Podcasts about ipac

你相信嗎？曾經是搶先親中舔共的歐洲尚書大人英國，現在搶著愛台灣！ 過去超親中的工黨，現在都要來訪問台灣，竟然還成立了台灣之友會？ 英國議會超討厭中國，邀請蔡英文在國會演說，氣瘋習近平中國大使小粉紅！連超大咖的英國媒體BBC、金融時報Financial Times、衛報，最近都掀起台灣熱，瘋狂報導台灣大小事！ 中共做了這件事瘋狂打臉英國，還設局併購英國台積電，英國首相Boris Johnson更是差點被中國害到要往生？ 親中英國到底怎麼被中國慘坑仆街，現在完全覺醒，改愛台灣？千萬不要錯過本集精彩內容，也分享給你的親友喔！❤️ 全台獨家的世界經濟追劇深入報導，精彩萬分，持續連載中！ （現在就加入會員支持我們，還可以看到更多專屬影片～） https://www.youtube.com/@emmytw/join 裕隆夕鶴！狂賀台灣汽車喜迎大降價！【打臉奸商車價話術！】經濟部進口汽機車將全面零關稅零貨物稅？賓士特斯拉保時捷可能半價？破解車商網軍紐西蘭鮮奶免稅仍高價說詞！快分享影片一起買便宜車子的國際政經207 https://youtu.be/OvTZI3fwx_s 美國台灣AI聯軍暴揍中共開新戰場！【台積電進軍沙烏地阿拉伯？】川普黃仁勳中東行狂掃破兆美元訂單！輝達AMD亞馬遜甲骨文讓回教波斯灣國家背棄中國加入民主聯盟？算力戰爭即將引爆半導體爭霸82國際政經206 https://youtu.be/ybNLknJiC9U 喜賀！中共侵略台灣大將連續GG～【習近平御用科學家離奇RIP

Sudan is facing the largest humanitarian crisis globally. As the country's civil war enters its third year, the United Nations and Non-Governmental organisations say it civilians are continuing to pay the price, due to inaction. Humanitarians, some in the country, share their experiences. Also, what is the International Parliamentary group known as IPAC, and is China pressurising foreign politicians in Africa to withdraw from it?And, is there freedom of worship for Christians in a majority muslim Somalia? Find out from a Christian leader.Presenter: Audrey Brown Technical Producer: Francesca Dunne Producers: Bella Hassan and Amie Liebowitz Senior Journalist: Karnie Sharp Editors: Andre Lombard and Alice Muthengi

LEXINGTON, Ky. (March 5, 2025) — It's hard to believe it's been five years since the COVID-19 pandemic officially arrived in the Commonwealth – but on Friday, March 6, 2020, Gov. Andy Beshear confirmed the state's first COVID-19-positive patient and declared a state of emergency in Kentucky. And that first case was tested and diagnosed right here at the University of Kentucky Albert B. Chandler Hospital. That day began a grueling, years-long grind for medical professionals across the state, the country, and the world. Hospital systems struggled to keep up with surges of severely ill patients coming through their doors. Shortages of personal protective equipment, ventilators, ECMO machines, inpatient beds, and even health care providers themselves led to a type of global health crisis not seen in more than a century.   In today's episode of Behind the Blue, you'll hear from eight longtime employees from the medical side of UK's campus, ranging from administrators to frontline health care providers to researchers. We asked them to reflect on those scary, early days of the pandemic, how it impacted their professional and personal lives, and some of the lessons learned from living through such a significant moment in history. Let's meet our guests for this oral history of the COVID-19 pandemic at UK and in the Commonwealth.   Jenn Alonso has been at UK HealthCare for 13 years and has worked in the medicine intensive care unit (MICU) as a registered nurse since 2014. As a MICU nurse, she works alongside a team of physicians, nurses, therapists and other providers to take care of some of the most critically ill patients who come to UK HealthCare. Alonso was working in the MICU the day UK's first COVID-19 patient was admitted and was directly involved in frontline care for the sickest COVID-19 patients day in and day out.   Kim Blanton, D.N.P., is the chief nursing officer for UK Albert B. Chandler Hospital. Blanton began her nursing career at UK in 1998 in the neuro-trauma ICU and worked her way up through several nursing positions, including rapid response nursing, working as a division charge nurse and managing the cardiovascular stepdown unit. After briefly leaving UK to help create and run an ICU at a local rural hospital, she returned in 2011 as a hospital operations administrator before becoming the UK HealthCare enterprise director for Infection Prevention and Control (IPAC) and Quality and Safety. Blanton was serving in her IPAC role when the COVID-19 pandemic began and was instrumental in UK's COVID-19 response: She helped bring home UK students from abroad, called COVID-19 patients to help them navigate their care and quarantine, developed plans and processes for patient surges and PPE needs, and much more.   Kevin Hatton, M.D., Ph.D., is the chief medical officer for UK Albert B. Chandler Hospital. An anesthesiologist by training, he earned both his medical degree and doctorate of philosophydegree from UK. Including his time in residency, Dr. Hatton has worked at UK HealthCare for 21 years, serving in a variety of leadership roles in anesthesiology in critical care medicineprimarily for neurology and cardiovascular ICUs. When the pandemic began, he was serving as senior medical director for critical care services as well as was interim director for ECMO services. Initially, Hatton's role focused on training and preparing the anesthesia critical care team to help provide care for non-COVID ICU patients, as much of the medicine ICU staff's time was spent caring for COVID-positive inpatients. ECMO, the highest form of life support, is a machine that takes over function of a patient's damaged heart and/or lungs by removing a patient's blood, oxygenating it, and returning it into the body. Though ECMO is used on a daily basis at UK HealthCare, its use skyrocketed during the pandemic as patients whose lungs were severely damaged by the virus needed this highest form of life support. As interim director for ECMO services, Hatton and his team had to rapidly develop protocols and processes to use the limited number of ECMO machines to help the most patients possible.   Ashley Montgomery-Yates, M.D., has been physician in the UK Division of Pulmonary, Critical Care and Sleep Medicine since 2013. As a critical care physician, she works primarily in the MICU setting taking care of the sickest patients – people on ventilators, with multi-organ failure, post-operative complications, and more. In 2013, she launched UK HealthCare's ICURecovery Clinic, which helps patients who have been in the ICU navigate the follow-up care and resources they need to recover. At the time, UK HealthCare's ICU Recovery Clinic was just one of three in the nation. Montgomery-Yates is currently the senior vice chair for the Department of Internal Medicine. When the pandemic began, she had recently become the interim chief medical officer for inpatient and emergency services. In this role and as an ICU physician, Montgomery-Yates and her colleagues were heavily involved in the day-to-day care of inpatients with COVID-19. She was part of the team that launched UK's successful Mass Vaccination Clinic out at Kroger Field, and her ICU teams also helped guide the creation of UK HealthCare's brand-new MICU, which opened January 2024.   Meg Pyper is a division charge nurse with the UK Albert B. Chandler Hospital Emergency Department and has been with UK HealthCare Emergency Medicine since 2010. As a charge nurse, her role is like air traffic control for the ED — taking calls from EMS and local hospitals about incoming patients and transfers, determining what services that patient will need upon arrival, and notifying interdisciplinary team members to be prepared when those patients arrive. As a nurse, she was drawn to emergency medicine after seeing her favorite nurse mentors be “the calm in the chaos.” Pyper began in this role just weeks before the pandemic arrived in Kentucky, and she and her team were the first line of care COVID patients received when they arrived at UK Chandler Hospital.   Lindsay Ragsdale, M.D., is the chief medical officer for Kentucky Children's Hospital and chief of the Division of Pediatric Palliative Care. Since arriving at UK in 2013, she has worked to build a robust program that helps seriously ill young patients and their families by caring for them holistically – looking at their physical, mental, emotional and spiritual well-being, and helping them navigate the experience of being severely ill.  Ragsdale became the KCH CMO in 2021, right when the COVID-19 delta variant was beginning to affect children much more than previous variants had. She helped set up both the pediatric monoclonal antibody clinic that provided infusions to help protect high-risk pediatric patients, as well as the successful pediatric vaccine clinic, which provided COVID-19 vaccines for children in a playful, engaging environment.   Rob Sprang is the director of Kentucky TeleCare, a role he's held at UK since 1996. UK first began using telehealth services in 1995. Since then, telehealth has grown by leaps and bounds, but its use skyrocketed during the pandemic. Earlier days of telehealth were usually done facility-to-facility — however, the vastly improved technology and public acceptance of telehealth, along with new, more relaxed regulatory laws around its use has allowed telehealth to explode in popularity. When the pandemic hit Kentucky, Sprang and his team — along with countless ambulatory providers and staff – worked 24/7 for more than a week to get UK HealthCare clinics set up to offer telehealth so that patients could still see their providers without needing to go into the hospital or clinic. Telehealth was a critical element in helping to protect both patients and providers from potential exposure to COVID-19.   Vince Venditto, Ph.D., is an associate professor of pharmaceutical sciences in the UK College of Pharmacy with a background in chemistry, drug delivery, and vaccine development. In the early days of the pandemic, his work in blood analysis – looking for biomarkers for cardiovascular disease in up to 1,500 samples at a time – was adapted to do mass testing for COVID antibodies as a means of diagnosis. After PCR tests became the gold standard for diagnosing the disease, his work shifted again — this time to working with local pharmacies for surveillance of COVID out in Kentucky communities. Post-COVID, this project has evolved to include other infectious diseases and inflammatory conditions, and it focuses on increasing access to health care through Kentucky's network of pharmacies. It also has a new name: Pharmacy-based Recruitment Opportunities To Enhance Community Testing and Surveillance (PROTECTS). Venditto co-directs this project along with Brooke Hudspeth, Pharm.D., an associate professor of pharmacy practice and science. Venditto is also part of The Consortium for Understanding and Reducing Infectious Diseases in Kentucky (CURE-KY), which fosters multidisciplinary collaborations to address the burden of infectious diseases in the Commonwealth and beyond. This consortium was built on the heels of UK's COVID-19 Unified Research Experts (CURE) Alliance, which was quickly assembled in 2020 to support a full range of COVID-related research. -- Behind the Blue is available via a variety of podcast providers, including iTunes and Spotify. Become a subscriber to receive new episodes of “Behind the Blue” each week. UK's latest medical breakthroughs, research, artists and writers will be featured, along with the most important news impacting the university. Behind the Blue is a joint production of the University of Kentucky and UK HealthCare. Transcripts for this or other episodes of Behind the Blue can be downloaded from the show's blog page.  To discover how the University of Kentucky is advancing our Commonwealth, click here.  

EC updated political parties during an IPAC meeting about preparations for the December 7 general election. Key topics included ensuring a transparent and credible process, with a focus on collation procedures and addressing ballot discrepancies. The EC also announced the introduction of collation officers at the constituency and regional levels to improve the integrity of the process

In Season 5, Episode 5 of GTI Insights, Ben Sando interviews Tom Fraser, programs director of the Inter-Parliamentary Alliance on China (IPAC), on marshalling parliaments around the world to pass legislation regarding China. In the summer, IPAC held their annual summit in Taipei, with both progress on China legislation and major pushback from the Chinese Communist Party.

Electoral Commission Ghana did a good job opening IPAC meeting to live coverage - OB Amoah (Minister of State for Local Government)

Head of IT at the Electoral Commission, Dr. Yaw Ofori AGYEI, underlying IT management process on voters register at IPAC meeting denied allegation from NDC of deletion and transfer of votes from different polling stations

NDC demands a live telecast of the IPAC meeting. The EC is making an unprecedented move to enhance transparency by opening the meeting to live coverage

Ongoing IPAC Meeting at Alisa Hotel .

「立信建設」北台灣 10 大建商，前進高雄市中心，鉅獻「立天下」愛河首排、水岸地標 2~3 房。 新站計劃、亞洲新灣區最強核心;台積電、AI 園區最強置產， 世界級規格，成就高雄第一!(07)282-2208 https://bit.ly/47laUYu -- 遠東商銀Podcast節目《十樂不設

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【大大寬頻】光纖到府，在家飆網就是快！ https://bit.ly/3yl4paX FUN暑假省很大！光纖上網每天銅板價， 好康加碼300M以上免費租用一台WiFi6無線分享器，在家上網無死角！ 有線電視一起裝更優惠，再享影音升級！快來搶辦喔！ -- 全台高鐵我最強！搶佔AI園區核心 台南高鐵地王 達麗世界仁，佈局軌道經濟 站前住宅首排，完美兩房，增值不必等 國際級上市品牌，打造世界級建築，千坪水景度假花園，十五大星級公設，享受最便利的生活 達麗世界仁 06-303-3328 https://bit.ly/4dmYYaV －－－－以上訊息由 SoundOn 動態廣告贊助商提供－－－－ 台灣隊？中華台北隊？這次巴黎奧運為何沒有掀起當年「東奧正名」旋風？難道台灣內部對「中華台北」的名稱習以為常、不想再抗爭了？我們對國家認同還沒凝聚足夠共識嗎？假設國際奧會同意台灣隊正名，那台灣的國旗和國歌又是什麼？小粉紅大鬧奧運會場，台灣毫無反抗的辦法？什麼時候能形成全球共識，突破中國「一中原則」的限制、提高台灣在國際社會的話語權呢？！精彩訪談內容，請鎖定@華視三國演議！ 本集來賓：#宋承恩 #矢板明夫 主持人：#汪浩 以上言論不代表本台立場 #巴黎奧運 #東奧正名 #小粉紅 #台灣 電視播出時間

台湾加入“对中政策跨国议会联盟”IPAC，反制中共在国际上对台湾的打压，与此同时，北京多管齐下加强对台认知战与法律战，除了国台办官网增设“台独顽固份子”专栏，国安部声称破获“千余起台湾间谍案”之外，一名中国网红日前在巴黎一家台资酒店以“没挂五星旗”为由闹场并发起抵制，引发热议。

台湾正式加入“对中政策跨国议会联盟”（IPAC），与理念相同的国家联手反制中共在国际上对台湾的打压。与此同时，北京多管齐下，加强对台湾的认知战与法律战，除了在国台办官网增设“台独顽固份子”专栏，并在网页的最上方列出十名所谓的“台独顽固份子”之外，中共国安部也声称连续破获一千多宗的“台湾间谍案”，打掉了一大批台湾在对岸布建的间谍情报网络，并对所谓“台独头目”实施了抓捕审查，创新以“涉嫌分裂国家罪”追究台独分子刑事责任的司法实践。台湾的陆委会则称：“北京当局不是为了夸大业绩、吹牛膨风，就是想运用模糊的法律滥权羁押，把所有主张自由民主的台湾人民都扣上台独分裂份子或间谍的罪名，大肆滥捕台湾人民。”

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本日新聞重點：

Robert Hurt is a visualization scientist working at IPAC, a science and data center for astrophysics at the California Institute of Technology. His work has been used by NASA and the Jet Propulsion Laboratory. He also hosted the video podcast “The Hidden Universe” for NASA's Spitzer Science Center. He's developed for mixed reality, he's a fan of mixed reality – and he joins us today to compare and contrast the two biggest AR/VR/MR devices today – Meta Quest 3 and Apple Vision Pro.

NDC clashes with NPP and Electoral Commission at emergency IPAC meeting over the commission's decision to ban party agents from voter transfer centers.

O Aos fatos desta quarta-feira (17) repercute a exoneração da Diretora Geral do IPAC, Luciana Mandelli; de acordo com fontes ouvidas pelo Metro1 a motivação para sua saída teria sido os embates constantes com o Secretário de Cultura da Bahia, Bruno Monteiro. E ainda: após embate com Padilha, Lira avisa que vai priorizar projetos da oposição. Ouça essas e mais notícias desta quarta-feira, dia 17 de Abril de 2024.

MIGS, in collaboration with Konrad Adenauer Stiftung Canada, hosted a X/Twitter Spaces discussion titled “Is Tiktok a Security Threat?” featuring Charles Burton (Senior Fellow, Sinopsis), Conor Healy (Director of Government Research, IPVM), and Chung Ching Kwong (Senior Analyst, IPAC). Tune in to this great episode.

The UK has accused the Chinese state affiliated APT31 group of hacking its electoral commission, and targeting some of its MPs in 2021. And the United States has charged seven Chinese nationals with conspiracy to commit computer intrusions, and conspiracy to commit wire fraud. Former National Party MP Simon O'Connor was New Zealand's IPAC co-chair in 2021. O'Connor spoke to Corin Dann.

Today, we're absolutely delighted to welcome Chris Fritchie, a true master in the world of photography! With over 16 years of experience, Chris is not just a photographer; he's an artist, a photographic craftsman, and a certified professional. His incredible work has graced the pages of over 150 magazines, and he's the proud owner of Magic Makers Studio, a beloved gem in North Texas. Specializing in the enchanting Magic Santa experience, Chris and his phenomenal team create moments that are nothing short of magical, leaving children and families eagerly anticipating their return year after year.In this episode, get ready to be inspired as we dive into the importance of following your passions, illuminated by Chris's own journey of discovering magic in what he loves. First up, Chris shares his extraordinary approach to crafting unforgettable experiences through 'The Magic of Santa,' a tradition that keeps customers coming back for more. We'll also explore Chris's impressive print competition career and discover how he continuously hones his skills. And that's not all! Chris's wonderful wife, Lori, joins the conversation to share invaluable insights into setting yourself up for sales success. From understanding customer preferences to forging genuine connections with clients, they'll guide us through the keys to nurturing a thriving business where sales flow effortlessly.But wait, there's more excitement ahead! We'll uncover Chris and his colleagues' latest venture, IPAC, a project dedicated to preserving precious memories for both photographers and their clients in a truly remarkable way. In this episode:Building lasting connections through immersive experiencesThe art of sales, Chris's superpowerHow to sell a luxury experience to high-end clientsInsights into customer purchasing behaviorsStrategies for crafting timeless, classic portraitsGet ready to be inspired and uplifted by the boundless creativity and passion of Chris and his team!Connect with Chris Fritchie:Email: magic@magicmakersstudio.comWebsiteInstagramInternational Photographic Arts CollectiveConnect with Photography Business Coach Luci Dumas: Website Email: luci@lucidumas.comInstagram FacebookYouTube

Reinhard Bütikofer is a familiar name in Europe and Taiwan relations. He has been an MEP since 2009, where he is a member of the Foreign Affairs Committee, chairperson of the Delegation for Relations with China, and an alternate member of the Committee on International Trade. Reinhard also co-chairs IPAC, the Inter-Parliamentary Alliance on China. (This conversation was recorded prior to the 2024 January 13 election in Taiwan.)We discuss the history of Europe-Taiwan relations, how 2016 and 2019 paved the way for an increased level of engagement with Taiwan, and how Bütikofer stays hopeful (“pessimism of the intellect, and optimism of the will.”)Plus, a quote of hope from Hong Kong pro-democracy politician, Martin Lee.Bütikofer is the organizer of the annual Berlin Taiwan Conference. See archive video here: 2022 - “Opportunities and Challenges in Times of Geopolitical Change” (Dec 5, 6)Day 1 - https://www.youtube.com/watch?v=OeDzUT7EpB0Day 2 - https://www.youtube.com/watch?v=aTrFoRWu8ow2023 - “Taiwan before the Presidential Elections” (Nov 13,14)Day 1 - https://www.youtube.com/watch?v=fG4s_6Q_zocDay 2 - https://www.youtube.com/watch?v=cTKynM7SURsSupport us by donating on Patreon http://patreon.com/taiwan Tag and follow us on social media:Ghost Island Media | Instagram | Facebook | TwitterEPISODE CREDITHost / Emily Y. Wu @emilyywuEditing / Gerald WilliamsResearcher / Min Chao @wordsfromtaiwanA Ghost Island Media production / @ghostislandmewww.ghostisland.mediaSupport the show: https://patreon.com/TaiwanSee omnystudio.com/listener for privacy information.

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IPAC - Indian Performing Arts Convention is an annual celebration of creativity with performances, collaborations and talks by acclaimed musicians and dancers from India, Singapore, and Australia exploring Indian classical dance and music, with a focus on cultivating a new generation of artists, creating new work, and fostering cross-disciplinary collaboration. - IPAC - இந்திய கலைநிகழ்ச்சி மாநாடு என்பது இந்தியா, சிங்கப்பூர் மற்றும் ஆஸ்திரேலியாவைச் சேர்ந்த புகழ்பெற்ற இசைக் கலைஞர்கள் மற்றும் நடனக் கலைஞர்களின் ஒன்றிணைந்த கலந்துரையாடல்கள், கூட்டு முயற்சிகள், நிகழ்ச்சிகள், மற்றும் பட்டறைகள் மூலம் இந்திய பாரம்பரிய நடனம் மற்றும் இசையை ஆராய்வதற்கான ஒரு தளமாகும். இதன் மூலம், புதிய தலைமுறை கலைஞர்களை வளர்ப்பதில் கவனம் செலுத்தி, படைப்பாற்றலை ஊக்குவிக்கும் வருடாந்தர விழாவாகும்.

This week Tyler, Daniel and Alexa give you the rundown on the finalists for the Indiana Tax Court, an Army veteran convicted in a road-rage shooting, a new judicial campus in Morgan County, a major verdict against an Indiana pharmaceutical giant and more. This week's guests include Courtney Curtis and Dave Powell of the Indiana Prosecuting Attorneys Council, who sat down with Tyler to discuss IPAC's 50th anniversary.

Jonny Catto is the Managing Director of Ipac Packaging Solutions, specialists in sustainable packaging, based in Gateshead Having come from the very different world of corporate finance in London I was fascinated to go through his journey of starting and owning a Manufacturing company in the North East. Having started out as a small business which consisted of a small family run team, they are now a business of over 60 staff with exciting growth plans. We discuss in detail the importance of having a USP and the challenges that come with changing the awareness around plastic packaging for the consumer. This was a great insight into how businesses need to pivot and adapt to the ever changing world we are in. I really enjoyed this episode and understanding what it takes to take a company to that next level  1 min – What is a leader? 3 min – How change in people affects managers and their leadership 6 min – Johnny's background and dreams 11 min – The importance of managing and forecasting cash flow 14 min – Family relationships dynamics when managing a business 16 min – How to choose the face of the business 18 min – Sustainability in business 22 min – Media influence on preferred products and sustainability trends 24 min – Recyclability – good plastic vs bad plastic 25 min – How to market sustainable products? 27 min – Are smaller businesses more agile than large ones? 29 min – Creating a different culture as a company grows 30 min – Attracting and retaining employees 35 min – The importance of good communication and relationships with employees 36 min – How helpful are surveys for improvement? 39 min – The biggest surprise in manufacturing for Johnny 43 min – The role of experience in adversity 44 min – How to approach challenges 45 min – Johnny's motivation now  Please subscribe to the channel for more content! Theo James are a Manufacturing & Engineering Recruiter based in the North East, helping Manufacturing and Engineering firms grow across the UK. Please call us on 0191 5111 298

本節新聞重點： 1. 中國結束3天環台軍演 立院朝野齊譴責 解放軍「圍台」軍演後 美菲今展開30年最大規模聯合演習 2. 稱歐洲應避免因台捲入美中衝突 IPAC批馬克宏對威權妥協 3. 駐巴西外館組長生前錄音檔曝光 外交部：從未指患憂鬱症 台中高中生疑遭霸凌輕生 4師長涉不當管教送議處 4. 普發現金／疑首宗盜領案 財政部：當事人資料檢核中尚未領走 5. 俄烏於10號再度大規模換俘 200餘人獲釋 6. 中國人口61年來首度負成長 聯合國：印度將成世界第1...等 --- Send in a voice message: https://podcasters.spotify.com/pod/show/pts-taiwan/message

Cape Town is one of the world's top tourist destinations famous for its magnificent Table Mountain, white sandy beaches, Waterfront, and its vibrant, cosmopolitan atmosphere. In recent years, street art has emerged as a new attraction, adding to the appeal of the city. To support the artists behind the city's growing street art scene, Baz-Art was established as a platform to provide a livelihood for their work and regulate the industry. Founder Alex Tilmans told BizNews that Baz-Art hosts an annual international public art conference (IPAC) to select the best street artists to feature on their platform. He said that since its inception, the company has expanded its reach beyond Cape Town to other African cities and even as far as Glasgow for COP26. Learn more about your ad choices. Visit megaphone.fm/adchoices

Are we living in a golden age of space telescopes? As our minds are being collectively blown by the images of our universe beginning to come from the JWST, our host Dr. Charles Liu and co-host Allen Liu explore the next space telescope on the horizon, the Nancy Grace Roman Space Telescope, with our guest, astronomer Dr. Alexandra Greenbaum, PhD.   Dr. Greenbaum is an astronomer at Caltech working on the NGRST, which is set to launch in 2027. Named after Nancy Roman, who created NASA's space astronomy program and is known to many as the “Mother of Hubble,” it's a NASA observatory designed to unravel the secrets of dark energy and dark matter, search for and image exoplanets, and explore many topics in infrared astrophysics.   As always, though, we jump into the day's joyfully cool cosmic thing, the incredible first picture of Sagittarius A Star, (Sgr A*), the supermassive black hole at the center of our Milky Way galaxy taken by the Event Horizon Telescope. Dr. Greenbaum explains that the EHT uses signals from many telescopes around the world to gather the data that is combined into images like this stunning photo.   Alexandra works at IPAC, the Infrared Processing and Analysis Center at Caltech, on the Roman Telescope's coronagraph instrument, which is going to pave the way for future space photography of exoplanets. The coronagraph eliminates the glare that stars produce and allows astronomers to directly image planets in orbit around them. It will be far more powerful than any other coronagraph ever flown, seeing planets that are almost a billion times fainter than their host star.   Our first question this week comes from Isaac, who asks how the JWST differs from the Hubble. Dr. Greenbaum explains how the JWST's mirror is made of 18 different mirror segments, whereas Hubble has a single mirror. Also, JWST is an infrared telescope, while Hubble functions primarily with the optical and ultraviolet portions of the spectrum. That means that JWST can see the light from stars stretching back to the earliest periods of our universe.   Chuck and Alex also discuss how the NGRST differs from Hubble and the JWST. It primarily features a wide-field instrument that can look at a huge portion of the sky with different kinds of detectors. The coronagraph instrument is actually a technology demonstration that will help us develop the optical systems to see planets that are otherwise obscured by the overpowering light of the sun they orbit. Dr. Greenbaum also worked on the JWST, and she explains how each one worked to remove solar interference from planets or brown dwarfs orbiting stars.   For our second question, Jayla from North Andover wants to know what's most exciting about Alexandra's job as an astronomer. She describes traveling to telescopes all around the world as an observational astronomer before the pandemic, and how wonderfully open and collaborative the field of astronomy is.    Last but not least, Chuck, Alexandra, and Allen talk about what she's just read: “Parable of the Sower” by Octavia E. Butler, and how that book helped strengthen her commitment to her career studying the universe.   If you'd like to know more about Dr. Greenbaum's work and keep up on the developments with the Nancy Grace Roman Space Telescope, you can check out roman.ipac.caltech.edu.   We hope you enjoy this episode of The LIUniverse, and, if you do, please support us on Patreon. 

Fireworks welcome the new year at four locations across Ipswich (watch Limestone Park fireworks here https://fb.watch/hPrJo-1-_m/), major road project swings into high gear, free parking in Ipswich Central for a limited time, health advice to keep your pool germ-free and will Ipswich finally get the performing arts centre it deserves? Published: 3 January 2023. Music: www.purple-planet.com Image: New Year's Eve fireworks at Limestone Park (Ipswich Today) Ipswich Planning Scheme: bit.ly/3g4Jwb7 Resilient Homes Fund: bit.ly/3PDPJHH Council meeting agendas and minutes: bit.ly/2JlrVKY Council meetings on YouTube: www.youtube.com/c/IpswichCityCouncilTV Shape your Ipswich: www.shapeyouripswich.com.au/ Ipswich Civic Centre: www.ipswichciviccentre.com.au/ Discover Ipswich: www.discoveripswich.com.au/ Ipswich Art Gallery: www.ipswichartgallery.qld.gov.au/ Studio 188: www.studio188.com.au/ Nicholas Street Precinct: www.nicholasst.com.au/ Picture Ipswich: www.pictureipswich.com.au/ Cancer Council Queensland: https://cancerqld.org.au/index.php Healthy swimming: http://bit.ly/3Z9YuOv

Aurora is a research scientist at the NASA Exoplanet Science Institute at IPAC/Caltech and also works as a scientist on the NASA Exoplanet Archive.  Aurora is primarily an observational astronomer and her research interests include exoplanets atmospheres and brown dwarfs.   In this episode Ben and Aurora discuss nervous launch moments, the difference between a red and a brown dwarf and what it means to get “JWST time”! Please support this podcast by checking out our sponsor: Spaced Ventures: https://www.spacedventures.com/ to invest shares of actual space startups! OUTLINE: Here's approximate timestamps for the episode. 00:19 Spaced Ventures - Invest in companies like Princeton Satellite Systems, Inc 01:22 Introduction to Aurora Kesseli 2:02 Artemis 1 04:00 NASA Exoplanet Archive 04:48 The James Webb Space Telescope (JWST) 08:24 NASA Exoplanet Archive secrecy? 09:49 What are Brown Dwarfs? 12:28 Day in the life of Aurora 14:12 Space telescopes! 15:45 Where to point JWST? 18:40 How does JWST work? 20:32 Earth 2.0 26:08 Outreach  28:58 Favourite Sci-Fi and predicting the future 33:34 Wrap up and socials Follow Aurora Kesseli Website: www.aurorakesseli.com Twitter: https://twitter.com/aurora_kess Stay connected with us! Use #Astroben across various social media platforms to engage with us! Website: www.astroben.com Instagram: https://www.instagram.com/astrobenpodcast/ Twitter: https://twitter.com/Gambleonit LinkedIn: https://www.linkedin.com/company/astrobenpodcast/

中共二十大后再次明确要“解决台湾问题”后不久，国际政治组织“对华政策跨国议会联盟”（IPAC）到访台湾，又一次在议会党派的层面上声援台湾。其发出的讯息是：我们不是反华组织，但也会坚决协助捍卫台湾民主。

本節新聞重點： 1. 國1汐止段昨2度坍方封閉 基隆至台北一度塞車逾2小時 2. 獲特種外交獎章 IPAC主席包瑞翰：將深化合作達成目標 3. 美Fed升息3碼 央行跟進否待理監事決議 4. 宜縣魯姓議員候選人涉案被捕 起出改造手槍、毒品等物 5. 美同意愛三飛彈在台試射 可望降低成本 6. 北韓今又射3枚飛彈 兩韓分裂以來首次射彈侵入北界

This episode of A365 will discuss gender expression and identity in the global workplace.     Rafael Franco (Brazil) leads the conversation with Edelman leaders to address several topics, including understanding and respecting pronouns, recognizing differences in inclusive language globally, navigating gender expression in the workplace and more. The episode will also explore the experiences of those within the LGBTQIA+ community in sharing their identity at work and in the world.    Transcript Dani Jackson Smith [00:00:01] It's who you are to work after hours and back at home. Exploring every layer. Finding out what makes you uniquely you. And letting that shine back out into the world. It's authentic. 365 A podcast that takes a glimpse into how some of the most inspiring people among us express themselves and make magic happen. I'm your host, Danny Jackson Smith, VP at Edelman by day, community enthusiast and lover of the people always. On this episode, we are engaging our colleagues across the globe in a conversation on gender identity, understanding that how gender is addressed and acknowledge shifts based on your location. Let's join the conversation now.   Rafael Franco [00:00:51] Hello. I'm Rafael from Brazil, Adama San Paolo. And we're here today to discuss to explore the stigmas around gender identity and expression, to go beyond the binary gender identity and expression at work. And for this conversation I have here, for different persons around the globe, we have Monika Tik Tok from Brazil whistles. She's a senior account manager. I will ask everyone to say your pronouns as well as tragedian director from Malaysia. Lauren Gray, Senior Vice President, New York Crisis and Reputation Risk Advisory. And Nick Nelson, Senior Vice President Austin. Welcome, everyone.   Nick Nelson [00:01:34] Glad to be here.   Monica Czeszak [00:01:36] Happy to be here, too.   Rafael Franco [00:01:38] So we just start with an open question to everyone. So one identity is important to us all, and should we be respected by everyone knowing the formal definition of gender identity and expression? What do those terms mean to you personally and your response? Again, please say your personal pronouns. Mo, you can you can start, please.   Monica Czeszak [00:02:03] Okay. Hi, everyone. Glad to be here. If everyone, I'm Monica. But let's see Mo for short. As you heard, my name is a little tricky. My pronouns are actually all the pronouns. And like the lady on the mall, that puts everything on the shopping carts. So he / she / they I'm comfortable with all of those. And to me, that's a special question because expression to me it's whatever I feel like that day. Sometimes it's braids, sometimes it's baggy clothes, sometimes it's nothing at all. I'm also very forth on getting out of that image that everyone that's nonbinary only wears pajamas. And I think expression is just feeling comfortable with yourself and being your best self every day, and that's particularly special at work. And I think respect only starts with us looking at each other and getting to know each other and asking questions and having safe spaces to ask those questions because it's not easy. Sometimes I'm very feminine, so people might assume I use she or her. Sometimes I'm very masculine, so people might assume similar he. But it's very fluid like gender and like expressions. So we have to be safe to ask each other questions and present ourselves as we are.   Rafael Franco [00:03:28] Okay, great. What about you, Asra?   Ezra Gideon [00:03:31] So yeah, my pronouns are he / him. I've recently transitioned from female to male about two years ago. And I guess, you know, I'm. How do I say this? It is more true to me being a he / him than it ever was before, you know, being in any other pronoun, to be honest. So it's most comfortable for me and this is the pronoun that I feel most myself. It's a little tricky here because the Malaysian language does not have a he / him / they / them, its all dia means they / he / she. So it's you know, it's it's an amazing language. Trouble is, in Kuala Lumpur, corporate language is still English. So but it's still kind of, you know, a yeah, there's a mix of of Malay and English. So it's it's not as difficult, I think, for us here in Kuala Lumpur as opposed to parts of other parts of Malaysia. But yeah, it's a it's those are the pronouns I'm comfortable within and I'm happy to to use whatever pronouns someone tells me they want. I will use that because I respected that, that they know themselves better than I do. So, you know. So, yeah.   Rafael Franco [00:04:52] That's great. Well, I'm making myself vulnerable here because I'm not a known non-native English speaker. So it's hard for us Brazilians as well to understand this gender way of speaking in English. So I will hand over to my English colleagues. My English speaker, English- speaking colleagues learning and make plays well.   Lauren Gray [00:05:17] Thank you so much. I actually wanted to start by just sharing a definition of gender identity and gender expression, just in case anyone who's listening in doesn't know those definitions. And these come from the LGBTQ+ advocacy organization GLAAD and its media reference guide online. Reporters can use that guide to help better understand and cover LGBTQ issues. For gender identity, it's really a person's internal, deeply held knowledge of their own gender. Everybody has a gender identity. For most people, it matches the sex that they were assigned at birth. For our transgender community members, it doesn't align with sex assigned at birth. And many people's gender identity is that of a man or woman. But for other non-binary community members, it just doesn't fit neatly into one of those two categories. And just to give you a little bit more context on that, there was a recent study by the Trevor Project that found that one in four Gen Z LGBTQ community members are non-binary with an additional other 20% questioning their gender identity, and one half of those Gen Z non-binary individuals actually don't identify as transgender. So what we're seeing is really a sea change in the breadth and variety of language that's being used to describe and understand how nuanced gender can be. For me, my pronouns are she her, hers. But as a member of the LGBTQ community, hearing people share their pronouns and seeing pronouns included in emails, signatures, or in zoom display names. It's really a signal of a more diverse, inclusive environment. And I think it's one of the very important things that our colleagues can do in the workplace as an outward sign of support for our community and for those who are also looking for other ways to be a stronger ally. I would encourage you to get to know your LGBTQ colleagues, acknowledge their partners or spouses or families in the very same ways that you would people outside of the LGBTQ community and read up on things, look at the news, watch what's happening as things develop, and try to acknowledge moments of significance to the community, moments when you have terrible setbacks and moments when we celebrate great progress.   Nick Nelson [00:07:38] Nick Yeah. Lauren Thank you so much for that. I think, you know, it's always helpful here and be reminded of my pronouns are he is and my name is Nick Nelson since I didn't start with that. I think one of the things that I am still learning is the conversation we're having right now. You know, I work in multicultural DEI space, and so I've had the privilege to learn about gender identity, gender expression, but I've also had to acknowledge my own privilege as a gender male and not having to understand people who don't identify in the same way. And it's been a really rewarding experience to learn so much and have conversations like these and facilitate conversations like these for clients and for our colleagues. And so I think what it means to me is just a learning experience still. You know, I'm 33 years old and I'm still learning so many things as if I was still in school. And I think that's been the great thing about this particular workplace, but especially the work that I do is it gives me an opportunity to educate and to bring clients and colleagues along on the journey with me. But it also provides an opportunity for me to learn more and then be more supportive of my colleagues who may not be who may not identify it the same way or feel confident or comfortable identifying the same way as I do. So I'm really glad to be in this space with you all and have this discussion because it's long overdue and it's always important to talk through and kind of hear the perspectives. And I am looking forward to walking away from this with a new perspective that I can then bring into my work and support everyone, you know, regardless of their walk in life.   Rafael Franco [00:09:35] And we have mentioned our journey to understand this this theme better. And also Lauren mentioned the pronouns on our email signatures. And this awake me about Monica because I have wrongly assumed her pronouns in the beginning as she / her only. And we never have talked about that before. So Mo, is there a best way to to make sure we are always using pronouns properly and inclusively, especially in a global firm like Edelman?   Monica Czeszak [00:10:12] Yeah. And I think that's the funny part because when you have different problems, sometimes it falls back to you to let people know about your names, but you're not always safe or comfortable with sharing. So when you have a widespread initiative like the email signatures, like Lauren said, you're showing other people that it's okay to introduce yourself and say your problems and ask people for their problems as well. To me since I relate to all of them and none of them. It's like whatever rings that they it's fine. I feel very glad when someone uses he for me because it shows me they're trying to use other problems with me or when they talk in a general neutral way, but at the same time I'm comfortable in all those spaces. So I never really made the effort of going out there and saying to people, Hey, this is my problems and I'm comfortable this and comfortable with that. And once we had the signatures, it was like, Oh, I can let people know. And it kind of blew my mind a little because it was so simple and so easy. And at the same time I had a few emotional exchanges. Rafael was one of those people, but other colleagues came to me and was like, Oh my God, I'm so sorry. I never knew. Are you okay? Should I say things different? And it never occurred to me before that people might be struck that way after knowing my problems, that they did something wrong or something was not right before. So I had a lot of very emotional and very good exchanges with my colleagues, and I tried to make sure they knew that it was okay. We were getting to know each other better and I was happy. Now they knew and they were trying to be more. I don't know, inclusive of me. And it was very good for me to have those conversations because it opened doors for us to know each other better. Go ahead, Nick.   Nick Nelson [00:12:22] Yeah. I just wanted to build on that one. Thank you for sharing. But too, it's something that I speak about in client forums and in our employee forums where inclusion or being inclusive is not difficult, but it is intentional. So using the email signature was such a simple thing that started these conversations and got you such reactions, but also gave you an opportunity to express that. That's a perfect example of that. You know, inclusion is always intentional, but it's not always difficult and it just takes people like our company or like other companies who have done that, starting these initiatives where you can put your pronouns in your email or like we've done in this conversation, starting with introducing yourself and your pronouns. So you've established that already, and that was just such a small, simple step. So I'm really glad to hear that it was that impactful for you, where it was starting some new conversations, drawing some reactions and possibly an educational opportunity for so many of your colleagues.   Monica Czeszak [00:13:35] Absolutely. And it's completely intentional. And what I like most about it, it's at the end of those conversations, what we came to realize is that it has to be intentional and it has to be like a day to day exercise. In Portuguese, every word is gendered, like objects are gendered, every pronoun is gendered. So we are still figuring out how to be gender neutral and what are the rules and how to express it. And it's hard. You have to practice, so you have to know that. You have to use it and try to use it every day. So you get to that place in which it's easy and common to be gender neutral as well. So having those conversation was great for me in getting to this place where other people were also comfortable in asking and learning and trying to exercise. It was great.   Rafael Franco [00:14:28] Yeah, and as most said, and in Portuguese we have children conversations in general, everywhere, gender, but we are figuring out ways to do it. And so, for example, we have inclusive language and we have neutral language. One of them is not like formal. So we cannot use a broadly because it's not common for people to understand. But there are some ways that you can remove the gender from the phrase, rephrasing it. So that's one way that we that we tried to do here in Brazil. And Ezra, inclusive language, as I was saying, translates differently in different countries. And can you help better help us understand this dynamic based on your local experience?   Ezra Gideon [00:15:16] Yeah, sure. I guess in when, if and when we speak Bahasa Malaysia, which is to me, how many times, how many percent of my day spent speaking Bahasa maybe 20, to 80% of my time is speaking English because, you know, in Kuala Lumpur, almost everyone speaks English. In fact, everyone does. It's a matter of the degree of English or how well they speak it. But I only spend about 20% of my time speaking Bahasa Malaysia. But it's a mix and match when you're is very close friends and it gets very, you know, how do you say gets more when you're more familiar with people that gets a little bit less structured. So then, you know, it's a mix of English and Malay but I do think that people who speak Malay, the Bahasa and the Malay language tend to be less concerned over pronouns. And it's just they / them generally. And when they speak and when they say dia means, you know, they or he or she. So it doesn't really affect the composition of the person or the wellbeing of someone. But, but again, you know, how that works for us is still we speak a lot more English than we do Malay. And it's hard to educate people in a country where it's illegal to be trans or gay. So they just won't. They just won't because I don't have to. Because it's illegal anyway. You being you. Yeah.   Rafael Franco [00:16:45] Sure. And Lauren, we were talking about places where it's illegal to be LGBTQ plus and not even in countries where it's it is recognizable and it's okay to be gay or lesbian and trans and etc.. We know that not all LGBTQ plus employees feel comfortable sharing their experiences sexual orientation, gender identity, or expression in the workplace. So how can we recognize that and still be supportive to our colleagues, of our colleagues?   Lauren Gray [00:17:23] So you're absolutely right about that. And that's actually really a surprise sometimes to people in the US. There's data from the Human Rights Campaign for 2018 that found that about 46% of LGBTQ employees are closeted at work, which is actually usually very, very surprising to people. And we really want people to be able to be their authentic selves at work. Some of it is an issue of representation. There was some really interesting research as well from McKinsey in their 2020 Women in the Workplace report that found that in corporate America, LGBTQ women specifically only make up 2.3% of entry level employees, 1.6% of managers, and even smaller numbers at more senior levels. So to help counter this and help bring people out at work, we really need to focus on ways that we can increase visibility at work and representation for business. It's great to think about recruiting and retention and what that could look like, and we actually had a really interesting experience recently at Edelman. We created this task force called Out Front. It's an LGBTQ task force. It's really meant to help to. Will clients on complex LGBTQ issues. And as part of that task force, we created a team chat to make sure that people were in the loop and that we were communicating on issues that were raised and bringing in people with appropriate expertize. And we found that that chat really brought people together across offices. It was amazing and people started communicating on it all the time, sharing articles and stories and life events and wedding photos and pictures of birth of new children, etc.. And it was just this really incredible way that really organically people came together and started to increase visibility. So as much as we can do things like that, I think that will really, really help bring people out at work.   Rafael Franco [00:19:21] And this, I guess, changes our culture, culture of the company, right. And the culture of the company is impacted and informed by the people who work there. So, Nick, how can we all be inclusive and supportive to our to all our colleagues who wish to or wish not to fully express their gender identity at workplace?   Nick Nelson [00:19:46] Yeah. I think the most important thing is to create a safe space, right? Create a safe space for our colleagues at Edelman and beyond to show up the way that they want to. Right. And for some people. I would say that doesn't necessarily mean that they're closeted. That means that that's not a part of themselves that they want to share in the workplace. And I think we have to create the space and grace for that. Right. You know, I think the term that we use a lot is authentic self. And I think authentic self is subjective and relative to every individual. And so, you know, if you choose to share these details with me. Great. Thank you so much. I appreciate it. If this is not important to your workday or if this is not a part of the identity that you want to share in any part of your life. Great. I still like you anyway. I still enjoy working with you. And so I think that's the most important thing, is just the space to be yourself and then not, we have to be careful. And this is something that I see a lot in my work. We have to be careful not to create a box or terms for what showing up as your authentic self means. Right. You know what that means for Lauren, for example, may be very different for me, and that's not because anyone is shy or afraid. But we have to consider that people are bringing a lot of different experiences into this moment that we're meeting them. You know, I have no idea what has happened to you guys before 21 minutes ago when we started this recording. Right. And I don't know what's going to happen to you after. But I have to understand that there's so many things contributing to the way that you are showing up in this moment. And so all I can do and all we can do is make sure that we're being supportive colleagues and meeting you in this moment and helping you show up the way that you want to be your best self.   Rafael Franco [00:21:54] That's very powerful and very, very true. And so I would get back to Turing because we have talked about added initiatives in during this conversation. And Adam Eco is one of our employee network groups. Adam And it was created to help to good turn on community for LGBTQ close employees and allies and provide a place and space where employees can share, learn and grow. So how can an employee group serve to good community for or benefit non cisgender employees at work?   Lauren Gray [00:22:33] It's a really great question, and I'm glad that you asked that this year. Edelman Equal has we've had several key priorities. The first is educational programing. So, for example, after the overturn of Roe v Wade, we hosted a conversation with Jim Obergefell, who is the lead plaintiff in the Supreme Court case, the marriage equality case. And we talked about what these developments might mean for LGBTQ community members and for marriage equality broadly. We also talked about monkeypox this week with Dr. David Nabarro. So we did a briefing, public health briefing on it, and we talked about considerations for employers and answered questions that people may have about what's happening and what that looks like. And I think this educational programing is really important because it doesn't just benefit our broader Edelman community. But if you are an LGBTQ employee and you want to have a voice in helping shape the conversation that's happening at Edelman, in the knowledge on these issues in your own workplace, you can really be part of planning what some of that looks like. We also advocate for employees. We want to make sure that we are on top of what employee benefits should be happening for LGBTQ employees and making sure that we're included in data that Edelman is collecting so that we're being appropriately represented. And then also just provide a space to really connect and get to know each other and advocate for each other and support each other. Sometimes it's nice just to have fun together, but other times it's it's also really nice to have built up strong relationships with other LGBTQ employees. If you have questions or want to pressure test certain things or just to talk about things that have happened in the workplace.   Rafael Franco [00:24:14] That's great. And Asra, you have started your major media transition a short time ago and not within the most ideal condition, as your country is not welcoming to the full diversity of the LGBTQ community. And you have told me that Adam and I have have have had a very powerful space in this transition. So can you share a little bit of your experiences and specifically your how your work environment has impacted your transition?   Nick Nelson [00:24:46] Absolutely. I think, you know, it took a while before I discovered, you know, you know exactly you know, what my life would would be had I had taken this journey, for example. It's a lot of obstacles. But, you know, I, I spoke to my my mother and I told her everything. And I said, if it means I have to quit, I will have to do it because it's I can, you know, cannot not live, you know, being myself. But, you know, we took it on together, actually. And I think this is very important. It's because of that kind of leadership that you feel you can go to someone you're safe for the most. You know, Muslim is Muslim muslin is Muslim I Muslim. So it it mean you need to trust this person, you know? But, you know, after all of that, long story short, we managed to find a way to bridge that gap by I said, I'm going to come out, we're going to stay and fight this together. Whatever the system is, we will will face it together. And I came out to the colleagues and I think to Ipac. And so I think online when we were all doing the pandemic at that time, and it made me so much braver. And she was right there next to me and she's saying, going, going. That's fine. You know, and it's so many people involved. It's it's not just my M.D., but she was that person for me. And had I not had someone like that to be able to help me in on a day to day, even struggle with with the outside world, because coming to Edelman is like a whole different world. When I go back home, it's a whole different world, right? So but it's made me mentally healthy, so much better. I'm so much better for it. Being able to do what I do every day. I think I've even gotten better at my job, I'll be honest with you. So, so, so that that I think was very important. But it's not just leadership. It's the whole team. They're so polite. They ask me, you know, if they're saying something wrong, they're just amazing. It's it's hard to express. But yeah, it's been amazing. So we have two sets of laws in Malaysia. One is for Muslims, which is the Sharia law, and another is secular for everybody else who is not Muslim. And I can never change my gender marker, obviously, because if as soon as I do that, it will be, you know, it's illegal. Right. But they're going to they can try and test and test you on a day to day basis if they want you to have a look at your ID card and it doesn't match with the way you look or how you express yourself, it can give you a hard. But I've been very lucky. I've been honestly luckier than most and most grateful. Grateful for that. But it's harder for a lot more people here. I'm in a good position. I could probably get a job easier than some transpeople because I've been known in the industry before I transitioned. So yeah, it, you know, there's more to it than that. But in a nutshell, it really helps to have that culture of support from top down and it helps so much.   Rafael Franco [00:28:05] Well, I think I can speak on behalf of everyone here. We are so glad to hear that you have this help and have this opportunity of transition and be yourself at at the workplace. And as we are discussing the pronoun usage, for example, and the respect for gender identity and expression, they are very important in life and at work. So more can can you give us an overview of why it's so important to respect pronouns, why these tiny words are so important and so impactful on our lives, in our day to day work.   Monica Czeszak [00:28:47] Is a little emotional, but I think what we need to start off is just stripping away everything else and just realizing that we are all human beings that want to be seen. We want to make connections, we want to be cherished. We want to love and be loved. And that's the center of everything. And. Having that in the workplace, which is, let's say, most of our day, it's the biggest slice of our day when we go to work and we talk colleagues and we talk to clients. It's so important because. Imagine spending like a third of your life not being seeing and acknowledge every day. That's that's hurtful at a human level. So having that space where you can be yourself and like Ezra, find support and have people acknowledge and see you for who you are is very powerful because that gives us the confidence and the courage to go out there and face whatever we are facing on the other aspects of our lives as well. And this week I was with our lead in Brazil. We went to an event to sign an open letter to support LGBT inclusion in the workplace alongside other companies here in Brazil. And everyone that's standing at that event and talking to each other, there was those moments when you'll find someone in the audience and you look into their eyes and you could see that connection, the power of that connection, of being seen and being heard. And two of the things that made me the most emotion out there was that cry out for us to be brave. So let's create a safe space and not be afraid of creating more safe spaces to each other. But also when people would find each other and say, We know it's hard. We know it's little by little, but every little thing makes life so much better. And this is so important in the workplace.   Rafael Franco [00:31:00] That's true. That's totally true. And we are talking a lot about how inside a company we can do to to make our colleagues days better. But since we work in the client services business, we and just like colleagues, clients can also project their discomfort or express express microaggressions towards people of the community. So Nick, if you can speak to navigating sensitivities with clients and protecting the company and employer relationship, also how we can can we protect our teams and ourselves to make everyone feel safe and comfortable of showing up as they authentic self?   Nick Nelson [00:31:47] Yeah. Yeah. And Ezra, I'm definitely curious to hear what you have to say about this, but I think in my experience, one thing that I am learning and observing is that especially with clients, sometimes they genuinely don't know when they are projecting these things. I think, you know, if it's bias showing up, it's some of those kind of, you know, inherent things that they may have brought to the table. And so my experience, which has been pretty successful in the past, is just addressing it head on, you know, stopping in that moment and saying, hey, I heard you say this thing. What did you mean by that? And that is a very intentional question. As we were talking about earlier. It creates space. It creates a space to talk through it. No judgment, but also to educate and kind of point out why that might not be okay or point out, you know, what a different way to articulate that opinion may be, but also to ask questions. You know, I, I work with a bunch of people who don't work in the DEI or multicultural engagement or things like that. And so I have to understand that a lot of people don't know. A lot of people don't sit in forums like this and have these conversations. And so with clients in particular or even with colleagues, you know, I think we have a I don't want to say a responsibility, but I do think we have an opportunity to try to get to it in that moment. I think where we may need to do some more work is letting it linger or letting it pass. Right. Because then you've not only signaled that whatever this person said was okay, but that's you're okay with it, right? And so I think there's a way to get into that conversation and have it come out of it with an educational moment, an opportunity. And then to your second question, I think. I think it's such an interesting position to be in. Right. And I think it goes back to what we were talking about earlier, you know, creating space for someone to show up however they want. Right. And if they are out and proud, as we say, great was lean into that. Let's build it. You know, I want to shout out Laura and the equal team for all of the work that they're doing, not just, you know, with the yards these, but then bringing in some of those experts to talk about the impact on our community, but then also how that impacts the broader community. Right. I don't think perspectives like that are hurt. And then as we're all transitioned to you, but one thing that you said that I always kind of keep in my brain is brave. I've never had to be, quote, brave. Right? I exist as who I am. I show up and take of space. I've not had to go through that experience that you have and I've not had to do it publicly. I've not had to kind of navigate the things like that on top of, you know, the cultural situation that you're in. So I applaud you and people like you who are willing to bring those educational opportunities to us. And like I said to Lauren and Mo, you know, all of these things that we just don't think about, you know, that I don't think about because I don't have these question marks. I don't have things that may signal something else to someone. And so I really just want to appreciate you guys publicly and openly for that kind of work and how it advances this exact conversation that we're having.   Monica Czeszak [00:35:38] I just wanted to add that. I think not everyone can relate to how huge that is. But I think we all when we go back to ourselves, we know about fear. We all fear something and the size of the fear and the importance of having that backup. But another thing I would say, we know things are hard in Brazil. We have a lot of violence against the trans community especially. And we know in different parts of the world we have different regulations and laws. So it's very different in contexts. What kind of fear you have when coming out, when reaching out for help and making those connections. But I think it's important for us to also see the hope in that, and they will hear it in your voice. They won't see your face, but the little flesh in your eyes and you're saying how much better he was than you expected and all the support you get. And I think we have to keep that in mind because we know there's a lot of bigoted people. We know there's a lot of conservative people. We know there's a lot of. Evil in the world. But there's also hope, there's also connection. There's also friendship and and help sometimes where you least expect and people can change and people can learn and we can build those networks that are accommodating and comfortable and resourceful to others. So I just wanted to bring out hope from your story, because I think we need to remind ourselves of that.   Rafael Franco [00:37:15] That's very powerful. And I'm I'm clapping here on mute does not disturb your speeches. So headed now to the end of our conversation, I would just like you to get your final, final thoughts. And we navigate this a little bit during our conversation. But just for wrapping wrapping up, what can those who are not part of the community do do to be better allies and accomplices for the LGBTQ plus colleagues at work? So, Nick, if you want to start.   Nick Nelson [00:37:53] Sure. Happy to start. I think allyship is so important because, you know, while I think this group, you know, we are having this conversation publicly and openly, I think we are at a certain part of our journey. Right. I think there are people who may not be there. Right. And so that's where allies come in. And I recall a conversation that Edelman hosted during the chaos of 2020 where the gentleman presenting said, you know, there's allyship and then there's accomplices. Right. So are you going to stand beside me or are you going to stand in front of me? Right. And some of us just need someone to stand beside us, which I believe we would consider as an ally. But then some of us who may not be as advanced in our journey or kind of still understand where we fit into an organization or to society or culture may need an accomplice. And so I think understanding where our colleagues are, creating the space to have conversations about pronouns, about workplace identity, about all of these things is where you can really understand where you fit on that spectrum. So is it, you know, walk beside me, walk in front of in front of me. And then sometimes for some of us is get behind me, move out of my way, let me clear the pad so I can make it so much easier for others who come after me. Right. And so I think that's where our colleagues, rather than whether or not they're in the community, honestly, can be the most helpful, is just really understanding. You know, is it that accomplice is an ally or is it just, I got your back. Let me know what you think.   Rafael Franco [00:39:38] Right.   Lauren Gray [00:39:39] I guess I just wanted to build on a point that my made earlier that I thought was such a good point. And I think that's that we don't expect perfection from people and being allies. And I think that's a really good thing to raise that we shouldn't let being perfect become the enemy of the good. It's enough for many people within the community just to see that you're trying, just to see that you're interested and trying to build a connection and doing what you can to be supportive. I think often people are really afraid of making mistakes in some of these conversations, and I think it's just good to affirm and I was glad that raised that that hurt a lot of people within the community. We just want to see you trying to really, really appreciate that.   Rafael Franco [00:40:28] That's totally true, Ezra.   Nick Nelson [00:40:33] I think for me, what I've noticed and what I see around me, it's always good to give people the benefit of the doubt. I think I am braver because I believe in the good of people more than anything else. I'm not brave because, you know, I didn't even see anything coming. So really, I don't know what to be scared of. But really, it was the fact that people were relatively good. And if you do try the and if they reject you, it's fine. You have to learn to heal a little bit from that. But you can educate and sometimes the more you can do that in a big way and I see this with clients as well is, is, is to yeah. To allow them to to make mistakes also and be and correct them in the in the not in a good way because they sometimes don't know. They, they don't know even what they're doing, especially, let's say for for some place like in Malaysia, you know, I mean, we're not living on trees. No, that's not that's not it. But but a lot of this awareness of the community, it's not part of the conversation on a day to day. To give them a chance. And, you know, that's that that's that's what I have.   Rafael Franco [00:41:49] That makes the work better a more.   Monica Czeszak [00:41:52] I think the first thing that comes to mind when we talk about allyship and. Our job, as well as a communications firm, is to really talk more and make it safe to talk more, because I know it's a very far and honorable place and I can speak from experience throughout my life. I made so many mistakes growing up after I grew up, as I developed as a professional and as a person. And sometimes it's hard to have those conversations, and sometimes it touches into memories or situations that you're not ready for. And there's no rush. You can take your time. You can see if, when, where it's good for you to talk about it. But as an ally, make sure to signal that you are there. When the person is ready and talk about what you're thinking, raise questions and participate because it's what we do on a day to day. As a firm, we talk to our clients, we talk to society, we talk to our colleagues. And that's part of the experience itself, to be open and to reach out and use everything. Your experience in learning and hearing to build something better. Because I like to say to my colleagues, when I talk about diversity, equity and inclusion, it's a journey so it doesn't really have a destination. We keep building up on the conversations and experience we are having.   Rafael Franco [00:43:28] That's true. And when you're in the position of being an ally, you don't need to wait to be ready. You go with fear. You just make mistakes. But few certain that you need to be there for people that you care about and your colleagues and the people in your life. So just be there and listen and have this conversation.   Dani Jackson Smith [00:43:53] And that's a wrap for this episode. Many thanks to you for talking with us. Be sure to subscribe to our podcast. And until next time, keep it authentic all day, every day. Special thanks to our team behind the scenes.  

Photo: No known restrictions on publication. @Batchelorshow #PRC: What is IPAC & What is to be done? John Bolton Washington Examiner https://www.washingtonexaminer.com/restoring-america/courage-strength-optimism/countering-china-through-national-legislatures

隨著台海緊張關係升溫，印太地區也變得相當不平靜，軍演一波接一波，規模也不斷擴大。就怕台海戰火一觸即發，歐盟外交與安全政策高級代表波瑞爾22日表示，如果台海爆發危機，歐盟可以扮演「調解人」的角色。另外，為了因應中國在區域內擴張影響力，串連25國、220名國會議員的對華政策跨國議會聯盟（IPAC），22日宣布成立「印太論壇」，將強化與台灣的交流。 聽眾五星留言+訂閱

Lavanya Gandi combines a career in sales, account management and human resources—including working with giants like Amazon, Swiggy, Zomato, and IPAC—with a relentlessly curious brain for a perspective that captures both the big picture and the nitty-gritty details of what it takes to champion the client and employee relationships and career progression.She currently brings that expertise to Dextara Digital as the Director of Human Resources, and in this conversation with us, she shares:How she found her calling to be an HRCritical Strategies to prepare for the future of HR and workWays to support a better work-life balance for your employeesWhy she still loves and talks about the culture of her previous employer, ZomatoThe work culture of Zomato:Zomato has always made a point to hire the right talent. The organization ensures the perfect culture fit for all the employees. It prefers hiring people who believe in the values of Zomato before being a part of the team. The compassion and acceptance Zomato shows is cherished by Lavanya. The company even attempted to find jobs for people who had to be laid off due to the pandemic.Remote work and its impact on the work-life balance:Lavanya's current organization is quite flexible and open. They do require employees to be in the office. Lavanya further talks about the work-life balance blurred due to remote work. There are employees desperate to work from the office as they are used to it. However, people are adjusting to this new way of work now. Employees often face the stress of managing multiple things at one go. With remote work, the boundary of not reaching out to people apart from working hours is removed. Here is where the mental health implications come into the picture. Lavanya advises leaders to avoid these conversations.She further says that employees should “pick up habits that don't confine to a screen or technology.”People should not be taken for granted.The problem also persisted during the beginning of the lockdown. Plenty of people didn't find a reason to take leaves. They would continue focusing on work every day. But some organizations realized the need to solve this. People need to take time-offs to refresh themselves. Constant work can make them monotonous. Advice to the founders/ people managers:Leaders need to learn to be more flexible and adaptable to situations, considering how the pandemic changed everything. Policies had to be reframed due to the changes in the way of work. They need to be empathetic towards their employees and focus on upskilling them. They should organize engagement programs for the employees for something different from what they are working on. Employees of similar interests (books, music, etc.) can also create clubs and interact.Follow Lavanya on LinkedInProduced by: Priya BhattPodcast host: Junius DsilvaGet the highlights of this episode from our blog.BONUS: Here is The One-place Guide to HR Challenges and Solutions to gain in-depth knowledge about Human Resources and its challenges.

In July 2020, scientists citing the precautionary principle said “It Is Time to Address Airborne Transmission of Coronavirus Disease 2019 (COVID-19)”. They were rebuffed a month later by experts who cited a lack of evidence and argued: “the concerns raised by the authors are not borne out in clinical experience”. Nearly a year later, the Centers for Disease Control (CDC) and the World Health Organization (WHO) updated their language to include aerosol transmission and in the case of the CDC, they listed it as the first method of transmission before droplets and fomites. Paradoxically, neither organization updated its guidance to address the implications of the new language. What's going on here? Today's guest is part of a growing body of experts calling on the Infection Prevention and Control (IPAC) community to accept that SARS-CoV-2 is not only transmitted by aerosols but that the airborne route may be the dominant mode of transmission. Dr. David Fisman, an epidemiologist and professor at the Dalla Lana School of Public Health, along with several colleagues, published Ten scientific reasons in support of airborne transmission of SARS-CoV-2. Dr. Fisman tells us that the evidence is clear, but the IPAC community has been slow to accept it because of two main reasons. First, IPAC practitioners are going to lose face – to change course now is to admit they were wrong. Second, this will cause a massive change to IPAC practices in hospitals – some at significant expense. Dr. Fisman believes the Semmelweis reflex – the human behavioral tendency to stick to preexisting beliefs and to reject fresh ideas that contradict them despite adequate evidence – may be at play. Zeynep Tufekci said something similar in a recent NY Times article when she said IPAC experts were “setting a higher standard of proof for theories that challenge conventional wisdom than for those that support it.” And TIPS previously described this type of thinking as Highly Qualified Toxic Culture Syndrome. This resistance to new thinking could be supported by the massive implications (and costs) that would be driven by necessary changes to IPAC protocols. Plus, we cannot discount the effects of the highly charged political environment on every aspect of the pandemic response. Regardless, Dr. Fisman makes a compelling case that it's time for the IPAC community to take a step back and reevaluate the growing body of evidence that points to aerosols as the dominant means of SARS-CoV-2 transmission. In addition to the droplet vs aerosol debate, we cover:   The history of the Dalla Lana School of Public Health and the newly founded University of Toronto Institute for Pandemics David Fisman's background and career path What it's like being an epidemiologist during a pandemic and working under the microscope in a highly charged political environment. Dealing with misinformation. COVID-19 origins Treating vaccine manufacturing capabilities as a strategic asset for national security. The Ontario government's reopening plan and how it seems to acknowledge aerosol transmission without explicitly saying it. Vaccine mixing And much more   You can also catch Dr. David Fisman and others discussing aerosol transmission on CBC's recent story: How delays in acknowledging airborne COVID-19 transmission risked lives.

As a U.S. Marine, Riki Tyminski was in charge of the legal administration at the Marine Corps' largest personnel center, IPAC. In turn, she was responsible for leading a group of young Marines during her four years of service. She received two meritorious promotions and was honorably discharged as a Corporal. Tyminski was a Cadre member on Season 2 of Fox's "American Grit" that was hosted by WWE star John Cena, where she lead Team Yellow. She is now a fitness nutrition specialist and a competitive weightlifter. Riki joined the gang from her home in New York to discuss setting realistic goals in fitness and nutrition, self-image, and more. You can follow Riki on Instagram @rikityminski

When the international community condemned the arbitrary detention, mass surveillance, political indoctrination and restrictions on religious activity of the Muslim minority Uyghur ethnic group in 2019, most of the Organization of Islamic Cooperation (OIC) members instead endorsed China's treatment of Uyghurs in an official statement. The OIC stated that Beijing has undertaken deradicalization and counter-terrorism measures in the province of Xinjiang. Indonesia also failed to speak out on the issue and has taken a non-interference stance as they say that the Chinese government has a Uyghur separatist issue. What is the Indonesian government's motivation behind such as stance and what does it mean to its foreign policy?Beijing has not taken this support for granted. It has conducted elaborate charm offensives and invited Indonesian social influencers, religious leaders and journalists on special managed tours to Xinjiang to show “normal life” in the province. Some participants said they failed to see any persecution of citizens while others say their movement was heavily restricted and under heavy surveillance by state minders. What really happened on the Xinjiang trip? In this audio documentary, we explore the Indonesian government's stance on the Uyghur issue with Sidney Jones, a terrorism and security expert and founder of the Institute for Policy Analysis of Conflict (IPAC) and speak to Muyhiddin Junaidi, the head of Muhammadiyah's international relations and leader of the trip, to learn first-hand how the Indonesian delegation ended up in Xinjiang and what they experienced. Link to IPAC report titled: Explaining Indonesia's Silence on the Uyghur Issue:https://bit.ly/2wLMFoZ  or go to http://www.understandingconflict.org/en.html| Read the text version of this episode: www.indonesiaindepth.com or through Shawn's LinkedIn page: http://www.linkedin.com/in/shawn-corrigan/ | Send us your feedback! Email: info@indonesiaindepth.com  | Twitter: @IndoIndepth | We are also available on Spotify, iTunes, Soundcloud, Google Music and other podcast players! All music licensed.

In Part 1, we heard David Ricci's harrowing tale of volunteering at an HIV clinic in Kolkata, India where he was hit by a train. His life-threating injuries lead to the amputation of his leg at a clinic in the slums. Despite that traumatic experience, he endured even greater trauma when he returned home to Seattle and spent over a year combatting an antibiotic-resistant infection.   David found a path in science studying antimicrobial resistance. In 2014 he was asked by the Pew Research Foundation to participate in a coalition of scientists, farmers, patients and activists that had personal stories related to antibiotic resistance. The coalition met with members of Congress and the FDA and what they found was an audience that did not understand the urgency of addressing the problem of antimicrobial resistance. Not a lot has changed in the five years since then, as small changes by governments and big corporations are being lauded as big victories, having the effect of watering down the seriousness of the current crisis.   This podcast is a great primer on the challenges and potential solutions to the dangers of antimicrobial resistance and some of the reasons that it has not received the attention it deserves. Listen to Part 2 of David's story and be inspired by this survivor, scientist and activist.    The name of the documentary David mentioned is Resistance Fighters The website for David's current project, AMR 360, is isbscience.org You can find out more about the AMR Challenge 2019 here: https://www.cdc.gov/drugresistance/intl-activities/amr-challenge.html Our pan-access journal is at www.ic.tips Learn more about The Infections Prevention Strategy (TIPS) at www.infectiontips.org   If you liked this podcast, please consider subscribing to the series and leaving a positive review. Find more at https://deepdive.tips/

What happens to an infectious agent once it leaves the human body? Well, it ends up in our cars, airplanes, food, water, and soil. If we know how that contagion behaves “in the wild”, then we'll be able to kill it, filter it, or otherwise prevent it from proliferating, and potentially improve the lives of millions of people in the process. This is the study of Environmental Microbiology and it's a topic that today's guest has spent more than 30 years trying to understand. Dr. Syed Sattar is Professor Emeritus of Microbiology at the Faculty of Medicine, University of Ottawa. He is also a co-founder and Chief Scientific Officer at CREM CO.  He's a world-renowned expert who regularly advises national and international agencies like the World Health Organization (WHO), and private-sector companies. We're also joined by Bahram Zargar, CEO of CREM CO. This is a company built on top of Dr. Sattar's extensive body of work that aims to speed the assessment, development, and promotion of innovative and sustainable strategies for environmental control of harmful microbes for a safer tomorrow. It blends engineering with environmental microbiology to enable a whole new level of scientific rigor. You'll learn: What happens to infectious agents once they leave the body? What can we do with that knowledge? How air travel and the international food market have eliminated borders in the battle against infectious disease. How engineering can support Infection Prevention and Control (IPAC) by enabling scientific rigor and validation. How this science can be used to develop new barrier technologies. What is lacking in today's IPAC efforts and where does it need to go? How disinfectants can lead to their own form of resistance (i.e. bugs resistant to cleaning) and may even contribute to antibiotic resistance. What's the biggest challenge in matching IPAC innovations with potential buyers in the healthcare system? Why we need to enable our “foot soldiers” (i.e. the cleaning staff and environmental services teams at hospitals) with proper training and tools to win this war. Why it's important for innovators and manufacturers to be more scientifically responsible (i.e. don't chase the bug of the month). Why the government needs to increase funding for research and development in IPAC. Why it's so important to stand on the shoulders of the IPAC greats that came before us and build on their work. A few key points that I'd like to highlight: There's very little money set aside by governments for research and development in IPAC. If there's no money, then the best researchers aren't motivated to go after these issues and innovation is starved. We've seen that recently in the U.S with the constant attack on the Prevention and Public Health Fund. We rely on our cleaning staff and Environmental Services (EVS) teams to do a very important job in the hospital, but we don't treat that position with much respect. “If our soldiers are not well trained and ill-equipped for battle, then how do we expect to win the war against the spread of infection?” In a world of increasing antibiotic-resistance and anti-microbial resistance, we must focus on prevention in IPAC.   This episode originally aired on The #HCBiz Sow on May 17, 2017.

On this exciting episode of the show, Annie must break Alex out of his holding cell at the IPAC before a horrific fate befalls him. The hosts then transport us back to the year 1955 and walk through initial test and failure of Casey Jr.'s Circus Train. They then discuss the lasting appeal of the Circus trains and explore whether or not the Train will have a continued lasting presence. Needless to say, a lot is covered in this episode!! So grab your bag of circus peanuts and a pair of headphones, and give a listen to the latest episode of The Backside of Water!