Podcasts about insitute

The next few years will be big ones for Detroit. In the last ten years, there’s been a national reawakening to Detroit’s possibilities. The incumbent mayor, Mike Duggan is moving on, and the city will have a very public conversation about the way forward, as his successor is chosen. And leadership will come in other forms, as well. One of the city’s non-profits, the Institute for AfroUrbanism, has come up with a series of grants supporting research into the infinite possibilities of Black futures. Today, a look at how the institute is empowering visionary leaders with innovative ideas for equity, opportunity, and transformation in the city. GUEST: Lauren Hood, founder and executive director of the Insitute for AfroUrbanism Looking for more conversations from Stateside? Right this way. If you like what you hear on the pod, consider supporting our work.See omnystudio.com/listener for privacy information.

Rejoin Dan Schreck, director of The Institute at Ave Maria University, as he continues highlighting the university's approach to integrating faith with academic and professional development. Learn how The Insitute connects students with Legatus mentors and delivers on the claim of forming leaders.

Buccino Nursing Students Juliana Vitolo and Samantha Gizzi discuss the benefits of the Insitute for nursing students, the importance of self-care, and advice for nursing students with Theresa Wang, a recent Buccino graduate and current NICU ICU nurse.

A Senior Fellow with the World Resources Institute, Dr Karl Hausker (pictured), delivered a public lecture on October 10 at the University of Melbourne on "Recent developments in US climate policy." And it was during the lecture, thanks to what Dr Hausker said, that I realised I was a purist as opposed to being a pragmatist when it came to my approach to the climate crisis. "Earth's ‘vital signs' show humanity's future in balance, say climate experts"; "‘It's mindblowing': US meteorologists face death threats as hurricane conspiracies surge"; "Explainer: How hotter oceans can fuel more intense Atlantic hurricanes"; "25 of 35 Vital Signs for Earth Have Reached Record Extremes, Scientists Warn"; "Global Deforestation Increased in 2023, Report Finds"; "BP Scraps Target of Reducing Oil Production by 2030"; "A 20-Foot Sea Wall? Miami Faces the Hard Choices of Climate Change."; "‘It's almost beyond belief': Findings blast Australia's biggest carbon offset scheme"; "‘Earth is sending out an SOS': the battle to reverse wildlife losses"; "Florida's governor prepared for this inevitable storm by burying his head"; "Anatomy of a monster: Inside the one-in-1000-year hurricane that smashed Florida"; "Tanya Plibersek defends Aboriginal heritage order blocking ‘irreversible damage' of goldmine tailings dam"; "You're probably underestimating the willingness of your fellow citizens to act on climate"; "Queensland's LNP leader David Crisafulli says plan to end coal energy by early 2030s is ‘fanciful"; "In a comparison of life-cycle emissions, EVs crushed combustion cars"; "From the sea to your plate: how to choose more sustainable salmon"; "Solar panel prices have fallen by around 20% every time global capacity doubled"; "At least 18 people dead in Hurricane Milton's aftermath"; "Hurricane Milton: Flooded industrial sites and toxic chemical releases are a silent, growing threat"; "Meteorologists Get Death Threats as Hurricane Milton Conspiracy Theories Thrive"; "Hurricane Milton has left two worlds in its wake. Elon Musk lives in one of them. The other is called reality"; "How we created a beautiful native wildflower meadow in the heart of the city using threatened grassland species"; "Ocean Warming Has Doubled in Past 20 Years: EU Copernicus Report"; "The renewable energy hidden in our wastewater ponds – here's how it could work"; "New Energy Outlook2024"; "Rebates for buying e-bikes and e-scooters are good but unlikely to greatly boost sustainable transport on their own"; "Global River Flows Fell to Record Lows in 2023, WMO Report Says".

Body language speaks volumes! So, what information can we glean from the body language of both Donald Trump and Kamala Harris during Tuesday night's U.S. Presidential Debate? We get some insight from ‘Body Language Analyst', Robyn Braley. Next, there's always something new at the Zoo! We catch up with Kayla Moad, Animal Care Specialist at the ‘Wilder Institute/Calgary Zoo', to learn all about their new ‘guests', who just arrived from the San Diego Zoo, ‘Dalmation Pelicans'. Finally, ”They'll Sell You The Whole Seat, But You'll Only Need The Edge”! ‘Monster Jam' is rolling into Calgary this weekend! Ahead of the ‘high octane' show, we meet the driver of the iconic “Grave Digger” Monster Truck, Weston Anderson.

Dave Trabert, Kansas Policy Insitute | 7-16-24See omnystudio.com/listener for privacy information.

Dr. Kevin Kosar, Senior Fellow at the American Enterprise Institute (AEI), joins Bob at the 2024 NAPS Legislative Training Seminar. The chat, which was recorded live before approximately 500 NAPS legislative advocates attending the Washington legislative conference, covered the importance of measuring postal performance, the necessity of constructive congressional oversight of the Postal Service, the Postal Service's transition to package delivery, and the new-reality of the Postal Service being "mostly" self-sustaining. Dr. Kosar, in addition to being a scholar at the AEI, was formerly the Congressional Research Service's resident expert on the Postal Service.

Australian Paralympics legend and 9 time gold medalist Louise Sauvage joins Mark Levy for this weeks edition of NSW Institute of Sport's Road To Paris.See omnystudio.com/listener for privacy information.

Welcome to Art is Awesome, the show where we talk with an artist or art worker with a connection to the San Francisco Bay Area. Today, Emily chats with India-born, Oakland based painter Rupy C. Tut. About Artist Rupy C. Tut:Rupy C. Tut is a painter dissecting historical and contemporary displacement narratives around identity, belonging, and gender. As a descendant of refugees and a first generation immigrant, Rupy's family narrative of movement, loss, and resilience is foundational to her creative inquiries. Tut's artistic practice expands, innovates, and reframes the traditions of Indian miniature painting. She mixes her own pigments and turns to hemp paper and linen to contend and make visible one's place in the world. ​Rupy C. Tut lives and works in Oakland, California. Her work has been presented through exhibitions and talks at the de Young Museum, San Francisco; Asian Art Museum, San Francisco; London City Hall; Stanford University; The Peel Art Gallery and Museum Archives, Toronto; a solo exhibition Rupy C. Tut: A Recipe for Brown Skin at the Triton Museum of Art, Santa Clara; and a solo exhibition Rupy C. Tut: Search and Rescue at Jessica Silverman, San Francisco. Rupy C. Tut is represented by Jessica Silverman.Visit Rupy's Website: RupyCTut.comFollow Rupy on Social Media: @RupyCTutFor more on Rupy's current & upcoming exhibits: Insitute of Contemporary Art San FranciscoAsian Art MuseumUCLA Fowler Museum--About Podcast Host Emily Wilson:Emily a writer in San Francisco, with work in outlets including Hyperallergic, Artforum, 48 Hills, the Daily Beast, California Magazine, Latino USA, and Women's Media Center. She often writes about the arts. For years, she taught adults getting their high school diplomas at City College of San Francisco.Follow Emily on Instagram: @PureEWilFollow Art Is Awesome on Instagram: @ArtIsAwesome_Podcast--CREDITS:Art Is Awesome is Hosted, Created & Executive Produced by Emily Wilson. Theme Music "Loopster" Courtesy of Kevin MacLeod (incompetech.com)Licensed under Creative Commons: By Attribution 4.0 LicenseThe Podcast is Co-Produced, Developed & Edited by Charlene Goto of @GoToProductions. For more info, visit Go-ToProductions.com

Bill Owens established Buffalo Bill's Brewery as the first brewpub in America since Prohibition on August 2, 1983. His book How to Build a Small Brewery (1993) opened the door to the brewpub movement and he kind of reinvented Pumpkin Ale. Owens sold Buffalo Bill's in 1994 continuing to publish American Brewer Magazine which he sold in 2001. Owens used the proceeds from the magazine's sale to photograph America and this journey planted the seeds for his next venture, the American Distilling Institute, and Distiller Magazine. ADI was established in 2003 as a professional membership organization and publishing house to promote the art of craft distilling. Artifacts from Buffalo Bill's Brew Pub were acquired by the Smithsonian Institute and sit alongside Owens' photographs previously collected by the Smithsonian American Art Museum. He has received a Guggenheim Fellowship and two National Endowment for the Arts grants. Bill's current book is The Delco Years, a dystopian novel of life after a pandemic kills everyone but people who drink unpasteurized beer. He is also working on his memoir and a book of his collected poetry...

Howard is the National Development Director for Institute for Shelter Care |  He spoke to Hammer and Nigel about the ongoing issues of human trafficking, what signs to look out for, how you can help victims, and more. See omnystudio.com/listener for privacy information.

“The Changing Face Of Qualifications. Who Can We Trust?” - In this SPECIAL episode, we bring together a live panel of leaders in education within the therapy industry to discuss the often confusing qualification structure, course levels, accreditation and awarding organisation validity. THE PANEL: Susan Findlay • Director & Senior Lecturer of NLSSM (North London School of Sports Massage)  • Sits on the board of the GCMT (General Council for Massage Therapies) • Has been a Profession Specific Board member for the CNHC (Complementary and Natural Healthcare Council)  Anna Maria Mazzieri • Director of The ST School (School Of Soft Tissue Therapy) • Closely involved with ISRM (Institute for Soft Tissue Therapists, formerly Insitute for Sport & Remedial Massage) to bring their syllabus up to date.  • Part of the international group ‘ForceNET' lead by Dr Chad Cook Mike Grice • Director of Movement Therapy Education • Was on the Technical Expert Group -TEG - for Skills Active • Former lecturer on the FdSc and BSc Sports Therapy programmes at University College Birmingham  • Lead tutor/instructor for Elite Therapy Education, Biomechanics Education, Oxford School of Sports Massage (OSSM) Gary Benson • Founder of the Sports Therapy Association • Previously worked as teacher & assessor in Further Educuation and the Private sector • Passionate about raising standards, challenging misinformation and discrimination in the industry & employment sector.  Topics discussed (with time stamps): 0:00 Intro  1:47 Reminder of Ep.167 'RED-S In Sport: What Therapists Need To Know' with special guest Lucy Gillbanks 3:28 Welcome to the Panel 4:20 Introduction: Mike Grice   5:17 Introduction: Anna Maria Mazzieri 7:12 Introduction: Gary Benson 8:20 Introduction: Susan Findlay   9:40 Our thanks to educators who could not make it tonight   11:06 What do the Course Levels 1-6 mean?   15:00 CPD courses should not be calling themselves Level 5 or Level 6  18:00 Was the 2007/8 introduction of Level 4 and Level 5 courses done for commercial reasons?   20:42 We need to move away from the current level system based on 'techniques' taught to a system based on 'application of knowledge'.    23:55 Does Level 5 prepare you for pitchside work or do you need a degree?    29:14 Levels 3, 4 and 5 were set up for commercial reasons. We need to change this.     30:49 Alternatives to BTEC Level 3, 4 and 5 34:38 Advantages & Disadvantages of the BTEC Model 36:50 What role & responsibility do insurance companies have? Are they part of the problem? 39:11 Conflicts of Interest: Should a professional association or organisation that provides support for therapists ALSO sell their own eduction courses? 39:41 Can professional associations & organisations achieve unified standards? Why can there not be just one association for therapists?   45:02 Conflict of Interest revisited. Can it be avoided? 48:39 Does 'accreditation' truly identify a good course? 53:20 Advice from the panel: 'How To identify A Good Course' 64:17 Thank you everyone who joined live. What to do if you need support.                         Useful Links STA Website Mike Grice: Movement Therapy Education Website Anna Maria Mazzieri: The ST School Website Susan Findlay Website    Our sincere thanks to Mike Grice, Anna Maria Mazzieri and Susan Findlay for giving up their time to be on our Panel! Want to join the live recordings? Episodes of the Sports Therapy Association podcast are recorded live every TUESDAY at 8pm on the Sports Therapy Association YOUTUBE CHANNEL. Everyone is welcome - you do not have to be an STA member! If you cannot join us live, be sure to subscribe to the 'Sports Therapy Association Podcast' on all popular podcast apps to be notified when new episodes are available. Please Support Our Podcast! If you appreciate what we do, please take a couple of minutes to leave us a rating & review on Apple Podcasts. It really does make all the difference in helping us reach out to a larger audience. iPhone users you can do this from your phone, Android users you will need to do it from iTunes. Questions? Email: matt@thesta.co.uk

Are smartphones dumbing down relationships and making your marriage miserable? Four easy ways to help parents quit the phubbing and increase relationship satisfaction - without blame or judgement!   "Phubbing"  'More Scrolling, More Marital Problems' - from the Insitute for Families Studies 'How relationships come to an end and the scourge of the smartphone' - Andrew Sofin What have phones and screens actually replaced? The very real impacts of excessive phone usage  How screentime analysis can be helpful Boundaries around screens for adults - how and why   You can purchase tickets for the “Smells Like Teen Spirit” Summit at the Happy Families website. Find us on Facebook at Dr Justin Coulson's Happy Families. Email us your questions and comments at podcasts@happyfamilies.com.au.See omnystudio.com/listener for privacy information.

Shira Muroff is the program director for the Insitute of Southern Jewish Life. In this episode, we explore the story of the Institute of Southern Jewish Life.We explore how they serve the communities in the Southern Region of the US, what type of offerings they have, and then for the first time in the Holy Sparks HistoryWe Flip the Script and Shira will interview me about working with the ISJL and some of the music I have done through their organization.Enjoy this episodeLearn more about the Isjl herehttps://www.isjl.org/For more info on the Holy Sparks Podcast go towww.holysparks.tvThank you to our sponsor Jewish LIfe Televisiongo to www.jtlv.tv for 247 stories that inspirego to http://igfn.us/form/haHSSQto make a 100% tax deductible donation to the HolySparks PodcastYour donation helps keep us in production

Professor Sam Coulter-Smith, Chair of the Insitute of Obstetricians and Gynaecologists in Ireland, on surgeons in Britain carrying out a successful womb transplant for the first time.

In this episode of Partnering Leadership, Mahan Tavakoli speaks with Peter Scott, Futurist & Founder of Next Wave Institute and author of Artificial Intelligence and You: What AI Means for Your Life, Your Work, and Your World. In the conversation, Peter Scott shares his insights on the impact of AI on our lives and organizations, emphasizing the need for leaders to understand and navigate this technological disruption. He challenges leaders to reflect on their reactions to AI and encourages them to use AI to enhance their humanity rather than replace it.Throughout the conversation, Peter Scott highlights the importance of ethics in AI and the potential for bias in AI systems. He urges leaders to be mindful of the biases that can be perpetuated by AI and emphasizes the need for responsible use of the technology. Peter also discusses the role of policymakers in guiding the development and regulation of AI, acknowledging the challenges they face in keeping up with the fast pace of technological advancements.In this episode:Discover how AI is holding a mirror up to humanity, reflecting our strengths and weaknesses as leaders and organizations.Uncover the potential of AI to enhance human creativity, challenging traditional notions of what it means to be creative.Explore the ethical implications of AI and the importance of addressing bias in AI systems.Understand the impact of AI on different industries and sectors and how specific roles may be more prone to automation.Learn how AI can help organizations focus on their core purpose and delegate tasks they don't enjoy or excel at.Recognize the need for policymakers to navigate the fast-paced world of AI and strike a balance between regulation and innovation.Gain insights from experts in the field of AI ethics and understand the role they play in guiding businesses toward responsible AI use.Embrace becoming a conscious futurist, actively shaping the future rather than being passive observers.Reflect on the societal implications of AI, including its impact on jobs, mental health, and social media.Consider the role of AI in decision-making processes, such as strategic decision-making by CEOs, and the need for human judgment and empathy.Connect with Peter ScottWebsite LinkedIn TEDx talk on Empathetic AI: Unlocking Trust Between Humans and Machines TEDx talk on How to Save Us from Being Left Behind by AI AI & You Podcast Artificial Intelligence and You: What AI Means for Your Life, Your Work, and Your World on Amazon Connect with Mahan Tavakoli: Mahan Tavakoli Website Mahan Tavakoli on LinkedIn Partnering Leadership Website

Professor Sam Coulter-Smith Chair of the Insitute of Obstetricians and Gynaecologists discusses reaction to the government's plans to limit access to a publicly funded cycle of IVF.

In this latest Sacred Cinema episode, we're discussing Shiny Happy People: Duggar Family Secrets. Join Knox, Jamie, and Erin as we unpack this four-part docuseries about the Duggar Family and the Insitute in Basic Life Principles. You'll hear conversations about the winners and losers of the series, lots of ideas for follow-up documentaries, and a surprising amount of Cabbage Patch Kid talk. All this and more awaits you in our shiniest episode yet!  MENTIONS Where to watch: Shiny Happy People on Amazon Prime  Tell me more about Jamie's shaved ice attachment: Find it here Deep Dive (at your own risk): Learn about The Duggar Family  Awesome Memoir: Educated by Tara Westover We love receipts: Check out Without a Crystal Ball What was that about the Cabbage Patch Dolls? Watch a Cabbage Patch Doll Birth here | Visit BabyLand General Hospital  Want more of our friend Kristin Kobes Du Mez? Watch our Faith Adjacent Book Club about Jesus and John Wayne BONUS CONTENT Our Patreon supporters can access our Resource Deep-Dives, Office Hours episodes, monthly Fellowship Hall gatherings, and more! You can even test us out with a 7-day free trial. Become a partner. THE BIBLE BINGE SHOP The only place on the Internet where you can find Bible studies and resources for those curious about faith AND Chris Hemsworth's abs. Check it out here!  GENTLE REBUKE Our resident Bible scholar Erin Moon offers a gentle rebuke at the end of most episodes. Erin is a Bible study editor and Senior Creative/Producer of The Popcast Media Group from Birmingham. Find her on Instagram. THE POPCAST Check out our other podcast: The Popcast with Knox and Jamie. It's a weekly show about pop culture where we educate on the things that entertain, but don't matter. Here is our suggested Popcast starter playlist. Subscribe to our Newsletter: The Bible Binge Bulletin Get The Bible Binge Merch: Shop here Shop our Amazon Link: amazon.com/shop/thepopcast Follow The Bible Binge on Socials: Instagram | Twitter | Facebook Learn more about your ad choices. Visit megaphone.fm/adchoices

TK Pooe & John Endres | The TK Show In this episode, TK speaks to the head of the Insitute of Race Relations, John Endres. They discuss the IRR's history in South Africa, the tenets of classical liberalism, the role of think tanks in South African politics, the relationship between the IRR and the DA, South Africa's diminishing global reputation, and whether corruption, incompetence, or ideology is to blame for South Africa's woes. TK Pooe (PhD) is a senior lecturer at the Witwatersrand School of Governance; his main fields of research are Public Policy themes such as Local Economic Development, Law and Development, Scenario Planning and Thinking, and Failure Analysis. Over the last ten years, he has lectured and consulted for various institutions like the North-West University's Government Studies Programme, the University of KwaZulu-Natal, Gordon Institute of Business Science (University of Pretoria) and the Thabo Mbeki African Leadership Institute. Before joining academia, he worked in various government institutions as a Public Policy research consultant. Twitter LinkedIn John Endres is the CEO of the Institute of Race Relations (IRR). He holds a doctorate in commerce and economics from one of Germany's leading business schools, the Otto Beisheim School of Management, as well as a Master's in Translation Studies from the University of the Witwatersrand. John has extensive work experience in the retail and services industries as well as the non-profit sector, having previously worked for the liberal Friedrich Naumann Foundation and as founding CEO of Good Governance Africa, an advocacy organisation. Daily Friend Institute of Race Relations Twitter Subscribe to our Substack.   Follow us on Social Media: YouTube LinkedIn Facebook Twitter Instagram   Subscribe to the Discourse ZA Podcast: iTunes Stitcher Spotify RSS feed  

The American non-profit is dedicated to educate and advocate for the broadest public benefit through the AAM ecosystem globally. In this episode, Dan talks more about his background and he came to be involved in the industry, before sharing more details about the AAM Institute, the value non-profits can bring to the AAM space and what him and the team have in store for later this year.

Katie is a visionary. She has been an entrepreneur since childhood and started her first business at the age of 24. She leads and inspires individuals, groups, and businesses to reach their highest potential. She has worked with individuals and entrepreneurs all over the world, dig deep in their companies and their hearts, to pull out their authentic leadership skills to make a greater impact and income. Learn more about Katie here!Learn more about Path to Podcast Success here!

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SBS தமிழ் ஒலிபரப்பின் இன்றைய (புதன்கிழமை 12/04/2023) ஆஸ்திரேலியா குறித்த செய்திகள். வாசித்தவர் செல்வி.

From a vaunted Latin American “pink wave,” Colombia’s new president Gustavo Petro and vice president Francia Marquez realized that even with socialised profits, more extraction does not equal more wealth. In fact as the Insitute for Policy Studies’ John Feffer The post You’ll Never Guess Which Country is Leading the Green Wave appeared first on Keeping Democracy Alive.

For a teen in care, turning 18 can be daunting, especially when they don't feel adequately prepared for adulthood on their own. Caregivers and child welfare professionals are meant to support youth in developing independent life skills needed for success in adulthood. As part of SB80 in 2021, the Insitute was mandated to evaluate Florida's approach to life skills development for youth in care. . In this episode, Dr. Lisa Magruder interviews the two lead evaluators, as well as an evaluation team member with lived experience turning 18 in care.

Timeis.capital is an online platform for audio-visual research on self-organisation. It consists of interviews with people who self-organise and the 3D scans of the spaces from which they do this — project spaces, squats and living rooms. It's aim is to collect practice-based knowledge and strategies that are produced in the ephemeral landscape of artist-run initiatives — in order to strengthen the non-institutional art world and generate new energy for self-organisation. Timeis.capital consists of a fluid collective of artists and friends. Project Website: https://www.timeis.capital/ Video Version: https://networkcultures.org/void/2023/02/13/timeis-capital-introduction/ ‎ Project by Timeis.Capital in collaboration with THE VOID (Institute of Network Cultures) Spaces: Galerie de Jaloezie (Rotterdam,NL) Peach (Rotterdam,NL) Mokum (Amsterdam,NL) Interviewees: Joe Rowley, Ephemeral Care (Gothenburg, SE) Anne Vera Veen, Galerie de Jaloezie Ghislain Amar, Peach Sjaak en Karel, Mokum Kraakt Concept: Iskra Vukšić Roman Tkachenko Concept advice: Mariana Jurado Rico Ekaterina Volkova (Timeis.capital) Tommaso Campagna (Institute of Network Cultures) Mieke Bernink (Netherlands Film Academy) Stanisław Liguziński (Netherlands Film Academy) Production: Tommaso Campagna Editing: Iskra Vukšić, Roman Tkachenko, Giovanni Rossetti Script: Iskra Vukšić and Mariana Jurado Rico Narration: Tania Theodorou Sound design/Composition: https://soundcloud.com/daniel-leix-palumbo 3D scanning/visuals: Roman Tkachenko Animation: Ray Dolitsay and Giovanni Rossetti Graphics: Ekaterina Volkova Graphic Design: Maisa Imamović Website/platform: Maisa Imamović Subtitles: Roman Tkachenko Published by Timeis.Capital and the Insitute of Network Cultures, Amsterdam 2023. This video is licensed under the Creative Commons Attribution-NonCommercial NoDerivatives 4.0 International License (CC BY-NC-SA 4.0.)

The NFL wants to censor signs ahead of the big game in February and the push back continues.

thevoid06 Therapy for Web Developers Ep. 3/3 of the mini-series "What's More Important than Two Women Talking About Web Development?" by Maisa Imamović and Clara Pasteau In this episode Maisa and Clara take on a role of being each other's therapists, as they dwell into anxieties and fears surrounding their practice. Repository/References: https://networkcultures.org/void/repository/the-void-06-repository-therapy-for-web-developers/ Video Version: https://vimeo.com/manage/videos/777359384 Hosts: Maisa Imamović and Clara Pasteau Filming and Production: Tommaso Campagna, Jordi Viader Guerrero Video Editing and Animation: Ray (Anastasia) Dolitsay Intro Music: Daniel Leix-Palumbo Graphic Design (background): Mieke Gerritzen Published by the Insitute of Network Cultures, Amsterdam 2022.

“Telling The Truth” will take place on Friday, October 28, 2022 at the NYState Writers Institute. The two panels are “Truth in Media” at 5:30 p.m. and “Politics and Disinformation” at 7pm. This year's conversations will address attacks on truth, free speech, a free press, and the First Amendment, as well as propaganda, misinformation, hacks, deep fakes, conspiracy theories, and other ongoing threats to our democracy that crystallized in the Jan. 6 insurrection. Paul Grondahl, the director of the New York State Writers Institute, spoke with correspondent Sina Basila Hickey. Nyswritersinstitute.org

Darcia Narvaez, PhD and Wahinkpe Topa (Four Arrows) join us to explore various precepts of the indigenous worldview—aka the kinship worldview—how we might restore that worldview in both our personal lives and the world at large. We also explore the basis of what a worldview is and why our guests propose there are only two, the indigenous/kinship worldview and the dominant/Western worldview. We go in-depth on the historical rise and impact of the dominant worldview and the intergenerational cycle of trauma it propagates; the left brain / right brain dynamic and how it aligns with worldview, perception, and behavior; how generations of anthropocentrism impact our capacity to perceive our interconnection with nature and each other; a substantial dive into death, dying, grief, and ceremony; and what it means to become fully human. ... For links to our guests' work, full show notes, and a link to watch this episode in video, head to bit.ly/ATTMind166 Their Book: Restoring the Kinship Worldview: Indigenous Voices Introduce 28 Precepts for Rebalancing Life on Planet Earth *** FULL TOPICS BREAKDOWN BELOW**   SUPPORT THE PODCAST Patreon: https://patreon.com/jameswjesso Paypal Donation: https://www.paypal.com/biz/fund?id=383635S3BKJVS Merchandise:  https://www.jameswjesso.com/shop/ More Options: https://www.jameswjesso.com/support Newsletter:  https://www.jameswjesso.com/newsletter *** Extra BIG thanks to my patrons on Patreon for helping keep this podcast alive! Especially my $23+ patrons, Andreas D, Clea S, Ian C, Yvette FC, Alex F, Eliz C, Nick M, Michelle M, & Chloe C Another special thanks to Lisa F for their generous one-time donation ***** Episode Breakdown (0:00) Opening (1:30) Guest bios (6:11) Patron thanks (8:10) Interview begins (10:35) How Four Arrows came into the indigenous worldview through a near-death experience (14:05) How Darcia Narvaez came into the indigenous worldview through science (16:39) An explanation of “shifting baselines” and why understanding it matters (20:04) The dominant worldview, religion, trauma, the Roman conquest, and colonialism (32:00) What is a worldview and why there are only two worldviews that exist: Western/Dominante and Kinship/indigenous (35:16) Exploring these two worldviews and the history of their dynamic (38:39) The intergeneration cycle of trauma embedded in us through the Dominant worldview (43:53) How generations of anthropocentrism impact our capacity to perceive our interconnection with nature and each other (51:02) Feeling interconnected with life decreases fear of death, and vice versa (54:43) The left brain / right brain dynamic and how it aligns with worldview, perception, and behavior (59:31) Exploring a visit from some giant birds (1:02:10) A meditation practice on death from Four Arrows | Having a death song (1:05:01) The difference between courage and fearlessness | trust the universe (1:10:48) Ceremony and the indigenous worldview's impact on death and dying (1:14:23) Grief in the indigenous worldview vs the dominant worldview  (1:21:22) Some anecdotes of psychedelic ceremony from Four Arrows  (1:27:09) Being in relationship with the spirit of psychoative plants (1:31:07) “Last resortism” in the medical system and Four Arrows' journey with cancer (1:33:44) James' thoughts on the value of leaning on last resortism to Insitute psilocybin for dying people (1:35:46) Cultivated interconnectedness and relationship throughout life and death | grieving together and ceremony (1:43:14) Becoming fully human—neurobiologically and culturally (1:46:08) Does it make sense to have hope that we will change our ways before it's too late? (1:50:28) Further links and contact information for our guests (1:53:16) Some closing words in Lakota from Four Arrows (1:53:55) Outro ***** SUPPORT THE PODCAST Patreon: https://patreon.com/jameswjesso Paypal Donation: https://www.paypal.com/biz/fund?id=383635S3BKJVS Merchandise:  https://www.jameswjesso.com/shop/ More Options: https://www.jameswjesso.com/support Newsletter:  https://www.jameswjesso.com/newsletter OR you can buy a copy of one of my books! Decomposing The Shadow: Lessons From The Psilocybin Mushroom – https://www.jameswjesso.com/decomposing-the-shadow/ The True Light Of Darkness — https://www.jameswjesso.com/true-light-darkness/

Unless you've been living under a rock, the technician shortage is the hottest topic and challenge in our industry. My guest Cecil Bullard from The Insitute has a plan to solve the technician shortage. It involves a $20 increase in your labor rate and how that money gets distributed. Sounds too good to be true? Good! Cecil Bullard, President of the https://www.wearetheinstitute.com/ (Institute for Automotive Business Excellence). Listen to Cecil's previous episodes https://remarkableresults.biz/?s=Cecil+Bullard (HERE). Key Talking Points From Cecil's White Paper Recent surveys and articles in the industry point to the fact that 73% of shops need to hire one or more employees in the next 12 months and that for 85% of those, it would be a technician As much as 29% of the technicians are over 55 years old, and they are aging out of the industry Only 15% of our industry is under 35 while 29% is over 55 Every Automotive Service and Repair Business in North America will move their labor rate up $20 per hour tomorrow. We use $10 of this to increase the pay of every technician and/or mechanic working in our shops immediately.   We make it financially appealing to come into our industry by moving the wages up substantially.  If every shop (or 90% of the shops) do this, it would change our industry for the better dramatically.   We start new technicians that are learning at $25 to $35 an hour or $50K to $70K per year (a real living wage where they can support themselves and buy tools), and we pay veteran A-technicians $45 to $65 per hour or $90K to $130K. We take $5 of the increase and make sure we have a full benefits package.  Medical, vacation, dental, a reasonable amount of sick days, a good retirement plan, all national holidays off with pay, including Thanksgiving, Christmas and New Year's, as well as anything that other professional jobs offer. We take the other $5 of the increase and join a non-profit organization that will market to the mothers and fathers out there (and potential technicians) and let them know that being a technician in a modern shop is a cool job, is financially viable and every bit as professional as becoming a lawyer, doctor, dentist, programmer or professor. Lastly, every shop owner books an appointment at a college, auto tech school, or high school and ‘volunteers' their time to talk to the students, teachers, and administrators about our incredible industry. https://www.wearetheinstitute.com/institute-summit (The Institute Summit) Connect with the Podcast: https://aftermarketradionetwork.com/ (Aftermarket Radio Network) http://youtube.com/carmcapriotto (Subscribe on YouTube) https://remarkableresults.biz/episodes (Visit us on the Web) https://www.facebook.com/RemarkableResultsPodcast (Follow on Facebook) https://remarkableresults.biz/insider/ (Become an Insider) https://www.buymeacoffee.com/carm (Buy me a coffee) https://remarkableresults.biz/books/ (Important Books) Check out today's partners: Set your sights on Las Vegas in 2022. Mark your calendar now … November 1-3, 2022, https://www.aapexshow.com/ (AAPEX) - Now more than ever. And don't miss the next free AAPEX webinar. Register now at http://AAPEXSHOW.COM/WEBINAR (AAPEXSHOW.COM/WEBINAR). Shop-Ware: More Time. More Profit. Shop-Ware Shop Management https://getshopware.com/ (getshopware.com) https://aftermarketradionetwork.com () https://remarkableresultsradio.captivate.fm/listen ()

It's a scientific argument in a video interview with a biologist who studied the research on the link between abortion and breast cancer. But fewer people than normal will see or hear about it because according to the conservative Christian organization The Ruth Institute which produced it, YouTube censored it, removing it from its page. YouTube stated that it “does not allow content about abortion that contradicts expert consensus from local health authorities or the World Health Organization (WHO) and poses a serious risk of bodily harm or death.” But The Ruth Institute claims there's a "corrupt process... to create the 'illusion of scientific consensus." And since the Roe decision, YouTube has removed three episodes of RI's weekly podcast featuring the Insitute's president, Dr. Jennifer Roback Morse. According to the Heritage Foundation, which chronicled a long list of examples, Big Tech companies have become the gatekeepers of information, as "a handful of Big Tech corporations - like Google, YouTube, Apple, Facebook (Meta), Twitter -now manipulate the flow of information in such an expansive way as to fundamentally reshape the public discourse." On this episode of Lighthouse Faith podcast, Dr. Morse talks about the content of the interviews that YouTube removed, and why conservative voices of Faith have become big targets for Big Tech. Learn more about your ad choices. Visit megaphone.fm/adchoices

TODAY'S

Welcome to episode five of the New Paradigm Intimacy Podcast, the Queer Series. In this episode Victoria interviews Andreas a previous student of the Insitute of New Paradigm Intimacy. They talk on: - how does our sexuality look in a new age/high vibrational Aquarian age - living beyond labels of what sexuality needs to look like - what's important in the new paradigm for queer men to get about sexuality - sovereignty and deep listening - where does a gay man or a queer person find the places to explore sacred sexuality? - what could the future look like for queer men with rites of passage, ritual and safe spaces... And much more. Andreas is an embodiment coach and advocate for queer men in the sacred sexuality space. He's taking sex into 5D. FOLLOW ANDREAS Instagram: @andreas.embodiment Offers: https://linktr.ee/andreas.embodiment FOLLOW THE INSTITUTE OF NEW PARADIGM INTIMACY Instagram: @newparadigmintimacy Facebook: Institute of New Paradigm Intimacy * Check out the Temple Meets Business eBook for just $7 * Apply for the next intake of the Institute of New Paradigm Intimacy * Receive the Syllabus for the Institute of New Paradigm Intimacy FOLLOW VICTORIA REDBARD Instagram: @victoriaredbard Facebook: Victoria Redbard Somatic Sexologist Website: www.victoriaredbard.com SEE VICTORIA'S FREE OFFERINGS INCLUDING EJACULATION MASTERY, ANAL ALCHEMY & SEX MAGIC COURSES HERE.

Linda wrote in to ask "Can the spinning of the earth generate electricity similar to the spinning of wind turbines?" Otis Kingsman spoke to Matthew Rooney from the Insitute of Mechanical Engineers to find the answer to this head-spinner... Like this podcast? Please help us by supporting the Naked Scientists

In this interview, Christopher Lowry, Associate Professor of Integrative Physiology at the University of Colorado Boulder, discusses his research on the gut microbiome's effect on mental health. Lowry was invited to a project launched by Peter Templeton, founder of the William Templeton Foundation for Young People's Mental Health and executive director at the Insitute for Manufacturing's Engage program in the Cambridge University Engineering Department, to "innovate early interventions for depression in young people," as originally reported by CU Boulder Today. To read more in CU Boulder today, click here: https://www.colorado.edu/asmagazine/2021/11/02/diet-and-exercise-can-improve-teens-mental-health Interview by News Team Members Ashley Eddy & Claire McFadden Originally broadcast on December 6, 2021.

As we close International Women's Month, this episode discusses the economic challenges and opportunities facing women all over the world. The economic crisis caused by the COVID-19 pandemic displaced millions of women from the global labour force and unraveled several decades of progress in closing economic gender gaps. Governments around the world will need to prioritize gender-based policymaking in the years ahead in order to regain this lost ground and achieve true gender equality. This episode takes a look at key elements of gender-based economic policymaking alongside two experts in the field, Dr. Sarah Kaplan and Sanchita Mitra. Our hosts, Ujunwa Ojemeni and Swathi Ramprasad interview these distinguished experts to get their perspectives on the main barriers to women's economic empowerment in both developed and developing countries. Our guests also provide an overview of some of the policies that governments can implement to help dismantle these barriers.  Dr. Sarah Kaplan is a Distinguished University Professor and the Director of the Insitute for Gender and the Economy at the University of Toronto's Rotman School of Management. Her interview focuses on women working in the formal sectors of the global economy. She also discusses key gender policy themes like the wage gap, childcare, pay transparency, and feminist economic recovery policy.  Sanchita Mitra is the National Coordinator at SEWA Bharat. SEWA Bharat is a federation of women-led institutions providing economic and social support to women in the informal sector in India. Sanchita speaks with Swathi about the unique situation of women who work in informal sectors of the economy, and how SEWA has worked with its members to improve their access to government programs. She discusses the following topics: gender-based violence and safety, financial inclusion, community organizing, and advocacy.  This episode is hosted by Ujunwa Ojemeni and Swathi Ramprasad; produced by Grace Miner; and researched by Laeticia Kamel and Srinithya Nagarajan. Our Executive Producers are Read Leask and Livey Beha To keep up with the latest on our episodes, follow us on Twitter @oxfordpolicypod and on Instagram @oxfordpolicypod_. 

Joining Bobby in the Executive Chair is Brendan Nevin, Chair & Co-Founder of Code Institute. Listen and subscribe to Down to Business with Bobby Kerr on Apple Podcasts and Spotify.    Download, listen and subscribe on the Newstalk App.     You can also listen to Newstalk live on newstalk.com or on Alexa, by adding the Newstalk skill and asking: 'Alexa, play Newstalk'.

Lawsuit Against Wuhan Insitute of Virology Has Been Served

Host Dave Schlom visits with three members of the SETI Insitute based in Mountain View, California. Since its inception in the early 1980s, the institute has sought an answer to a fundamental question: are we alone in the Universe?

Julian Birkinshaw is a Professor of Strategy and Entrepreneurship at the London Business School. He has been on the faculty for 23 years, where he is also the Academic Director of the Insitute of Entrepreneurship and Private Capital. Birkinshaw is a Fellow of the British Academy, the Academy of Social Sciences, and the Academy of International Business. Birkinshaw is a recognized expert in innovation, entrepreneurship, and renewal in large corporations. He has written 15 books, including Fast/Forward and Becoming a Better Boss. He's also published over 90 articles in journals such as the Harvard Business Review, MIT Sloan Management Review, and the Strategic Management Journal. In this episode: As the demand for digital intensifies, companies are feeling pressure to quickly digitize every facet of their strategy. This begs the question: is the “transform or die” mentality the key to success? When it comes to digital transformation, how do you separate strategic need from hype and salesmanship? Professor Julian Birkinshaw, an expert in innovation, strategy, and entrepreneurship, is looking beyond the headlines and using data to drive insight and answer the question: “How digital do you really need to be?”  Although digital disruption is a phenomenon that everyone is talking about, Birkinshaw says that much of the change is concentrated in the technology, media, telecom, and retail industries. Analyzing data from Fortune 500 companies between the mid-90s, when the Internet first started to become a business phenomenon, and present day, Birkinshaw found that only 17 out of 500 companies are less than 25 years old. The other 483 have been in existence since 1995 — or much earlier. What exactly does that mean for your company in the era of digital?  Although the transformative mindset is top-of-mind with a focus on digital revolutionaries such as Amazon, Google, and Apple, there aren't as many fully digital companies as you'd think. Your company doesn't have to completely transform itself in the digital world, but you should learn to adapt to the demand.  Birkinshaw suggests that incumbents take a look at their industry and decide which strategy is best to adapt — whether that's waiting out the disruption, fighting back, consolidating, or reinventing yourself. Above all, Birkinshaw advises the following: “We must not lose sight of our identity and our core [values], and we should not allow ourselves to be taken away from what it is that's always made us successful.” Birkinshaw talks about this and more as he joins Thomas A. Stewart on The Leading Edge — a place where new ideas emerge and are sharpened, and where leaders look to find the edge that brings success for themselves, their teams, and their enterprises. In this episode of The Leading Edge, Thomas A. Stewart is joined by Julian Birkinshaw, Professor of Strategy and Entrepreneurship at the London Business School, to talk about the truths of digitization. Birkinshaw breaks down the hype around digital disruption, shares stories of success and failure within digital transformation initiatives, and discusses the strategies established brands can use to become more agile in this fast-changing world.

At the origin of every single one of our patterns is a moment. Every interaction that you have where you feel triggered, where you enter into a pattern of behavior be it anger, anxiety, stress, fear has an origin outside of that moment.   The person or scenario triggering the pattern is merely acting as a mirror to help you work through and release that pattern.   In this week's episode of the FU Project podcast, I talk to Cedric Bertelli. Cedric Bertelli is the Founder and Director of the Emotional Health Institute (EHI), an organization that provides information and education about Emotional Resolution®, or EmRes®. EHI gives people struggling with stress, depression, anxiety, and many other negative emotions access to the best-trained professionals who can guide them to resolve disruptive emotional patterns. EHI has taught thousands of adults how to resolve their emotional difficulties. In the San Francisco Bay area alone, over 200 teachers were trained to use Emotional Resolution with children thanks to the Insitute's collaboration with Dedication Special Education and the Marin County Office of Education.   Cedric began to study and research the Emotional Resolution (EmRes) process in 2009 in his home country of France and has developed his understanding of emotional functioning and his craftsmanship of EmRes throughout the years. In addition to training mental health professionals, coaches, and educators on Emotional Resolution, Cedric also works with clients individually.   Join me this week for more fertility advice and adventure as we talk about:    How emotions are made. How stress and emotional difficulties can actually be resolved. What is Emotional Resolution®, or EmRes® and how it can help. How emotional patterns - emotional clutter - can keep you from getting and staying pregnant. And so much more!    "...Most of the time our emotional state is not in tune with what we are actually currently experiencing...."   Resources Schedule your complimentary Strategy session today: https://www.tashablasi.com/connect Emotional Health Institute (EHI) What is Emotional Resolution®, or EmRes® The Science Behind EmRes Inspiring Professionals, Activities, Books, and Philosophies  SPECIAL OFFER: Book a session with Cedric. Mention the code "FUProject" or Tasha Blasi and clients will get $50.00 off their session's cost.     How to connect with Tasha Tashablasi.com Connect with the health and fitness experts from the episode at support@tashablasi.com   How to get involved   If you would like more information about The FU Project and my mission to get you pregnant so much faster and smarter than I did, please check out my website.   Enjoyed the Podcast? Be sure to subscribe and leave a quick review on iTunes. It would mean the world to hear your feedback, and we'd love for you to help us spread the word. There are so many women suffering in silence that could use this help and support.

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In this episode of The Insitute talks, we talk about women in apprenticeships. In the podcast, we are joined by Anna West, Deputy Director for apprenticeship approvals and funding, Helen Douglas, Director of apprenticeships at Cisco and digital route panel member, and Stacey Dunne, Telecoms apprentice at Virgin Media and an apprentice panel member. We ask the questions ‘what has your experience been like as women in apprenticeships' and ‘what are the barriers for women'. The overall proportion of women on apprenticeships remains at around 50%. At the Institute, we want to see far more women taking STEM apprenticeships and know that employers feel the same. However, there are lots of great opportunities out there for women in STEM apprenticeships right up to degree level. At Cisco, Helen talks about all the new initiatives she's set up to encourage more women into the digital sector, resulting in 49% of their apprentices being women! At the Institute, we are continuing to look at diversity and inclusion within our organisation and in our provision of technical education and apprenticeships. In the podcast, we discuss ways we can have more diverse representation on our panels, and how diversity and inclusion is at the heart of everything we do. You can subscribe to The Institute talks podcast on Amazon Music, Apple podcast, Spotify and all other major podcast platforms. Transcript Sarah Hello, I'm Sarah a former apprentice and a social media manager at the Institute and your host for this podcast today. For this special podcast about women in apprenticeships, I'm joined by Anna West, Helen Douglas and Stacy Dunne. So, welcome all would you like to introduce yourselves.  Anna Hi everyone, I'm Anna West. I'm the deputy director for apprenticeship approvals and funding at the Institute for Apprenticeships and Technical Education Helen Hi, my name is Helen Douglas, I lead apprenticeships for Cisco in the UK, and also have the honour of sitting on the digital route panel. Stacey Hello my name's Stacey I'm based in Hertfordshire and I'm currently a network apprentice for Virgin Media and I'm also on the apprentice panel for the Institute of Apprentices as well. Sarah Wonderful, thank you. So I'm really glad you can all join me today. So well, let's get started into the podcast then. So, this will be a discussion, so let's start off with the first kind of topic and question we've got for you. So as women working in apprenticeships or as an apprentice Stacey, what has your experience been like? Stacey It's been really, really positive.  Obviously, I'm an engineer and that is mostly kind of male-based. So there is quite a high number of males compared to females doing this role. But I have met many females on this during my apprenticeship, but also within the job as well. I actually joined Virgin Media with a specific all-women wanted kind of recruitment drive. So, there was a bunch of women and that I knew from my local area, and we all kind of joined together, and it was really nice to have that support from other women there. But to be fair, the all the guys that work here are beyond supportive, and you're treated like everybody else. They will absolutely rip you if you do something stupid. So, I've just found it a really positive experience. But having that female support as well, which was unexpected, I didn't expect to have other women with me to be honest. I thought it was a kind of individual recruitment basis. But having that kind of women's support as well was really nice. Not required, but it was a definite cherry on the cake. So it's been so, so positive for me, I've really enjoyed myself so far. Sarah That sounds really good. It sounds really interesting that you had like it was a specific drive for women but you're just like a normal person there, and everyone treats you exactly the same. Stacey You're expected to you know, do everything that everybody else does, and I find that the gender really doesn't matter here. You know if there's any ever any issues I don't see them as you know a woman issue or a girl issue. I just see them as people issues, and I think that's what they really try to promote here. That everyone's kind of equal, and on the same you know you've got the same possibilities as anybody else. I know they are trying to get more women involved into engineering. I think maybe women maybe think, oh I couldn't do that, or you know, all that's not for me, or you know, I come from an arts background. So, I come from dance and photography, so never say never. The women that I joined with, one worked in child care for years, and another was a beauty therapist for years and years while she raised her kids. So it's a definite nice background of people that have all come over now. Even with the guys that are here, there's a there's an apprentice on service, and he's an ex-jockey. So, it's not gender specific really for the for the history that you've got here. I think that's what makes it so nice and everybody's welcome so it's lovely. Sarah That sounds amazing. That's a really nice place to work as well, it's really positive. Helen, you have got your hand up, do you want to come in on something. Helen  So, as somebody who hires apprentices, one of the things that I discovered when I first took over the team, was that we just weren't getting girls applying. You know, you've heard from Stacy. It's not that they're not capable, or they have an interest. I think it's the way that sometimes we talk about or promote or advertise for certain apprenticeships, especially in the digital and technical area. So we made a really big effort to change the way that we talked about the roles. Because I think what interests girls into roles is different from what boys are interested in. So, when they get into their job absolutely, it's just we're all people, we're all employees, we're all apprentices, but it's what attracts them. So we talked more about what an apprenticeship, a technical apprenticeship at Cisco would give you for your life. It gives you balance, it gives you flexibility, it enables you to work with people like you. and who are different from you. It lets you be passionate about your, you know, something that you care about, a particular cause. So we find that when we're attracting girls and young women we just have to change the language. I'm proud, but still have to push the dial. We have 49% females on our apprenticeship, I so want to get it to 51. I've gotta get it to 51% this year. I think it's been a great journey, and totally agree with Stacey. Apprenticeships are great places to bring different diverse groups, whether it's gender diversity, whether it's ethnic diversity, in all kinds of diversity. When everyone gets together they can learn from each other. It's just that attraction how do we get girls excited. I think they can have a technical career. Sarah Definitely. It sounds really positive, with the fact that there is different perceptions that women want and young girls want compared to men, and I think that's a really important difference. It's not a negative difference, everyone's individual in themselves. Having that grasp on it is completely unique and I really like that. You're definitely encouraging that kind of wave thing of like you're individual and you can do anything, which is really positive. So Anna, have you got any experiences that you've had? Anna My experience has been really positive as well. Obviously working at the Institute we have over half our staff are female, and over half of our management are female as well which is fantastic. We've got a female CEO, so you know fantastic role models all around. My experience of working with apprentices both male and female, but you know particularly the female apprentices on our apprentice panel, it's been fantastic. They're such good advocates for the opportunities apprentices give to women looking for apprenticeships, particularly in the sectors where they're not so well represented at the moment, which unfortunately does still include engineering. Even though it's fantastic to hear about Stacey's good experience. I think things are changing and they can only change for the better now. So yeah it's been really positive. Sarah I think it's definitely a good thing that our management are so like, there's lots of women, that we've got quite a high percentage, and we've got a woman's CEO, which is great. It's good to like, have that  role model, especially, like even for me being here at the Institute, having senior managers that are women is so good to see. You can see the opportunities for women, which is really great. So turning that a little bit on its head. What are the challenges you think that women have in apprenticeships. Helen This is an interesting one. We are trying very hard to kind of overcome this at the moment. One of the biggest challenges is parents, actually. So parents of girls go no, an apprenticeship isn't for my daughter. Part of it I think is the history of apprenticeships, they tend to be more technically or you know skills based. So if you think about engineering mechanic or mechanics, all those kind of things. I think it's partly that, and I think that also because there is so much push around gender equality. Again parents want to push their daughters into university because they believe that's what will give them that gender equality. So, for this round of we're just going into recruitment at the moment, and we've got some parents actually talking about their daughters on the programme. What it's meant for them, how it's changed their lives. How it is a real opportunity for young women, how it's equal, if not in some ways better, than going down the university routes. So, yeah, an unexpected challenge. It wasn't what we thought, but yeah, the whole the whole perception of parents, and parents specifically of daughters. Sarah  That's really interesting. I think that's kind of goes across all apprenticeships to be honest. I know that it's not just specific to like maybe STEM subjects or anything. I think it's across a big thing, and I we're slowly getting there. I know, like for me, my parents, they never went to uni, they were very much like, you've got to go, you've got to go, and when I turn around and gone, that's not happening, and it was sort of like well, what are you going to do? It's like well I'm going to try an apprenticeship and now they're like, yes, this is great. Even my brother's now got an apprenticeship. So their perceptions have changed. They wanted the first one, and I think that's a big thing, it's like when your parents don't go to uni, they want you to go to get that experience, but you don't need to. Stacey, what were you like, was that kind of similar for you? Stacey See. I have been to university, but that was to do my dance degree, and then i was a teacher after that. I didn't do dance full-time. I've always worked full-time since I was 16 so it's always been kind of an addition to whatever I've done in my work life. I've always found ways to kind of work around that. But more I kind of just wanted to speak about what Helen mentioned with the parents. So do you find that the kids were kind of disagreeing with their parents and their parents were really guiding them to what they wanted them to do? I remember a dad when I was on service looked at me once, and he went, oh I wouldn't let you, I wouldn't let my daughter do what you do. I was just like, but why. I didn't have a full-on debate or discussion. I didn't have the time, I was very busy, but it was just quite interesting the way he's, I don't know, he clearly saw a woman doing the job, so it was quite interesting, oh no, i wouldn't let, oh no, no, no. What are your thoughts on that Helen i found that quite interesting. Helen So, we have exactly that. We spend a lot of time doing outreach, and we have specific work experience for girls. We get them in the door, and then usually, because they've got to tick a box at school right that's it. I'll be honest a lot of them come in, and then they get in, and go wow! You know if you're working for a big company it's the same with you, you know Cisco,  it's a big company, and so there's lots of jobs. There's all those jobs in between that nobody tells you about, so they're getting through the door and they go wow, this is really interesting, I want to do an apprenticeship now. Then they come back and go well mum and dad don't want me to do it. So I've i i actually developed something a couple years ago. Which was a program for daughters and dads, because if a dad can see it through his daughter's eyes, that's when you get the needle moving, right. Because men have a vision they sit in the office, and it's not just about the potential of their daughters going to apprenticeships, it's just that general gender view. I often have male colleagues say to me, oh I didn't even know there was an issue with gender, or what do you mean women get treated differently, I'm like yes we do. So, if you can do anything through dads and daughters, do it through a dad's eyes. So, we have had brought parents in. There are specific ethnic groups as well where fathers particularly don't want their daughters to come into industry, because either they think that  it isn't a safe environment for them, or they may potentially have to go away from home. So that's a particular group that we do work very, very, closely with, just to assure them that they are looked after. We obviously have very strict rules in place on how we treat people, and you know, women are treated with respect, and that they will have a very good career. So, it did, we have actually had to have direct conversations with parents. Stacey  I like that you get them in though, because that's probably where, if the daughter's eyes are changed then their eyes certainly will be, especially if they can see their daughters are passionate about it. It's put a little light bulb in their head going, I can do this, I would love this. Helen They really like the idea that they're kids aren't going to have £60,000  worth of debt as well that's usually the massive, massive, pro. Sarah Yes, now that that's really interesting, especially the dads and daughters thing that's really interesting. I would have loved that, that would be really good, like especially like, it's like oh daddy's little girl, kind of thing, it's like protecting them and actually going like, oh my god like they're really enjoying it. They're more accepting and now that is a really good initiative like wow, well done. Helen Why thank you very much. Stacey I think it very much where you come from as well. Because my dad was an engineer, he worked at Vauxhalls in IBC. So for him that might, he would have been ,oh he would you know, he would loved that, that, I applied. So, it might just be, well it's like opening up your eyes and your peripherals and really getting having a look and seeing what you can you can do I guess. Helen Well I'll tell you what's interesting about that, about where you're from. So we all know that there's been a shift in in perception of apprenticeships you know. So years ago, as I said, it was that kind of you know, if you're working in a garage around the corner, and we still work in garages and there's nothing wrong with that, but it was kind of a very tunnelled view on what apprenticeships gave you. What I'm finding now is that the parents who support apprenticeships are those whose children go to like grammar schools, so the middle class parents are going because they get it, right. They go, okay let me think about this, they're going to get a degree, a really good company. They're going to get a degree, they're going to get experience at a company, and they're going to go into a job. Where more working class parents ,who still it's a status symbol, they really want their kids to go to university, because they didn't. It's trying to shift their perception that apprenticeship isn't a second, it isn't an option b,  it's another option. There are times when is absolutely the right path, if you want to go into medicine, law or accounts. There's certain professions, I would never, you know, discourage someone from not following their dream, but it is an equal option, now an apprenticeship is an equal option. It is not a second class option, it's equal option. Sarah I think that's a really interesting thing there. Because I think most people, like especially in the Institute think maybe the middle class, upper class people who think, no we all went to university, you've got to go to the same university we went to and carry on the legacy. Maybe like people did think or maybe working classes trade things but it's interesting that you're seeing it more middle-class people going, well no, it's like you're stupid if you don't, it's a free, not having that debt and having that bar, is it still has that status symbol as a degree. You need to work that social mobility thing of to get up the ladder you need a degree. If you're going from working class upwards that's a really interesting thing that you've noticed, that is really interesting definitely. Stacy do you want to come in on that Stacy I just think with a degree, obviously like you said, it comes with a certain amount of prestige, and you work very hard for a certain amount of time to get a certain grade. With  apprenticeships, I think apprenticeship offers something that a degree definitely cannot, and that's experience and knowledge from of your role from the ground up. There is nothing that you will not learn and know by the time you have reached the end of your apprenticeship, and don't get me wrong, even with this within this role, it takes years to become really, really, competent at this role. With the way technology evolves and you know, it just runs a million miles an hour. So it will I think, for some certain roles, it will always take you a little while to really get to grips, and really gain that experience. University can't give you hands-on experience, you learn that when you're actually doing the role, so I think that's one of the most wonderful things about apprenticeships. Is it gives you something that you cannot buy, you can buy information from a book, you know you can read it, but  the hands-on experience is I believe the most valuable thing to do in the world. Helen I agree, and when i when I first came into the program I interviewed the second and third years to ask them what was working what they loved about the programme,  where, you know, if they could change something what would it be. The number one thing that excites our apprentices is the rotations, so they get to rotate in different parts of the business, and they talked at length about that. I actually kind of said to them, you haven't mentioned the degree, and it was really interesting. So for me again, which I kind of have a you know, a fundamental emotional reaction to, is because you know learning for me is such a big thing, you know, we can always learn we can always up skill. But none of them, the degree wasn't number one anymore, it's the thing that brings people in, the free degree, the idea of you know getting a degree paid for, but it's not the number one experience, they talk about the experiences in the business. Sarah Now that that's really that's a good point, that you've found that people who've gone on to the apprenticeship route, that when they come back to, they go oh I did this did that, and they don't mention the actual well, you actually wanted the degree. You're not saying it, it's not the bit that pulls, like was actually worthwhile afterwards. Anna what is your perception on this, on like the challenges that we can have within apprenticeships and for women. Anna  I mean I've totally recognized everything that Stacey and Helen have said. I think the other thing that we hear a lot is schools aren't very well equipped to support people to go into apprenticeships. You know there's such an obvious route for students who are sort of leaving school to go on to further, you know to go into higher education, and it's easy for them they go through UCAS. They sort of, as a process everyone knows, what it is and the careers counsellors at schools are well supported to help people through that. But they're less well supported to help people identify different apprenticeship opportunities because you know, there's quite a range of them, they're across different sectors. So you know, I think that, that's a barrier that comes up a lot, whenever we talk to people who are thinking about apprenticeships. We talk to employers, for both women and men, but you know potentially, even more so women because it's a time when they're having to make some difficult decisions, and you know, you don't want to have to spend a lot of time, you know it shouldn't be as hard as it is to find a good apprenticeship basically. So yeah, I think in addition to the other challenges which totally, I totally agree with, which Stacey and Helen have recognised, it's just that sort of taking that first step out of the ladder and making it as easy as possible. Helen Do you know what, I just never thought, then I'm kind of like, I'm always thinking ahead of how we solve it. I think one of the, I've never thought about this until you spoke then. I think one of the issues maybe with schools is they use the university entrances as their selling point we got x in Oxbridge. What if we had, what if you had a kind of award system a badging system. If this school got x amounts into the top apprenticeships in the country working with the top companies. I think maybe that we don't promote it enough, that you know this school is feeding into apprenticeships and is you know, is then creating a pathway for these young people to have fantastic future careers. I think maybe the Institute could think about something around that. How they celebrate the schools that feed into apprenticeships. Stacey I think it needs to be seen as valuable doesn't it. It needs its value and it's definitely there without a shadow of a doubt. Helen Great got an idea to take away there. Sarah Thank you. That kind of brings me into the second question. Is that what more can we do or what are we doing or that we need to improve on at the Institute to maybe overcome these challenges. I know we've touched on getting schools, but is there anything else that we can do, that we're doing well at but maybe we need to do more of. Or anything in particular that we're not doing at the Institute, it's a bit of a careful question but any ideas. Helen I think going back to, it's going back to the influences isn't it, who influences a young person on their career journey. Parents are one and schools are others. One of the things that we've done, and maybe this could be more broadly done. Is we have a mentor program, so we take our apprentices that we want more of. So we know that working-class boys are an area that you know, we struggle with, young black women, we don't have enough of those, and so we take those who are represented on our apprenticeship and we have an outreach program that they that they lead. So whether it's a youth group or whether it's a discord group online or whatever it is we get them to go out and do that outreach, rather than us, and kind of start that influence, and help them to kind of be mentored on. What it's like to come in and work at a company and do an apprenticeship. I think parents is another big one so you know we do social media on LinkedIn but that's aimed at parents not aimed at young people. We know young people don't go on LinkedIn, so maybe that's something that we can do. I do think that the Institute misses a trick. that we've got all these different route panels, and I still think we need to have more of a holistic view, especially in this new world where industries are going to drop and rise and drop and rise, depending on what's going on. COVID is you know, obliterated certain industries and how do we have those transferable skills. So if we can talk about you know, today you're doing an apprenticeship here, but then you could go into this industry. Or how we just work together. So I think, looking at the influences schools careers, but I think careers officers are so overwhelmed. How do we get them up to speed on everything. So parents and outreach programs for our from our current apprentices. I really like, sorry I know it's my idea, okay, I have that idea of badging. So you know if you think about schools, they have like you know, the healthy eating, they're an eco-school, they're a science school, they're an apprenticeship school. So, I think there's something in that. Sarah That's really interesting. I definitely agree with the careers guidance thing. I think I feel like it like, for apprenticeships, it's definitely more the employer's got to go into the school and they've got to do the proactive stuff. With universities, they have their UCAS fairs and they just go, it's quite a passive thing for universities, where it's more active for apprenticeships and employers and stuff, and I think that's, not necessarily the issue, but definitely needs to be looked at, in the sense of, it's definitely starting careers guidance young and having it as a an option equal to everything else. Like maybe year nine so when they're 14 thinking about it. Because I didn't think about apprenticeships until I was 18, and by which time it was like, I wasted two years at sixth form. I put my hands up for that wasted two years. I didn't gain anything from it because I should have been out there doing what I wanted to do. So, I definitely think starting that young is definitely a thing. Stacey was that similar for you when you. Stacey Well I don't like to hear you say that six form was a waste, because it wasn't. Because sometimes you simply don't know that you're gonna like or dislike something until you do it. I think we have to be a little bit more acceptable and if I don't it's very easy to put your hands up and say, do you know what, this isn't for me, but then you're able to go into something else with a bit of a clear head and you know, really you know, really welcome that and start that as something new. But for me I learned about this apprenticeship because I was already doing the service, I was a service tech within Virgin Media. For me maybe one of my limitations I'm quite happy to talk about, is that sometimes a lot of information or learning a massive amount of information that I have to retain, especially numbers. Things like signal levels that we have to remember as part of our day-to-day role, sometimes it can take me a little bit, a while to retain that information. That's just I've learned,  that's just me. So, I knew that when I wanted to become a network engineer, because I saw what the guys were doing in my local area, and it was something that I really wanted to progress to. When I saw that they were offering it as an apprenticeship, I knew that that was something that would really suit me as a person. You get that specific learning time, and you get that training, and it gives you the time to really learn and retain you know, things from the role that's really going to help and benefit you. So, for me, when I saw the apprenticeship way, I knew that that was the way that I wanted to progress within Virgin Media. I knew that, that would suit me down to a t, and it has, it really has. Sarah That's really interesting. Anna we're thinking about all of these issues and stuff, and obviously the stuff we've talked about, maybe overcoming it, do you think that's something we can look at, or what's your opinion on everything. Anna I certainly think we need to look at more ways to encourage people to you know, take up apprenticeship opportunities, particularly in women in the STEM sector you know, where it's where they're quite underrepresented at the moment. I  think Helen's right, you know we need to we need to be talking about opportunities across sectors, need to look at options for people to sort of continue their career journeys after their apprenticeships. Maybe that's another apprenticeship, maybe it's you know, different role in different sector. That's certainly something that we've been thinking about in the Institute. Also, you know, just go back to sort of the challenges of women in particular in apprenticeships, there's some more work we can do to make sure that the apprenticeships that we design are as inclusive as possible. They actually do attract people a range of different people and you know they're going to work for everyone. So we've already got some way down that line. We've done some work on making all our language gender neutral, which Helen was very much involved in. You know there's more that we can do there, and we're very conscious that we want to make sure that we keep thinking about sort of, how we're building that inclusivity into the way that we design the product right from the start. Sarah That's good. So interesting you pointed on the gender-neutral thing. Coming to you Helen, obviously the digital route panel has been part of quite a lot of initiatives, especially coming out of like the route review. How do you think them initiatives of work, especially around like maybe the gender neutral language stuff. Do you think they're actually working? Stacy  Yeah I do. I think the biggest advantage of the having the route panels is that you've got industry in there, and so you know you've got the, it's a you know, bringing together that academic view, the government structure, but then the reality of industry. On our route panel, there are women there's not many, you know again it's the digital route panel so it's STEM subjects, so there are lots of men on there. But the women who are on there,  we all we have a voice, there's not many of us, but we make ourselves known. It's just giving that other perspective, you know we all do it right I'm a white privileged female, I went to university, I'm a director at Cisco, and so I look at the world through my lens. The more lenses we can bring to the table, the more opportunity we have to see all these different perspectives, which makes things richer and you know, and more interesting and innovative. It also enables us then to develop, and offer apprentices apprenticeships that are attractive and appealing to all groups in our society. So, yes, the extra projects that we do on the route panel absolutely work, and if we could do everything I think we'd all have to give up our day jobs. But you know what, it's that, it's the future of the country, it's the future generation who will you know, will drive the economy, and drive their personal growth. So, we have to do it, it's the right thing to do. Sarah That's really good. Anna, what about you, with the stuff that's come out of the digital route panel. How do you feel about it, and what they're working on, and it's really impacting the institute isn't it. Anna Yeah I think it's fantastic. It's really good to see the route panel having such sort of innovative approach. I mean the gender neutral language is now you know, a standard across all of our different products, and that's having a real impact. Another thing that they did was develop a framework to make sure that digital skills, which are of course relevant across all sectors, can be built into all of the different apprenticeships, you know at the right sort of level. Which is really helpful. I  think it's prompted a bit more sort of innovative approach across some of the other panels, and you know, some new ideas in. For example, we recently launched a green apprenticeship panel, which is looking at opportunities for, just to plug it you know, opportunities for making apprenticeships a bit more green, and supporting the green recovery from COVID, which I think will be really important, and you know, a good way of attracting more women into apprenticeships and STEM subjects hopefully. Because, you know, we know that this generation is particularly driven by sustainability, and they want to work on sort of things that have social impact. So yeah, I think the digital panel has really prompted a great sort of innovative approach, which we're now seeing more and more across the other panels. It's having a really good impact and for apprentices generally. Sarah Yeah, there's so much going on that the Institute it's mind-blowing. Especially like, we've got this, well I say new, it's not that new anymore, we've got our own diversity and inclusion network haven't we. So how do you think this network, and this is going back to you Anna, influences these opportunities, not just at the Institute but also externally as well? Anna Yeah, I mean, I think our diversity and inclusion network has been excellent. It's quite new, but it's already having such an impact. They have arranged talks, they arranged training, and they've got a new mentor scheme coming. So that's sort of the internal focus, but it's also made everyone think more generally about, you know, how we can expand that across everything that we do. So we're shortly going to be doing some more work to look at a number of things. The makeup of our trailblazer employer groups, to make sure they're diverse and you know, right from the start of the development process of a range of different inputs have been brought into the development of the products. Our route panels, and as I mentioned some of them you know, the number of women on the panels is a bit lower than we want it to be, or you know, some of the representation isn't quite where we want it to be. So you know, doing a bit more thinking about that, and then also sort of, how we can influence our partners more generally, to think about inclusion, and you know, how we can make our products more inclusive as I said. So, I think you know, the creation of the diversity and inclusion network has really prompted a lot more thinking on our part, about how we can really use you know, how we can really apply that across everything we do, which has been fantastic. Sarah It's definitely like starting within it, we can make waves like externally as well. Like let's start within and we can influence everyone and set an example that we're putting diversity inclusion at the heart of everything that we're doing, which is really positive thing that we should always be shouting about, and think it's the most important thing. So yeah. Talking about, like representation on membership, on panels, so even board members, route panels even the apprentice panel. How do you think we can make them even more diverse and inclusive for everyone? Let's go to Helen first. Helen That's a good question. I would like to reiterate what you just said. It should be at the heart of everything that we do. We make a really, really, big effort around that. So i said we've got 49% gender diversity, so about 45% women, I'm going to get over the line. We have about 46% BAME. We have about 33% social mobility. The one that I'm also quite proud of is our neurodiversity. Neurodiversity is a really, really, big area and especially for for females. Females are known to mask and mirror, and so they don't often realise that they're neuro-diverse, and don't often get diagnosed until they're in their 20s, and really has often affected their route into jobs. Because they often feel like, they're difficult, or they're not able, because of this neurodiversity that they weren't aware of. So, I think there's a lot we can do about that representation. If you look at all the diverse groups that you want to go out to, which there are you know, there are many, many, many, different ways you can cut it. The more that you have that representation on your route panel, the more that that route panel can have that that open and true diverse perspective. So, you know, recommend a friend, you know, everybody on the route panel will have a diverse friend, and get them to bring them in. Because I do think, I'm absolutely with you. If we're going to create a fair society, and jobs and apprenticeships that reflect the society in which we live, we have to have more representation on that influencer level, and the root panels are definitely at that influencer level. Sarah Definitely. I think it's a really positive thing, seeing how we can make change, and that's definitely. Especially the neurodiversity, and that's definitely a really unknown kind of thing that people don't think about it and like for us. Like I work on the website. It's a big thing, it's like people do have like dyslexia stuff, and it is a high proportion of people. It's not just people you think oh yeah they are, but it's, and people hide it. Like we've had directors who are dyslexic, you're my god that is a real good role model for people with neurodivergence, and that should be highlighted. So I definitely agree with that. Stacy did you want to come in. Stacey I  think that that can happen. I think it's also, you know, going through our daily lives and really enforce, enforcing and encouraging and empowering the people that we see. Especially women, as when I was, you know, when I'm out at work and I'm out in the field talking with customers. I see a lot of women saying that's his job, the internet's his job, don't talk to me about it. I don't understand, talk to him, talk to the other half, he'll know what you're talking about. I feel that, admittedly yes, I did not know a lot about wi-fi levels, you know, any of that before I worked here. I come from a completely different background of the arts and customer services. So this was completely new to me when i started in Virgin Media. But now that I have that knowledge, I feel like I'm almost responsible, to empower the people that are around me, and say,  it's not a man thing it's not, it's not a dude thing, you can do this as well. I can break it down so you can understand it in a way that you're going to know what I'm talking about, and then you've got that power in your hands to do whatever you want with it. So, I feel like we can really empower people and give them the courage and the, I don't know, just the self-belief, so they can go and feel like they can apply for things like this. It's getting your friends that you know, come on you can do this, and then they, and like Helen said they bring their friends, then their friends are empowered and then it's like an awesome kind of a safety net of support that you can, that you can apply. You can do it, and you can achieve. So, I feel like we we're kind of responsible you know, in a way, we're like at the forefront. Sarah Helen, did you want to come in. Helen You said something Stacy, which is a really important to me, and that, that message of when you talk to, when you go and talk to somebody about that, and they go, oh this is the man's job. One thing COVID has shown us, is that we will now be absolutely catapulted into that into that virtual world. There are so many women, girls, who do not have digital skills, because they never had to, or feel like they needed to. It's meant that that has opened up that gap even further. That digital skills gap has opened up even further. So there are you know, mothers who don't know how to do things online and they have to now, and so are behind on certain things. Boys are often given priority online over their siblings, over sisters, daughters. So again, they're not getting that access to education that they needed. So there is something in that, you know, how do we ensure that girls and boys, which you would expect have equal access, because there's not that equal access to technology. Which has been, you know, as i say out of COVID, it's become even more apparent. Sarah That a good point actually. Because like even like going back to me, my brother. He was always a digital person, I was like, kind of like Stacey, same backgrounds. I was always in a dance studio, where my brother was there building computers and stuff. So, there is that gap, and obviously now I am a digital comms person. So I have to have skills and stuff, but I know, I definitely think digital skills is a definite need. There is going to be a gap as we're moving into a digital age, and I think COVID, as you said, is highlighting that. Even to the point of work from home. People need to learn how to know how to use Outlook, Excel, Word. It's just general things now, it's not like a requirement, it's like you've just got to know it. I think that's a really important thing that people need to get across is digital, is the way you need to get your digital skills, and there is that gap for women sometimes. Helen I'd actually go as far as state it's a human right, it's a human right to have digital access and digital skills. The digital access is definitely a human right. Sarah Definitely. Anna, if you've got any points you want to add? Anna I really agree with what Stacey had said about, sort of using networks and using, you know the advocacy of sort of personal experience to extend the reach and make sure we're actually getting to the right people. Because, you know, it's so easy to put an advert on LinkedIn or wherever, you put it and just you know you get the same kind of applicants. So, you, we need to think about ways to reach different types of people, to really get that representation across route panels, boards, everyone who's involved in the development process. I mean, we've made some progress. We got a recent female board appointee, who's coming from the STEM background. So we're really pleased about that. But , know much, more progress to be made, and I think you know, as Helen and Stacey said, that we've got to think of new ways to do that. To really reach the right people. Sarah Definitely. I think that's even one for me to take away is obviously, sometimes we do recruitment on social media, and it's like, maybe that for me I might need to speak to all the route panels, like okay, different route panels, where do you see adverts for stuff, and then we work with that route panel. Let's see how we can get that representation. So I'm going to write that one down for future reference. I definitely agree. I think there's definitely something around networking and going like, well what do you know like,  who do you speak to, who do you think is good, and tapping into that pool of people to get them representations on our panels, it is invaluable, and we need to do that, definitely. Okay then so kind of staying on the same subject of like making it more appealing for people. So how do you think we can make apprenticeships more appealing and attractive for women in particular, but obviously for everyone else. I know we have talked about it a little, bit but what specifically do we need to do. Should we go to Stacey, you're the most recent apprentice. What kind of made you choose to do an apprenticeship? Stacey Well like i said earlier, I like the time that it gave you to really, you could incorporate your study with your practical learning, so I really appreciate that time. So, i don't have a family of my own yet, so iI don't have kids. There is there was another apprentice on my team when I joined, and we were network apprentices from all over the UK. She was a mum, and I think she kind of really enjoyed being able to kind of get out into the field. Because we've always been out during COVID, so we are classed as key workers, so we have always been out at that time. We have obviously been as safe as possible doing that, because we've had to be able to keep people connected during this time of COVID. Obviously people have used it and required it more than ever. So, we've had to be able to maintain the network while this has all been going on, and improving it. Kind of doing all that stuff as well. There's a couple of kind of different factors as to as to kind of why she applied. She came from a background of like robotics and things like that. So, I think she always quite a, I think you don't need to be a particularly practical techie person. I think you just have to have that in our curiosity, asking questions and wanting to know how things work, and why, and things like that. but yeah, I'm sorry, I'm kind of trailed that. Sarah That's really interesting, that appetite to learn. You don't necessarily have to go into sectors that you, like if that robotic thing is, like really, it's not a typical sector. If you've got that appetite to learn you can go into anything you really want. If you just want that drive to like, well I'm just a bit curious, like let me just find out, that's really interesting, I definitely was like that. Stacey So, there are transferable skills, that you're, you know that you are learning. So that's I guess the important thing. I don't know, I even thought, as Helen was kind of talking earlier, about how do we appeal. Maybe even, you know going into a toddler and baby class. Just making it, or you know maybe it'd be interesting to look at the the numbers of who go on to Instagram for example. Is it more women maybe we need to find where they go, and where they choose to spend their time online. Obviously you know, that's not to say that it's just women on there. I think maybe we really need to pick apart those niches, you know the clothes shops, nasty girl. Can we, you know advertise on their sites. I don't know, it would be good, because you never know whose curiosity you might spike. So, it's I think, it's very interesting to see how we can really get them. We want to get you come with us. Sarah We will find you, we will get to you. Definitely. So Anna have you got any thoughts? Anna  Yeah, I mean personally, from my experience, the best way to make people excited about apprenticeships is to bring out really enthusiastic apprentices, or recent apprentices, to talk about their experiences. Because, I mean, people like Stacey you know, if I had heard from Stacey when I was at school, I'd immediately be like, right this is an option, this is something I want to think about. It's quite hard to bring things to life that people don't know anything about. So if you have someone who's there he's doing it, he knows exactly what's going on, and can sell it. I think that's really important. I think we should, you know, we should make the most, the absolute most of our fantastic apprenticeship panel, and other networks of apprentices, to really help other people understand why they're so great. Sarah Stacy want to come back on that? Stacey  It's almost like if, you know when you were younger, if you did something just by yourself you're like, oh is this cool, and then it suddenly becomes cooler when you found out a student or a friend does it as well. You're like, oh well if they can do it, I can do that. So yeah, I completely agree Anna. It's if you see someone doing it, you think well she can do it and you know she's from Luton, and she went to my high school, and she went to my college. Okay and you can then try home, mom there was a girl at school, and she's done this, and now she's here and she drives a van and I can do that. So I just think it's like you said, it's, you want to see examples, and you want to see real life examples of people that are actually doing it, there then they're in the thick of it. So yeah, I think I completely agree. Someone that's obviously enthusiastic.Had my coffee this morning let me tell you. I just think it's, if you can see physically, see someone else doing it. It makes it okay because you know they're actually doing it. So yeah, that's, I like that kind of thought process. It's really nice. Sarah That is good. It's just showing that enthusiasm, that people need to see. I know so many apprentices I think pretty much every apprentice is so enthusiastic, and such an advocate for apprenticeships. So getting them in there, and be like amazing, this is great. Well Helen, you've got so many initiatives with getting people in there. Helen So yeah, so agree with what everyone says. If you can see it, you can be it. That's that old saying, so for sure. Enthusiastic apprentices do it every time. I do think, and see, that that girls are excited by different things, and so it's what an apprenticeship can give you. So I think it's that, and not all of our young girls are thinking about families, and we say that, we know, we're not you know,.probably not thinking about this right now. But the flexibility the learning on the job, they're not having you know the debt, the opportunity to try different things. Women tend to want to know the outputs. So boys will be like can I work with AI, you know they want to know if they're gonna get, they can they can do AI, or machine learning, or whatever it is. Whereas I think generally, not that girl's, not saying girls aren't excited about the technology as well. But I think they just have a broader view. So it's the technology, but it's all the other things the job can give you. I think you know, university, we can give an apprentice a degree apprenticeship, can give you everything that you get at university plus, plus, plus. Our apprentices are in a cohort. So it's just like being part of a university, we have societies, you know we have a freshers week, they can join societies, and they can even, lots of them live together. They choose to live together in a an apprentice house, as opposed to student house. But they're earning money and they can have a lifestyle. They know they're going to have a job, and they're in a really competitive position. So I think it's you know, it's that plus, plus, plus, that I think, it really attracts our female apprentices. If you've got female apprentices talking about what it brings for them, then that that's the icing on the cake, which is why we've got you know 49% hopefully 51% very soon, as I said again. I've said it enough times. Sarah You will get there, you will get there. Stacey Are you saying Helen that the apprentices are living off you know, M&S and the normal uni students are living off super noodles? Helen I'd actually go one step further. It may even be Waitrose. Sarah it's just great also, hearing you all speaking about this. So, we're coming to the end of our podcast now. So let's just kind of, no,, no we don't want it to end, it's such a good conversation. So just to kind of wrap it all up. So kind of like a one tip for each one of you. What would you say to women thinking about doing an apprenticeship? What's your one tip you want to say to them and let's go to Anna first. Anna I mean, I said do it. Absolutely do it. You know, talk to some former apprentices to find out which one is best for you. Because, you know, there's a huge choice out there, and they'll be the best place to advise you on which one is best for you. But there will definitely be one that's good for you. Sarah Definitely. Stacey. Stacey Don't ever doubt yourself. Don't ever think that you that you can't, even if it's a really technical role that's fine. You have the time to learn it, you know,  that's it, it's kind of what Anna said. Really just do it, go for it. Because I think for an apprenticeship, you have literally nothing to lose, and only to gain. Sarah That's really interesting. Just do it don't doubt yourself, you can't do it. Definitely a good thing, Helen. Helen I mean they've taken all the great ideas I've got nothing left to play now which is quite a feat i might add. I always say to, when I go and do work experience, or going to schools. I always say to young women is, be shameless, and talk to as many people as you can. So your parents, your parents friends. Anyone who's in that working environment. Because the more you know, the more of a picture you can build up of what it's like to work, in the work. Do work experience, because then you can learn what you, what you like, and you don't like. It is very, very difficult to be able to impart what an apprenticeship is like unless they can see it, hear it, talk to people who've done it. So yeah, build that network, talk to lots of people, go into offices that do apprenticeships. Most companies, like we do, will take people in for a day, or a work experience. So you can come and try before you buy, kind of thing. But as you know, as you've said, there is no loss. So a little bit of a slap around the chops for you Sarah. You didn't waste those two years, and even if someone came onto an apprenticeship, if they came on a Cisco apprenticeship, they did the three years, they got their degree. They didn't work as Cisco at the end, they have still got so much experience, they've learned so much about themselves. They've got you know, a step up and ahead of those who've just gone on to do a degree, and they've got a degree, and they've got no debt. So you know, why would you not do it, why would you not do it. Sarah These are all fantastic tips and we should just all be shouting about it. So, it was absolutely fantastic to hear all of you today. This conversation has been fantastic. It's been so empowering and enlightening. So just want to say a huge thank you for you all for joining me. It's been absolutely great to hear about all of your experiences, and most of all being open and honest with me. It's been absolutely great to hear. So, thanks for listening and look out for our next episode.  

In this episode of The Insitute talks, we talk to Havant and South Downs College all about T Levels. In the podcast, we are joined by Daisy, an education and childcare T Level student and Ashley, Assistant Principal Vocational Curriculum. They talk about their experiences over the last 6 months and how the coronavirus pandemic has affected them. You can subscribe to The Institute talks podcast on Amazon Music, Apple podcast, Spotify and all other major podcast platforms. Transcript To follow.

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How many of the Founding Fathers went to Seminary? ... GUEST Dr Thomas Kidd, distinguished professor of history & associate director of the Insitute for Studies of Religion at Baylor University ... His books include "American Colonial History: Clashing Cultures and Faith," "Baptists in America: A History," "Patrick Henry: First Among Patriots" and the newest "Benjamin Franklin: The Religious Life of a Founding Father" The Exodus ... GUEST Dr Tremper Longman ... Distinguished Scholar and Professor Emeritus of Biblical Studies at Westmont College in Santa Barbara, CA ... He has authored or coauthored more than 30 books, including "The Lost World of the Flood” and "How to Read Proverbs" What is freedom? ... GUEST Rev Dr Dean Weaver ... Sr Pastor, Memorial Park Evangelical Presbyterian ChurchSee omnystudio.com/listener for privacy information.

The Match: Tiger v Phil, pay-per-view, Thanksgiving weekend: will you pay? Our Most Neglected Spiritual Discipline - Brian G. Hedges serves as lead pastor of Redeemer Church in Niles, Michigan. He’s the author of several books, including Christ Formed in You, Active Spirituality, and Watchfulness: Recovering a Lost Spiritual Discipline. How Presidents Choose to Lead: Learning From Our Commander-in-Chiefs' good choices, and bad ones. Thomas Kidd, distinguished professor of history & associate director of the Insitute for Studies of Religion at Baylor University ... His books include "American Colonial History: Clashing Cultures and Faith," "Baptists in America: A History," "Patrick Henry: First Among Patriots" and the new "Benjamin Franklin: The Religious Life of a Founding Father" Is coconut oil good for you or bad for you? A groudbreaking study of WWI: "A Hobbit, A Wardrobe and A Great War: How J.R.R. Tolkien and C.S. Lewis Rediscovered Faith, Friendship, and Heroism in the Cataclysm of 1915-1918" Dr Joseph Loconte, Associate Professor of History at the King’s College in NY City. V Neck or Crew Neck? See omnystudio.com/listener for privacy information.

Your Weekend has begun ... in honor of the Queen of England inviting President Trump for tea at Buckingham Palace, we are drinking tea ourselves, throughout today's show ... yesterday the Emmy nominations were announced: What are the best TV shows you're currently watching? Network TV or streaming. Higher Education, how to love a college student, and the shows he likes best of TV currently ... GUEST Vince Burens ... is the President and CEO of the Coalition for Christian Outreach ... Vince has worked for the CCO for 18yrs in different capacities, & lives with his wife & kids in Pittsburgh. How Presidents Choose to Lead: Learning From Our Commander-in-Chiefs' good choices, and bad ones ... GUEST Thomas Kidd, distinguished professor of history & associate director of the Insitute for Studies of Religion at Baylor University ... His books include "American Colonial History: Clashing Cultures and Faith," "Baptists in America: A History," "Patrick Henry: First Among Patriots" and the new "Benjamin Franklin: The Religious Life of a Founding Father". just got back from 6 months in France: what's different there, than here? ... GUEST Margaret Terry, author of "Dear Deb: A Woman with Cancer, A friend with Secrets & the Letters that Became Their Miracle" ... She leads one of the largest book clubs in Canada with over 100 members & loves how sharing stories helps build new friendships ... Margaret is a foodie whose love of food has taken her to over 37 countries.See omnystudio.com/listener for privacy information.

Woo! 2018 is off to a great start.  Today we are joined by two amazing guests.  First, Pixar animator, Mike Stern joins us talk about his career in animation.  Mike has worked on amazing movies like Bee Movie, How to Train Your Dragon, Coco, Cars 3, Coco, and now the Incredibles 2.  Mike is a very smart guy who is able to break down the job of a Pixar animator quite clearly.  Makle sure to check out Mike and his work.     Next, Shawn Sweeney, Senior Director of Community Engagement for the Jane Goodall Institute, joins us to talk about his involvement with the institute, working with Jane Goodall herself, and the work of the Insitute.  Shawn was able to really illustrate all of the amazing things that the Institute does with chimpanzess, conservation, and the empowerment of communities and young women around the world.  Make sure to check out the Jane Goodall Institute.   We also talk some hilarious wedding traditons around the world, Donald Trump, and partake in a tournament that brings back dead celebrities.  Please continue to listen, share, follow. and comment. FB-Verbalshenanigans IG-verbalshenanigans Twitter-VScomedy