat is Minda Harts. Minda Harts is a woman, a Black woman, and she wrote a book called The Memo: What Women of Color Need to Know to Get a Seat at the Table, I think is the byline. She and I spoke on a panel together a few months ago and I learned so much from her. I learned a lot from reading her book about the experience with Black women in the workplace, but then also, on the panel and since then, I feel that we have a nice professional, Twitter kind of friendship going on, which I just value so much. So I learned from her and what she shares all the time. Another person I learned from is Jeannie Gainsburg. Jeannie Gainsburg is an LGBTQ educator and wrote a book called The Savvy Ally and The Savvy Ally is all about – the funny thing is she and I connected. We realized we went to college together or the same class, but we didn't know each other in college, but we have the same mindset of understanding something and then distilling it into how an ally can show up. With her perspective, it's all about being an ally for the LGBTQ community and I've learned so much from her. In fact, I've quoted both Minda and Jeannie in my second edition pretty heavily. I also have learned a lot from David Smith and Brad Johnson. They recently published a book called Good Guys and their approach is also incredibly similar to mine, but they focus completely on how men can be allies for women and they don't focus on other aspects of allyship. But very much I learned about, they're the guys who are talking to other guys and basically saying, “Hey dude, it's your responsibility as a man in a professional setting to be an ally.” Like, it's part of your job to meet with the women on your team and sponsor them and support them. So, they tell it in a real way. Oh my gosh, I feel like I learned from so many other people, too and I'm forgetting, I'm not thinking holistically. So anyway, those are four people it's nice to give shout outs to. CHANTÉ: We put you on the spot so thank you, Karen. [laughs] KAREN: Okay. Here's another one. Corey Ponder, he works in tech, but he also does speaking and writing about diversity and inclusion on the side and he is a Black man. I just learned about his experience and perspective in such a real, raw way and I value that a lot. DAMIEN: Karen, I'd like to ask you a bit about something you brought up really early in our conversation today. You mentioned that before you got into this work with Better Allies and that sort of work, before you became a executive coach, leadership coach, you noticed a decline in gender parity in the tech industry. Can you talk about what that decline was, how it might've happened? KAREN: Yeah. So first of all, Damien a question for you. Were you surprised when I said that? DAMIEN: [chuckles] Well, no, not at all. I actually just today read about one of the earliest computers at NASA which is a woman, a Black woman, that the astronauts explicitly by name depended on, for example, Apollo 13. So I wanted to hear your story about what happened. KAREN: Yeah. Okay, okay. I asked only because there are many people who, when I just drop that into the conversation, they ended up coming back to it minutes and minutes later or towards the end of any kind of interview. At any rate, what happened? So I have theory and actually I gave a TEDx talk about this, exploring the theory. I won't do all 20 minutes of my TEDx talk, but when I decided to study computer science, I was a senior in high school trying to figure out what I wanted to do with my life kind of thing, what I wanted to study in college. My father said to me, “Hey, well, Karen, you're really good at math and you enjoy making things. You're always crafting and sewing and knitting, and you like solving problems. I've just been reading this article about this new field called computer science which seems like it would combine all the things you're good at and maybe you would enjoy making software and by the way, this is what people earn in this field.” [chuckles] I have to admit, I grew up in a very humble financial household and so, I wanted to make sure I could support myself and earn a living when I graduated from college. So I'm like, “Okay, I'll study computer science. I'll learn how to build software.” That was 1981, the year I graduated from high school. Now get this, I had never touched a computer. Okay, we didn't have – I mean, 1981 was the year the IBM PC was released into the field. The Macintosh did not come out until 1984. So in my home, we did not have computers in the part-time jobs I had after school and summers, no one had computers and certainly, we didn't not have computers in my high school where I could learn to code where it would probably would have been in basic. This was a situation for many people across the United States. Going to college in the early 80s, if you wanted to study computer science, many people were coming with no experience. Maybe a little more than me. Maybe they had taken that basic class, but very little experience. It was almost like a level playing field at that point and we were encouraged to pursue this. My graduating class from college, I went back through my yearbook not too long ago to count, there were 38% of the computer science degrees went to women in my class and that statistic 38% is very similar to what was happening across the whole United States. According to the Department of Education, the year 1985, when I graduated from college, 37% of all computer science and information science degrees went to women. So that was pretty good. Now, fast forward 20, 25 years and that number dropped to a low of about 17%, I think and the overall number also went down of how many women were getting these degrees. And now, you don't have to have a computer science degree to work in tech necessarily, but in many tech environments and tech companies, the engineers are incredibly valued and are very visible and are paid very well. They are an incredibly important part of any tech company. So my point is that there used to be a lot more women computer scientists and it did drop. I do think it's this level playing field that I started at, but the decline happened because I believe a society, we as a society, started thinking and encouraging our young boys to get involved with robotics, with tinkering, with coding classes, with summer camps where you might learn to do coding or programming robotics. We encouraged our young boys more than our young girls and over time, that meant that a girl, if she wanted to go to the summer coding camp in her neighborhood, would show up and see only boys there, or see only a very small number of girls and be like, “Well, maybe this isn't for me.” Or coding assignments in colleges that were much more aligned with masculine interests and more feminine interests. Things that might be more – oh, I don't even really want to get into stereotypes. I don't even want to go there, but things that would be more appealing to an 18-year-old boy than an 18-year-old girl who just have different interests and just became self-fulfilling. What we're seeing now though, is that graph is moving in the right direction. The numbers are inching upwards because there's been so much focus across the United States – and hopefully, around the world, but across the United States, in terms of gender diversity is important in this field and we should be welcoming of all and we're making changes to all of these programs and encouraging our young girls to study this field, get involved with STEM, and pursue it when they get to college and beyond. DAMIEN: Yeah, you avoided giving an example so I'll give one that you reminded me of, which is for a very long time, the standard, the most common image used as an example of compression algorithms was that of a undressed woman and so, we can – KAREN: Lena. Her name is Lena. Yes, actually I know her name. She was someone when they were working on an image compression algorithm like, “We need a picture,” and someone just grabbed the Playboy magazine from their cube, took the centerfold out, and used that. REIN: You do. [laughter] Or at least as you did. The effect here is really interesting and also, really, it makes me very sad, which is that computing became seen as a prestige job. Once men realized that there was something to this, it requires expertise, they decided that they were going to do it and when they did—there's research that shows this both ways. When men enter a field, it raises the prestige and increases wages. When women enter a field, it lowers the prestige and decreases wages. KAREN: Yeah, that's a problem, but real. I don't mean to at all disagree. It's a real problem. ARTY: Just curious. Do we reinforce these things by saying them as a statement like that with a period versus bringing it up as a question? REIN: Yeah. ARTY: I'm just wondering. REIN: What I’m trying to do is describe and not be normative, but I think that's a valid point. ARTY: In my life coaching thing recently, we were talking about statements with periods and it's really easy to define the world of expectations of ourselves, define the world of expectations of everyone else for all time and all affinity as a statement with a period. As we go and do this, it creates these reinforcing effects, and then we go and do things and enact behaviors that reinforce those belief systems. So we're sitting here talking about biases and how all of this stuff gets baked in her brain and one of the ways that it gets baked into her brain is by making statements of “Well, this is how it is period.” I realize you’re making a statement of something to challenge, but I think it's something that we really need to think about that if we want to change the status quo, it starts with reimagining it different. Coming up with a different statement, with a period even as a starting point, and then letting that lead to questions of how do we go and manifest this new reality that is more what we want. KAREN: Can I embarrass myself? [laughs] ARTY: Yes, of course. KAREN: Okay, right. [laughter] KAREN: So I have two children. That's not embarrassing. They're in their early 20s now. That's not embarrassing. I had read, when they were younger, that there is research done that said that if you tell a girl just before she takes a math test, that girls aren't good at math, that her score will actually go down. This is the embarrassing thing. So before dropping my daughter off for like her PSATs and SAT exams, I just said, “Remember, girls are really good at math and you are really good at math, too.” [chuckles] So maybe already changing the narrative by using different periods statements, too [laughs] making up alternate realities. Oh gosh, I can't believe I just shared that story. My daughter would probably be so embarrassed. DAMIEN: That’s a modern story and I don't think there's anything to be embarrassed about there and I think Arty brings up an amazing and very valuable points. The suggestion I want to make in response to that is, because what Rein was describing is a fact and I’m sure it's important to know about and to know that it happened—and I'm already using that language now: it happened. In the past when men went into a field, it became more prestigious and higher paid. When women into a field, it became less prestigious and higher paid. And that's what has happened in the past and by stating it that way, now we can go, “Okay, what are we going to do now?” REIN: There's a thing I learned from Virginia Satir that I probably should have done here, which is when you find one of those ends with a period sentences Arty, like you're talking about, you add until now at the end. So when women enter a male dominated fields, wages go down until now. ARTY: And now they go up. Now they go up because everyone wants women because they're so awesome. Women bring so much awesomeness to the table so wages go up. The more women you have, the better the wages. CHANTÉ: Period. KAREN: Yeah. [laughter] Yeah, and—yes, and—the other kind of way to look at this is, I've been doing a lot of work with how might we statements and so the question is, how might we change the trajectory? How might we imagine the future of work where all people and all identities are welcome and we are building towards a future that is literally more equitable and more accessible for all? So how might we do that? We can maybe answer that question today, or we can invite folks who are going to listen in to weigh in when we post this online and talk to us on Twitter. ARTY: I love that, though. I mean, I think if we really want to change the status quo, part of that is realizing that we're the ones who make it. We're the ones that create our reality and our culture is just a manifest of all these beliefs and things that are in our head emerging from all of us. If we realize that we're actually the ones that are in control of that, that we're the ones that are manife

Eating disorders can reach anyone, yes. But eating disorder treatment does not. Cultural messaging, such as that motivated by media and film, perpetuate an ED stereotype: you must be a white, young, thin, affluent female to be deserving of an eating disorder. Racial and ethnic minority groups such as Hispanic/Latinx Americans, African Americans, Native Americans, and Asian Americans essentially become a blind spot in Eating Disorder research, diagnosis, and recovery. Let’s collectively work to deconstruct our own internalized beauty and thin ideals by examining our implicit biases of certain genders, ages, races, religions, ethnicities, sexual orientations, body shapes, and weights as deserving of an eating disorder. Listen to today’s episode to learn more about race-based stereotypes in ED diagnosis and treatment.      Bibliography (show notes): “Beyond ‘Eating Disorders Don't Discriminate.’” The Emily Program, 18 Feb. 2021, www.emilyprogram.com/blog/beyond-eating-disorders-dont-discriminate/.  Eating Disorders among Minorities - Toledo Center. 26 Dec. 2018, toledocenter.com/eating-disorders/eating-disorders-among-minorities/.  Eyre, Rebecca, and Erikka Dzirasa. If Eating Disorders Don't Discriminate, Why Is the Recovery Community so Homogenous? MHAM Webinar: Eating Disorders and Racial Disparities, Mental Health Awareness of Michiana, 15 Jan. 2021, youtu.be/0-8SGPs3q3o. Gray, Anissa. “Yes, Black Girls Get Eating Disorders.” Shondaland, 2 Jan. 2020, www.shondaland.com/live/body/a30171323/black-girls-eating-disorders/.  Gordon, Kathryn H et al. “The impact of racial stereotypes on eating disorder recognition.” The International journal of eating disorders vol. 32,2 (2002): 219-24. doi:10.1002/eat.10070 Kendall, Mikki. “When Black Girls Hear That 'Our Bodies Are All Wrong'.” The New York Times, The New York Times, 21 Feb. 2020, www.nytimes.com/2020/02/21/opinion/sunday/black-women-eating-disorders.html. Kent, Clarkisha. “Black Women Suffer From Eating Disorders Too, Stop Pushing Us Out Of Those Conversations.” Wear Your Voice, 19 Nov. 2019, wearyourvoicemag.com/stop-erasing-black-women-discussions-eating-disorders/. Meraji, Shereen Marisol. “When It Comes To Race, Eating Disorders Don't Discriminate.” NPR, NPR, 3 Mar. 2019, www.npr.org/sections/health-shots/2019/03/03/699410379/when-it-comes-to-race-eating-disorders-dont-discriminate.  “More Ethnic Minorities Are Suffering From Eating Disorders.” Edited by Crystal Karges, Eating Disorder Hope, 16 Apr. 2019, www.eatingdisorderhope.com/information/eating-disorder/ethnic-minorities.  “Our Mission.” Project HEAL, www.theprojectheal.org/our-mission.  “People of Color and Eating Disorders.” National Eating Disorders Association, 26 Feb. 2018, www.nationaleatingdisorders.org/people-color-and-eating-disorders Redd, Achea. “Women of Color: The Eating Disorder Survivors Who Suffer in Silence.” Swaay, 16 June 2020, swaay.com/black-women-color-eating-disorders.  Sala, Margarita et al. “Race, ethnicity, and eating disorder recognition by peers.” Eating disorders vol. 21,5 (2013): 423-36. doi:10.1080/10640266.2013.827540 Sim, Leslie. “Our Eating Disorders Blind Spot: Sex and Ethnic/Racial Disparities in Help-Seeking for Eating Disorders.” Mayo Clinic Proceedings, vol. 94, no. 8, 2019, pp. 1398–1400., doi:10.1016/j.mayocp.2019.06.006.  Thompson, Becky W. A Hunger so Wide and so Deep: a Multiracial View of Women's Eating Problems. University of Minnesota Press, 1997. 

Think outside the box. Days of critical thinking are fading. Unified thinking meaning we don't have to divide in disagreements but agree to be different in our own thinking --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/eden-millionn/support

People Group Summary https://joshuaproject.net/people_groups/14983 Listen to the "Gateway to the Unreached" with Greg Kelley, produced by the Alliance for the Unreached: https://alliancefortheunreached.org/podcast/  

Entrepreneurs are natural problem solvers. If you look around you into the world what problems do you see? It is an entrepreneur’s job to look at the universe and find the holes in it, find out where something isn’t working, isn’t being provided, notice what’s missing… The world of business isn’t homogenous, there are hugs curves, hills, and valleys, and there are huge holes, open your eyes to the opportunities and jump in. Raymond Aaron has committed his life to teach people how to dramatically change their lives for the better, he transforms lives by helping people tap into their own potential. Today, Raymond is helping people achieve greater wealth, branding, recognition, confidence, respect, and authority. Raymond teaches his clients how to become respected authorities and experts in their fields. Raymond Aaron has shared his vision and wisdom on radio and television programs for over 40 years. He is the author of 10 best-selling books, including Branding Small Business For Dummies, Double Your Income Doing What You Love and the co-author of New York Times best-seller Chicken Soup for the Parent’s Soul and author of the Canadian best-seller, Chicken Soup for the Canadian Soul. www.Aaron.com  Key Takeaways: What holes are you seeing that you haven’t filled? What holes are there, which you’re not seeing? Fill the holes, your wealth awaits.

The exit poll data from the election is in, and it looks like white evangelicals are as politically conservative and Republican as ever. Professor of political science from Eastern Illinois University, Ryan Burge, joins the Holy Post crew to discuss the findings. He says Democrats should give up on white evangelical voters who are now more Republican than Christian. Burge also looks at the formative power of cable news, why pastors are afraid to address the idolatry of politics in their pews, and why the data says the future of evangelicalism will be dramatically different. Also this week, Drew Dyck is back with his latest book selections to survive the pandemic. Plus, Tesla owners beware—you could accidentally butt dial a very expensive upgrade for your car. https://www.cnbc.com/2020/10/07/tesla-app-butt-dial-purchases-still-possible-refunds-hard-to-get.html https://religioninpublic.blog/2019/02/05/is-white-born-again-christian-just-a-synonym-for-republican/ https://www.nytimes.com/2020/11/06/opinion/evangelicals-republicans.html

Did you know that some households in Asan don't put tika on the Dashami? Likewise, even within the Newa community, residents of Khokana don't celebrate Dashain. Instead, they celebrate Sikali Jatra, a five-day-long festival with enthusiasm and fervour. For years, Dashain has been celebrated as the festival for commemorating the victory of goodness over the evil. Then why in the name of the festival the act of killing animals to please the divine gods and goddesses take place? Why do people put red tika and why are certain functions performed on the specific fifteen days of Dashain. Is Dashain a sexist and a casteist festival? Why do people fly kites during the festival? Does the change in the season have any connection to the festival? How is the festival celebrated in a rural and an urban setting? To find more about Dashain, that many Nepali people have been celebrating for years with happiness and enthusiasm, watch our latest episode, where we dissect the rituals, values, and the various aspects of Dashain and how the current pandemic will change the celebrations in the upcoming years. Joining us, we have Aashish Mishra, an aspiring writer, journalist, and cultural enthusiast who has also shared his knowledge and insights about Dashain. From the team of Guff & Stuff, we wish our listeners a Happy Vijaya Dashami, and we hope that the pandemic will end soon and we all will be able to celebrate Dasain with the same fervour like before. We would also like to apologise to our listeners if we make any factual mistakes, and it would be great if you kindly inform us about the errors. Find us on: Twitter: https://twitter.com/StuffGuff Instagram: https://www.instagram.com/guffandstuff/ Anchor: https://anchor.fm/guff--stuff/ #dashain #nepalipodcast #dashaintihar

How do you scale your team to drive success? Why is it important to avoid homogenous groups when it comes to decision making? This week we are so excited to be joined by Ashanti Bentil-Dhue, Founder of Diversity Ally, and Managing Director of Event Mind. During our conversation Ashanti shares her framework to help organizations drive diversity as a way to improve overall industry health, and key considerations when targeting international attendees. Did I mention that Love Island is referenced?!?!?! Trust me, a must listen! Please be sure to subscribe & leave a comment/rating to stay up to date with the top minds in the experiential marketing industry. Apple or Spotify or Amazon **Want access to additional content, & exclusive invites to strategy round tables? Check out the community page at www.robert-chain.com to join** @1:40 - Homogenous organizations, and ways to best utilize your resources @3:30 - Leveraging diversity for Industry health, and survival, and growth @6:00 - Going beyond ways to evolve, but why does collaboration matter @8:30 - Connecting with new audiences in an authentic matter virtually @12:45 Hyper curation & marketing hybrid events industry strategies @1545 Love island?!?! @19:30 Diversity Ally @20:15 final 4 --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app Support this podcast: https://anchor.fm/robert-chain/support

Despite their diverse histories and cultures, common tensions characterize debates about identity and nationhood across the Asia-Pacific. Homogenous visions of identity and nationhood sit uneasily alongside notions of citizenship that embrace cultural and ethnic diversity. In many societies, rising inequality feeds fear and resentment of immigrants, and legacies or memories of empire and colonialism have also fuelled resentment of foreign interference or ‘hegemony’. In stories of nationhood, what is forgotten or avoided is just as important as what is remembered. What role, then, does education play in shaping ideas of identity and nationhood across the contemporary Asia-Pacific? To what extent are citizens taught to see political identity as something diverse and complex, and what are the implications of different approaches to citizenship education? And, should we see education as a potential tool for promoting national reconciliation, or as a dangerous weapon for inciting hatred and division? Panel: Professor Tzu-Bin Lin (Associate Vice-President for Academic Affairs, National Taiwan Normal University) Professor Edward Vickers (Professor of Comparative Education, Kyushu University) Professor Kaori Okano (Professor of Japanese Studies/Asian Studies, School of Humanities & Social Sciences, La Trobe University) Chair: Dr Bec Strating (La Trobe Asia, La Trobe University) A joint La Trobe University/Kyushu University event. Recorded live via zoom on 9 September, 2020.

Link to bioRxiv paper: http://biorxiv.org/cgi/content/short/2020.08.05.237982v1?rss=1 Authors: Hoare, B. L., Kaur, A., Dijon, N. C., Holliday, N. D., Sykes, D. A., Veprintsev, D. Abstract: Sensitive assays to measure the thermostability of membrane proteins are important tools in protein purification optimisation and drug discovery. Here, we present a ThermoBRET method to quantify the relative thermostability of G protein coupled receptors (GPCRs), using cannabinoid receptor 2 (CB2) as an example. This method applies the principles of Bioluminescence Resonance Energy Transfer (BRET) between Nanoluciferase (Nluc) and a thiol-reactive fluorescent dye that covalently binds cysteines in the GPCR transmembrane domain, exposed by unfolding. We demonstrate that the melting point (Tm) of Nluc-fused GPCRs can be determined in non-purified detergent solubilised membrane preparations, revealing differences in thermostability for different detergent solubilising conditions and in the presence of stabilising ligands. In addition, we extended the range of the assay by developing the thermostable tsNLuc by incorporating mutations from the fragments of split-Nluc (Tm of 87 C vs 59 C). ThermoBRET allows the high-throughput determination of GPCR thermostability which will be useful for protein purification optimisation strategies and as part of a drug discovery screening platform. Copy rights belong to original authors. Visit the link for more info

The Property Planner, Buyer and Professor continue analysing off the plan purchases, and in particular, high rise apartments. This week, in the second of two episodes dedicated to this type of property, their focus is on the financial risks of purchasing off the plan.In this episode David Johnston, Cate Bakos and Peter Koulizos take you through:1. The ‘Pros' of purchasing off the plan. The team start off outlining a number of financial benefits of purchasing off the plan, however many are short-term and what you could call a ‘catch 22'.2. The risks of not being able to access finance (through no fault of your own). Lenders protect themselves by limiting their exposure to off the plans because they understand they are ‘risky' securities – less likelihood of capital growth and hard to sell in a fire sale. That includes limiting the number of properties in a building or postcode they will take as security, limiting the loan to value ratio (requiring a higher deposit), and working to a minimum limit of the number of square metres in the apartment that they will lend against.3. The contract can limit your re-sale options, with many contracts stipulating that only a particular real estate agent can on-sell your property. This is so the developers can maintain control of the sale prices within the block.4. Homogenous dwellings of identical apartments in a building or houses in a development have significantly reduced scarcity value, and it is likely that sellers will have competition from properties that are similar to theirs. Buyers must consider what makes a property unique and desirable?5. Over-supply can adversely impact the expected rental yield, particularly when many identical properties flood the market at the same time, causing a race to the bottom for landlords to find a tenant.6. Limited capital growth prospects from low land to asset ratios, as the land component which is appreciating can make up only a small percentage of the overall asset value.7. The likelihood that the value of the property will go backwards after you purchase, as the largest component of the asset (the dwelling) is depreciating.8. The cost of management fees that are not certain upfront. Owners corporation and strata fees are not typically specifically outlined at the time of an off the plan sale. To compound the issue, future special levies for maintenance or issues arising out of poor quality builds can quickly eat into your available funds.9. Lost opportunity costs in waiting years for an asset to be finished, that you could have invested in the meantime in an asset with superior capital growth prospects.10. And of course, our ‘gold nuggets'

Check out my writing at https://www.robert-lynch.com/If you want help me make more stories head to https://www.patreon.com/robertlynchFollow me on twitter or Facebook at: @BobLynchBScThis week's releases:Bloghttps://www.robert-lynch.com/post/work-vs-workTuesday Patreon Storyhttps://www.patreon.com/robertlynchTuesday Free Storyhttps://www.robert-lynch.com/flash-fiction-2/The-Sandwich-KingWednesday Reviewhttps://www.robert-lynch.com/post/review-metropolis-1927-filmThursday Patreon Storyhttps://www.patreon.com/robertlynchThursday Free Storyhttps://www.robert-lynch.com/flash-fiction-2/Spacewalk

Pankaj MishraGreat ecosystems are built on building blocks that are diverse and bring different communities and ideologies together. Homogenous building blocks create commoditised environments with absolutely short-lived differentiation and a common race to the bottom.India's SaaS ecosystem brings enough diversity in terms of business models and products, even ideologies, to keep storytellers like me excited and interested in people who make it.Rushabh Mehta, this week's guest on the SaaSBOOMi podcast, underscores the diversity in India SaaS as I mentioned above. In a world focused on B2BSaaS products joining the battle of the proprietary platforms, ERPNext, offers one of the world's only open source ERP.It's a path not many have taken because it's not financially rewarding and bootstrapping isn't a choice--there's no other way.Rushabh and his company Frappe Technologies have some amazing insights about building a company based on the First Principles.Listen to this podcast to learn from ERPNext and Rushabh's journey how to build a community and not just a company. And doing all that based on the First Principles that include no sales targets or incentives, and a truly non-hierarchical organization.The following blogs make for deep, additional read on what makes Frappe an amazing culture that's #BuiltToLast A 40 Person Company That Runs Without SpreadsheetsPerformance and CompensationTowards Collective Decision Making: From a team without managers to a team with collective leadership

Rabia Khokhar reads her paper Culturally Relevant and Responsive Pedagogy in a Racially Homogenous School

Gre podcast, advanced english vocabulary --- Support this podcast: https://anchor.fm/nick-nordstrom/support

Episode 48 - pros and cons of homogenous and heterogeneous groups and of course some commentary on postmodernism

How did 16 middle class, Southern Baptist, Anglo-American families plant a church in Las Vegas, Nevada, where people speak 54 languages across a socioeconomically diverse population? Find out in part one of Dhati Lewis’ two-part interview with Vance Pitman, senior pastor of Hope Church. Vance discusses how it took getting to Las Vegas to realize the multi-ethnic church is not a new way of doing church, but is the New Testament church, and how their church has intentionally responded to the nations coming to Christ in Las Vegas. Follow Vance Pitman on Instagram and Twitter at @vancepitman. Mentions: Hope Church, Las Vegas, Nevada First Baptist Church of Woodstock, Woodstock, Georgia Johnny Hunt, senior vice president of Evangelism and Leadership at North American Mission Board Teddy Johnson, lead pastor of Hope Creative at Hope Church

How did 16 middle class, Southern Baptist, Anglo-American families plant a church in Las Vegas, Nevada, where people speak 54 languages across a socioeconomically diverse population? Find out in part one of Dhati Lewis’ two-part interview with Vance Pitman, senior pastor of Hope Church. Vance discusses how it took getting to Las Vegas to realize the multi-ethnic church is not a new way of doing church, but is the New Testament church, and how their church has intentionally responded to the nations coming to Christ in Las Vegas. Follow Vance Pitman on Instagram and Twitter at @vancepitman. Mentions: Hope Church, Las Vegas, Nevada First Baptist Church of Woodstock, Woodstock, Georgia Johnny Hunt, senior vice president of Evangelism and Leadership at North American Mission Board Teddy Johnson, lead pastor of Hope Creative at Hope Church

It has been 10 years now, since I lead SEALs into combat. Ten years since utter clarity. Yes you did hear that correctly. Combat to great leaders is simple and clear. Taking SEALs into combat was for me a brilliant culmination of 20 years in the SEAL teams. Combat leadership as I reflect on it had five elements to it. They will not be what you expect to hear. The movies and politicians and people who have never been there simple don’t know. Often I do realize there are soldiers and sailors and marines and Airman who never got in alignment with the five elements. In movies, and I can hardly even watch combat movies because they are not accurate at all, comparing movies to real combat is like comparing Apples to Dogs. And, the people who have never seen real combat simply live in another world of confusion and excitement mixed with questions that have no answers. Leading SEALs in combat is now and even was than an honor I can hardly describe. SEALs are the last homogenous group left. Homogenous in the fact they all go through the same unfiltered training; homogenous in the first principle of team work which is diverse thoughts and opinions that culminate in one singular action; and homogenous in the fact that they all simply don’t give a shit what other people say about them. They are all more committed to each other than they are pretty much any thing else in the world. So that is the first unexpected element of combat leadership; the deep unrelenting love and connection and draw each SEAL has for his platoon and other SEALs. With out that key element as a combat leader, you will just be a bus driver. The second element to combat leadership is commitment prior to knowing how. What do I mean by that? Let me explain, the reality and the biggest differentiator of the wolf and the sheep but in the military and in the business sector is the wolf is already committed. And the Sheep is waiting to be told. In the SEALs and in combat, I was already committed to getting to it. You never as a combat leader receive a mission that is solvable. Each mission you receive has no solution, or worse, each mission looks like everyone is going to die. But here is the second most important thing in combat leadership: Commitment is the only thing that will solve the unsolvable. SEALs from the first day of training until the die or retire or quit are constantly faced with problems that have no solution. They are used to remaining committed in order to solve the problems. I was shocked in the civilian world and in business the opposite is the norm. Everyone wants the solution before they commit. They work on problems from the point of view of lack on commitment and the process exhausts them and they never commit. Sad, but true. The Third element of combat leadership is high level of fitness. This element is reinforced every single day. This fitness and constant athleticism may actually be the lynch-pin to success in combat. I often think without this element the other factors cannot work. Point blank in your face physically tough and constantly working out is so important to being successful in high risk stressful environments. It is not written down anywhere, often this high level fitness isn’t even talked about, but if you aren’t visibly doing it the team will make you do it. Oddly enough no one in the combat teams cares how you emotionally feel about staying fit. They only care that you are capable to carrying your load and enduring tough times, so that they don’t have to carry you through at the risk of the mission and their lives. So you stay fit as a matter of principle. Or you pay. The forth element is trade craft expertise. In other words, to be effective as a combat leader you have to ensure and enforce that your team constantly improves their skills. What do I mean by that? Here is the reality of leading men in combat: You don’t lead them. Wait, what? That is right you don’t lead highly trained, highly fit, committed people into combat. You as a leader simply keep them all focused in one direction for short periods of time, usually the length of the mission. That is the truth. They don’t follow you, these men align with you because they know you will put them in the area that allows them to make use of the skills they bring to the table. It is that simple. If you don’t constantly show them that you can manage the chaos and put them into the right place and area where they can do their thing they will just not unite. Know your men and do for them what they require, anything else is simply a waste of your life and their life. The fifth element is what most expect. I call it fusion. You as a combat leader have to fuse together all moving parts into a plan of action that even a 13 year old can execute. And that is not easy. You have to deal with the Egos of the top brass or other entities which I call jello. You have to then create and control a time line that is precise. And trust me controlling Time is harder than dealing with ego.  I call time AIR. Then you have to fuse your time line with the rehearsal of the actions of others.   I call it the Machine. Wolves hate to rehearse and they hate you for making them do it. Yet if you don’t men die prematurely and missions fail when they don’t have to fail. The final point of fusion and the final point of combat leadership is you have to fuse and be ok with killing and death.   I call this emotional mastery. Combat is the rude awakening to killing and death. Combat is mean, situations in combat are so staggeringly brutal you will shut down if you haven’t made your peace with killing and dying. You leave on each mission having already considered your death and those of your team and considered the enemy will die at your hands. You must fuse all these factors: You must fuse Jello, with Air, with the Machine, with Your Emotions. And you must go anyway. Combat leadership is this: Deep love and connection to your team Commit before there is a solution Relentless physical capability Constant trade craft mastery And Fusing elements not meant to exist together.   And in the final consideration you must bring everyone home.

Nitin Seam discusses the results of the IMPACT trial with study author Ralf Eberhardt and author of a related editorial, Nick Hopkinson.

In episode 23 of the Better Than Success Podcast, your host Nikki Purvy talks about how to tell if your business is a multimillion dollar business in the making.  Is it scalable? We talk about the 1 simple trivial thing that will determine how scalable your business is.  We also give you specific steps to improve this single thing. We move into exploring why your "why" or your motivation will determine if your business is scalable or not.  Specific answers to the question "what is your why" will determine if your business is scalable or not.  We go through these answers and you can rate your response. We then move into operating leverage. What is operating leverage and how it fits into the equation of scaling your business? Nikki gives an example of what operating leverage is so that anyone can understand it.  We also talk about scaling your processes using checklists.  Learn what "Qualitative variable products or services" vs "Homogenous products or services" are.  What type of product or service do you have? And how does determining this effect how scalable your business is? Show notes at Betterthansuccess.com/23 Get the upgradable download at bettethansuccess.com/scaleblueprint

Check out http://www.lynda.com/minuteearth for 10 days of free online courses. Please support us on Patreon: https://www.patreon.com/minuteearth Thanks also to our Patreon patrons: - AshrafDude - Nasser Hamed Alminji - Jeff Straathof - Mark - Maarten Bremer - Emil Kampp - Today I Found Out - Nicholas Buckendorf - Antoine Coeur ___________________________________________ MinuteEarth provides an energetic and entertaining view of trends in earth’s environment – in just a few minutes! Subscribe to see all our new videos! http://goo.gl/EpIDGd Created by Henry Reich With the MinuteEarth team: Alex Reich, Peter Reich, Emily Elert, Ever Salazar, Kate Yoshida, and Henry Reich. Music by Nathaniel Schroeder: http://www.soundcloud.com/drschroeder ________________________ And follow us on Vessel: https://www.vessel.com/shows/68917745... And YouTube: http://www.youtube.com/user/minuteear... And find us on itunes: https://goo.gl/sfwS6n Also, say hello on: Facebook: http://facebook.com/minuteearth Twitter: http://twitter.com/MinuteEarth ________________________ Want to learn more about the topic in this week’s video? Here are some key words/phrases to get your googling started: - Condensation – the process of water molecules glomming together into visible droplets - Condensation nuclei – tiny solid particles that water vapor condenses onto (also called aerosols) - Homogenous condensation – condensation without any kind of condensation nuclei - Dew point – the temperature below which water vapor starts to condense into droplets - Heterogenous condensation – condensation that happens with the help of condensation nuclei - Critical Embryo – a cluster of water molecules big enough to easily gain more molecules - Cloud chamber – a cool thing to check out if you want to build a particle detector at home (it involves pumping a bunch of water vapor into pure air; when a particle passes through, it leaves a streak of ionized water molecules that, in super-saturated air, can act as condensation nuclei!) __________________ References: Knupp, K. Surface Thermodynamics and Nucleation of Water Droplets and Ice Crystals. Lecture Notes. Retrieved March 2015 from: http://vortex.nsstc.uah.edu/mips/pers... McDonald, JE (1962) Homogenous Nucleation of Vapor Condensation. I. Thermodynamic Aspects. Institute of Atmospheric Physics, The University of Arizona, Tucson, Arizona. McDonald, JE (1962) Homogenous Nucleation of Vapor Condensation. II. Kinetic Aspects. Institute of Atmospheric Physics, The University of Arizona, Tucson, Arizona. __________________________________________________________________ Image Credits: Dewdrops - David Saddler https://www.flickr.com/photos/8050245...

Covalent Organic Frameworks (COFs) are a novel class of highly stable, purely organic crystalline frameworks made of molecular building blocks. For example, the condensation of boronic acids with appropriate polyols in principle allows the design of precisely controllable structures since their chemical and physical properties can be easily tuned through the selection of the building blocks. The young research field of COFs has attracted scientists due to their extraordinary and versatile properties, however, strategies to control the topology and the properties of the backbone as well as the inner surface are still not well established. With support of Prof. Knochel and his group, who contributed numerous new organic COF linkers, this thesis aims to extend the functionalization strategies for the design of Covalent Organic Frameworks. Investigation of the structural modification and the associated change in physical and chemical properties should lead to progress regarding the applicability of these materials. Employing the concept of reticular chemistry in combination with High Throughput Synthesis Techniques, the formation of a very large Covalent Organic Framework BTP-COF with 4 nm open pores was successfully carried out. The solvothermal co-condensation of 1,3,5-benzenetris(4-phenylboronic acid) (BTPA) and 2,3,6,7-tetrahydroxy-9,10-dimethyl-anthracene (THDMA) was carried out using microwave irradiation instead of conventional synthesis in an oven, thus synthesis time of BTP-COF was reduced from initially 72 h to 5 min. Extending the open pore diameter of a crystalline material to 4 nm, in combination with the resulting high accessible surface area of 2000 m2/g offers great potential to exploit organic reactions in the pores and enables the incorporation of large functional guests, such as polymers or dyes. Bearing these results in mind the scope of functionalization possibilities was expanded from the geometric extension to the chemical modification of the inner surface of COFs. Decorating the organic building blocks with small functional active groups, such as methyl-, -methoxy- and hydroxy- allowed for the successful synthesis of several organic frameworks. Chemical and physical properties of the backbone and the inner surface can be precisely tailored by chemical modification of the building blocks. In order to investigate post-synthetic modification strategies, the methyl- and hydroxy-groups were used as reaction anchor points to covalently attach molecules after framework formation. The co-condensation of benzene-1,3,5-triyltriboronic acid (BTBA) and the 9,10-dimethyl-anthracene-2,3,6,7-tetraol (DMAT) succeeded in the formation of AT-COF-Me. In a radical bromination reaction the methyl groups of an anthracene linker were successfully brominated giving AT-COF-Br without degrading the crystalline framework of AT-COF-Me. The formation of the resulting benzylic bromine was monitored with IR spectroscopy and solid state NMR, respectively. Elemental analysis results correspond to the bromination of half the -CH3 groups. Reaction of (2',5'-dihydroxy-[1,1':4',1''-terphenyl]-4,4''-diyl)diboronic acid (HTDBA) and 2,3,6,7,10,11-hexahydroxytri-phenylene (HHTP) The terphenyl-based hydroxyl substituted T-COF-OH, formed by (2',5'-dihydroxy-[1,1':4',1''-terphenyl]-4,4''-diyl)diboronic acid (HTDBA) and 2,3,6,7,10,11-hexahydroxytri-phenylene (HHTP), was tested in several nucleophilic substitution reactions. Esterification of the –OH group was achieved with either acetylchloride or in a Steglich type reaction with 4-pentynoic acid. X-ray diffraction analysis after the post-synthetic modification shows that the crystallinity of the framework was preserved. This indicates that T-COF-OH is compatible with the reaction conditions. The detection of the newly formed ester moieties in IR and in solid state NMR spectra proves the successful post-synthetic esterification of the –OH groups. Another approach to tailor functionality in COFs is to assemble monomers with distinct properties in COF synthesis. Modification of the backbone of the framework was realized with two heterocyclic building blocks. Benzothiadiazole (BTD) and thienothiophene (TT) monomers are known as building blocks of semiconducting polymers. These molecules were equipped with boronic acid or boronate ester moieties in para position. The linkers were then used in co-condensation reactions with HHTP. The synthesis of BTD-COF was carried out in a two step microwave synthesis procedure: first the pinacolboronate 4,7-Bis(4-(4,4,5,5-tetramethyl-1,3,2-dioxaborolan-2-yl)phenyl)benzo[c][1,2,5]thiadiazole (BTDA) was cleaved with HCl, in a second step addition of HHTP resulted in the crystalline product in only 60 min. TT-COF was synthesized in a conventional co-condensation reaction of thieno[3,2-b]thiophene-2,5-diyldiboronic acid (TTBA) with HHTP; the black TT-COF showed aborbance over the whole spectrum of the visible light. Upon irradiation with light the system showed significant photoconductivity. The 3 nm pores of the hole-transporting TT-COF offer enough space to incorporate large fullerene-based electron-transporting materials such as PCBM. This inclusion leads to a significant quenching of the luminescence of TT-COF, indicating light-induced charge transfer at the interface of these two materials. The oriented growth of thin films of porous COF-10, a product of the condensation of 4,4’-biphenyldiboronic acid(BPBA) and HHTP, and TT-COF on self-assembled monomer (SAM)-functionalized gold surfaces is shown. Films grown on boronic acid terminated SAMs result in a parallel orientation of the pores along the substrate. Scanning electron microscopy was used to investigate the morphology of the films. Homogenous films with thicknesses of around 150 nm and a total coverage of the substrates were obtained. In summary, several functionalization strategies are shown to control or tune the topology and properties of Covalent Organic Frameworks. Tuning the topology and functionality to large open pore systems or intrinsic semiconductivity allows incorporation of large functional molecules and study the host-guest interactions. The post-synthetic modification of COFs offers a synthetic pathway to integrate organic functionalities, which cannot be synthesized directly by co-condensation. These strategies provide the means necessary for a precise control of the pore environment and design a porous material for specific applications. A facile and rapid method to produce thin oriented COF films will pave the way for this material to fabricate technological devices, such as photovoltaic devices, sensors of OFETs.

Pratoussevitch, A (Liverpool) Tuesday 25 January 2011, 10.00-11.00

Sun, 1 Jan 1984 12:00:00 +0100 https://epub.ub.uni-muenchen.de/6499/1/Riedle_Eberhard_6499.pdf Neusser, H. J.; Riedle, Eberhard