Podcasts about ronza

Send us a textOn Christmas Eve, Ricardo Karam meets a pioneering Lebanese artist who has left an indelible mark on the world of Lebanese music and theater: Ronza.Her real name is Aida Maroun Tomb, but she was given the name "Ronza" by the legendary poet Said Akl. A multi-talented individual, Ronza studied psychology at the Lebanese University and earned a diploma in classical Arabic singing from the Lebanese National Conservatory under the mentorship of Badia Haddad. She further specialized in solfège for six years with Professor Tawfiq Sukkar.Ronza is a cherished figure in Rahbani theater, having been an integral part of their artistic journey. She performed in several iconic musical plays presented by the Rahbani brothers, such as The Conspiracy Continues, The Person, and The Seventh Spring. She started her career singing in the choir behind Fairuz in various productions, and her solo performances shone in works like At Summer's End, Hello Beirut, and Santa's Journey.Her professional path is also deeply intertwined with academia. As a professor at the Lebanese National Conservatory, she has trained many students specializing in classical operatic singing and has conducted workshops in solfège.In addition to her solo career, Ronza joined forces with her sisters Amal and Fadia to form the group Tri Orient. Together, they performed in concerts and religious hymns across various countries, releasing three remarkable albums: Miladiyat, Christmas in the City, and Abu Dhabi Concert.Join Ricardo Karam and Ronza in this special podcast episode to celebrate Christmas and delve into the refined details of her extraordinary artistic journey.في ليلة الميلاد، يلتقي ريكاردو كرم فنانة لبنانية رائدة، تركت بصمة لا تُنسى في عالم الموسيقى والمسرح اللبناني، رونزا.هي عايدة مارون طنب، أعطاها إسم "رونزا" الشاعر سعيد عقل. درست علم النفس في الجامعة اللبنانية، وحصلت على دبلوم في الغناء الكلاسيكي الشرقي من المعهد العالي اللبناني للموسيقى تحت إشراف السيدة بديعة حداد، كما تخصّصت في السولفيج لمدة ست سنوات مع البروفسور توفيق سكر.رونزا هي ابنة مسرح الرحابنة، إذ كانت جزءاً أساسياً من مسيرتهم الفنية، حيث شاركت في عدد من المسرحيات الغنائية التي قدّمها الأخوان رحباني، مثل "المؤامرة مستمرة" و"الشخص" و"الربيع السابع". بدأت في الكورس خلف السيدة فيروز في عدة أعمال فنية، وكان لها دور بارز في أعمال "آخر الصيف"، "هللو بيروت"، و"رحلة بابا نويل".ارتبطت حياتها المهنية بالأكاديميا حيث تعمل كأستاذة في المعهد العالي للموسيقى، وقد تخرج على يدها العديد من الطلاب الذين يتخصصون في الغناء الكلاسيكي الأوبرالي. وقدمت ورش عمل تدريبية في السولفيج.إضافة إلى ذلك، أطلقت رونزا مع شقيقاتها آمال وفاديا، فرقة "Tri Orient"، التي قدمت حفلات غنائية وترانيم دينية في العديد من البلدان كما أصدرت ثلاث ألبومات متميزة هي "ميلاديات"، "ميلاد في المدينة"، و"Abu Dhabi Concert".انضموا إلى ريكاردو كرم ورونزا في هذه الحلقة من البودكاست للاحتفال بالميلاد وللغوص في تفاصيل مسيرتها الفنية الراقية.

This year, we commemorated National Disabilities Employment Awareness Month by exploring how employers can work toward providing access to good jobs for persons with disabilities in the legal profession; the tangible benefits of employing persons with disabilities; the feasibility of providing accommodations; and the use of assistive technology. Our speakers provided their thoughts on best practices, shared personal journeys and insights, and reflected on how far employers have come and where we need to focus to increase future employment opportunities for persons with disabilities in the legal profession and beyond. Our guests included Kevin Hara: Counsel, Reed Smith; Ronza Othman: President, National Association of Blind Government Employees – a division of the National Federation of the Blind; Nicholas Carden: Associate General Counsel, Coinbase, and former Board Member of Disability:IN; and Laurie Allen: Microsoft, Senior Accessibility Technology Evangelist. ----more---- Transcript: Intro: Welcome to the Reed Smith Podcast, Inclusivity Included, Powerful Personal Stories. In each episode of this podcast, our guests will share their personal stories, passions, and challenges, past and present, all with a goal of bringing people together and learning more about others. You might be surprised by what we all have in common, Inclusivity Included.  Kevin: Hello, everybody. Welcome back to an episode of Inclusivity Included. Thank you, everyone, for joining. My name is Kevin Hara. I'm counsel at Reed Smith in the Life Sciences and Health Industries Group, and I'm proud to commemorate National Disabilities Employment Awareness Month, which is in October of every year. And this year's theme is access to good jobs for all. We have a number of distinguished panelists today joining us, including Ronza Othman, who is president of the National Association of Blind Government Employees, a division of the National Federation of the Blind. Nick Carden, associate general counsel from Coinbase, a former board member of Disability:IN. And Laurie Allen from Microsoft, a senior accessibility technology evangelist. So thank you, Ronza, Nick, and Laurie for joining us. We're thrilled to have you here as part of our podcast. And without further ado, I would like to ask Ronza to talk a little bit about your journey, how you have arrived where you are, and some of the important steps you took that led you to where you are today.  Ronza: Great. Thank you so much. I'm really delighted to be here. I am a blind attorney and my training was initially as a high school STEM teacher. And that's what I did to get myself through law school. And ultimately I've had a number of different legal jobs, but in state and local government and private sector, ultimately ended up in the federal government where now I manage civil rights programs for a large federal agency. And so my journey has been one of exploration and learning, not only because, you know, being a lawyer, an attorney is always difficult for any person, but also when you add the complications of inaccessible technology and perceptions about people with disabilities and what they can and cannot do, and the obstacles that those negative attitudes create, there's definitely been some really interesting experiences along the way, but I think that I'm optimistic in terms of where we are now. So my paid job, of course, is with the government. And as a volunteer, I serve as the president of the National Association of Blind Government Employees, where we have a number of blind and low vision employees of state, local, federal, and pseudo-government agencies that are members that are experiencing life as public servants, supporting this country at the local and state and national level. It is an honor to represent them and us in a variety of different circumstances, and I've gotten to do a lot of really cool things as a result.  Kevin: That's great. Thank you so much, Ronza. And Nick, if you'd like to share a little bit about your path that led you to where you are today.  Nicholas: Thanks, Kevin. And thanks to Reed Smith for having us. This is a great opportunity to speak about an important issue that impacts all of us on this call. I, like Ronza, I am a lawyer with a disability. I started my career right out of law school in-house, which is somewhat unusual, but it sort of led me to where I am today in the sense that early in my career, I was a true corporate generalist, and through various personnel changes and responsibility changes, I was at a consumer products manufacturing company and had the opportunity to pick up some, advertising and marketing and entertainment legal work. And I really enjoyed that type of work. It's a lot of fun. It's fast paced and it's highly creative and interesting work. So I've stayed in that sort of practice area as an in-house lawyer through my career to today where at Coinbase, I lead a global marketing legal team.  Kevin: Great. Thank you, Nick. And Laurie, we'd love to hear a little bit about the path you took to where you are today.  Laurie: Thanks, Kevin. And thank you again for inviting us to join you to talk about this great topic. So I am not an attorney. I work at Microsoft, as you mentioned. And I've been in tech for about 30 years. I've only been at Microsoft for a little over two. But my journey actually into accessibility started about nine and a half years ago when I had a spinal cord injury. and became quadriplegic. The only thing that didn't dramatically change about my life in that moment was my ability to do my job. And that's because of accessible technology that was available to me. And frankly, my job was quite literally a lifeline for me. So I'm so grateful that people came before me to create this technology. And about three years ago, I had this epiphany. How did this technology get created? And who built it? And why am I not part of the solution. So that's when I started pivoting my career into accessibility. So I feel quite fortunate to be in a role where I can combine my background in technology with my lived experience as a person with disability to help empower others like me, find meaningful employment, and succeed and thrive.  Kevin: Thank you so much. All of you have had such unique experiences and out to the successful careers that you are now engaged in today, but it hasn't always been easy for persons with disabilities in the legal profession and other professions to succeed. So I'd like to stay with you, Laurie, and to ask you, what do you believe are some of the barriers or challenges for persons with disabilities to find access to good jobs?  Laurie: And I think Ronza had mentioned it earlier, it's access to technology. It's discoverability, I find, that can be a barrier. People just don't know what technologies are available to support them in their work environments. And beyond that, it's finding companies who've built inclusive work environments for employees with disabilities, so that when they go through the interview process, they feel included, they feel supported, and as they're onboarded and as they can continue through their career. And then understanding that there are platforms that are available, like Mentra, for example, is a Microsoft partner. It's an amazing neurodiversity hiring platform. But I think just knowing what's available is sometimes quite difficult. And, you know, when people incur a disability like I did, they're starting from scratch, and they don't know what to ask for because it's a new environment for them.  Kevin: Thank you. That's a really good point. Having the access to the proper tools is key for anybody with a disability to succeed in any career path. Ronza, how about your perspective? How would you characterize some of the challenges people are facing and ways to overcome them?  Ronza: I think that the biggest challenge that the people with disabilities are really facing in terms of employment and just moving about society and contributing meaningfully in employment settings, but also in every setting, is the negative attitudes that people at large have about disability. Negative stereotypes. The unemployment rate for people with disabilities in the United States is over 50%. The unemployment rate for people who are blind and low vision in the United States is half again that almost at 75%. It's currently at 73%. That's mind boggling. These are people who want to work for the most part, but can't because nobody will hire them or because they don't have the proper training to be able to perform the jobs where there is a need. But all that really comes down to society's low expectations for people with disabilities and the barriers, artificial, usually, that society creates and puts in our way. One of the things that I really like to do as a hiring manager is I love meeting with and interviewing people with disabilities because they're so creative in their problem-solving. Their solutioning is out of the box thinking. And just to get to work in the morning, to get to the job, they have to have solved a whole bunch of problems in an environment, in a situation, in a society, not necessarily built for them. Whether it's the broken elevator, or whether it's the bus that didn't roll up to the bus stop where it was supposed to, or whether it's the technology that didn't work because somebody pushed a security update, so it broke its ability to communicate with assistive technology, or whether it's somebody, a well-meaning, you know, abled person who decided that they know where this person is trying to go and they're going to force them to go there as opposed to where the person is actually trying to go. All of those things, people with disabilities problem solve before they, you know, really start their day or as they're starting their day. And so I think we don't give enough credit to the workforce of folks with disabilities in terms of what they can do, what they have done, frankly, and then society just has negative expectations. The biggest aspect of disability isn't the disability itself. It's people without disabilities or people who don't understand disabilities who get in our way.  Nicholas: I'd love to add to that because I agree with a lot of that. And I think thinking about access to jobs, the question that comes to mind to me is, do employers want to hire persons with disabilities. And I think there's no clear answer to that. And obviously, companies themselves are just made up of other human beings. And so there's, to Ronza's point, the stigma attached to hiring persons with disabilities is ever present. But I'll share specifically in the legal industry, I think this industry does a particularly poor job of being intentional about hiring a truly diverse workforce. And this is, I'm calling out the legal industry as somebody who's in it, but I don't think it's unique to the legal industry in the sense that I still don't think when law firms are hiring for diverse candidates that they make a particular effort to recruit persons with disabilities. I think it can be as simple as asking for a voluntary disclosure on an application. And I still don't think as an industry we're doing those types of things. So there seem to be opportunities if the answer to the question of do you want to hire persons with disabilities is yes.  Ronza: I'll just add to that, if I may. When you look at the United States census data on people with disabilities, somewhere between 20% and 25% of the population of this country has a disability. When you look at the census in the legal profession, when you look at the numbers in the legal profession, and the American Bar Association has done extensive research trying to sort this out, figure it out, as some other entities, it's less than 1%. Less than 1% of attorneys in the United States are willing to disclose that they have a disability. And those who are, it's usually an obvious or very visible disability, as opposed to some of these hidden disabilities that there's still so much stigma in the legal profession around. In the regular generic work industry generally, not specifically the legal profession, but everywhere, there's this misconception that it's going to be really expensive to hire somebody with a disability because you have to accommodate them or you have to adjust schedules or policies and so forth and so on. The Job Accommodation Network, which is a free resource to employers and employees about what's available in terms of reasonable accommodations for those with disabilities, did a study and they determined that the average cost of a reasonable accommodation is less than $100. So talking about negative attitudes and negative perceptions, one of them for employers, It's that it's going to cost me a lot of money or somehow the work I'm going to receive from this person is going to be less in terms of quality or quantity than other non-disabled employees and so forth and so on. And all of that is just not accurate. It's not supported by research and it's certainly not supported by those of us in the community with lived experience in the workforce.  Kevin: That's an excellent point, Ronza, and Nick as well. You both have captured the problem that we're facing in providing good jobs to persons with disabilities. I think dispelling the myths and misconceptions is one of the important steps. And I also think technology can play an important role. We alluded to this a little bit more, but Laurie, if you would like to speak a little bit more about how technology can really help people with disabilities succeed.  Laurie: Thanks, Kevin. So the way we approach it at Microsoft is we build with the community, not for the community. We mentioned it in the last question. We bring people with lived experience into our company. We want that diverse lived experience in our product making. I have a spinal cord injury. I know what it's like to have a mobility disability. I don't know what it's like to be blind and rely on a screen reader. And I can't assume what someone who uses a screen reader needs. So we take an approach of building in early. We build in accessibility into the design phase of our product development life cycle. We bring testers in who have different types of disabilities to test our products before we release them. And what we find, and Ron's mentioned it earlier, is that we get really creative solutions because, as she mentioned, we have to be creative to get out the door every morning. And when we do this, we find that everyone benefits. When we call it Built for One, Extend to Many. When we build with the disability community, everyone benefits. And I'll give you an example. For example, live captions were built for people who are deaf or hard of hearing, but 50% of Americans watch videos with live captions on, and if you narrow that down to Gen Z, it goes up to about 80%. So when we build for people with disabilities, everyone benefits.  Kevin: I think that's a really astute observation. It's not just about helping one particular segment, but including people with disabilities when you're building the technology is really important. And, you know, I couldn't thank you more for that approach, Laurie, because, you know, I also have a mobility disability, a spinal cord injury. So I understand from my perspective. But as you said, I wouldn't be able to talk about or understand what the needs of a person with a visual or other disability might be. So that's really good. And Ronza or Nick, would you like to weigh in on technology, how it has helped you, or how do you think it can help others?  Ronza: So technology really is, it leveled the playing field for many populations within the disability community. And so, for example, for the blind community, so much of the information that we receive is visual. So much as paper had historically been paper-based but you know street signs billboards all of the things that happen visually and on the computer though now we can have access to that same information or I can go to an ATM machine and I can plug in my headphones and I can pull out my money I can go to a voting booth in most states and I can privately and independently but vote my ballot. You know there's still places where of course there's work to do but in general the proliferation of technology solutions over the last 20 or 30 years has really made a huge impact on our ability to access information engage in the world and especially with our jobs, so whether it's a screen reader or whether it's a software that's used that is speech to text for those with manual dexterity challenges or whether it's a foot pedal instead of a mouse or whatever the case may be. There's just been such advances in technology that have made it more possible for an individual with a disability to work in so many different fields. Think about all the technology that exists now. Surgeons are doing surgery with robots some of the time. Technology is super cool. It's super advanced and it's only going to get more and more advanced. And so hopefully that means that participation of the disability community at work and in other places is also going to increase. Now, the drawback is, the more innovated the technology, the more risk of potential opportunities to make it inaccessible. And so we have to be really careful when we embrace technology because that's really important, but that it also is accessible. It is compatible with that assistive technology that I mentioned, but also that we're not so focused on creativity and innovation that we're cutting people out that we've recently gave access to these platforms and applications. And we're seeing that. We are seeing technology become less inclusive in lots of different spaces. And then, you know, so build it accessibly, you know, talking to our friends at Microsoft and everywhere else who are thinking about this every day. But also, whether we're building technology or whether we're building buildings or physical spaces or virtual spaces, you know, thinking about what does it mean for us to be inclusive? Who are we building for? And not related to technology, but when we started putting in curb cuts when the ADA was passed, that was primarily done for people who were using wheelchairs and other kinds of mobility devices. And now the population that is the most vocal, the biggest fans, are parents and caregivers of small children that are pushing strollers. And so, you know, again, that sort of universal effort, the Ray-Ban Metaglasses is another example. It wasn't built for people with disabilities, but people with disabilities are using it because it had inclusive universal design built into it. We're using it to read menus and help with navigation indoor and outdoor and wayfinding and all sorts of amazing things happening with technology and beyond. So the key is it's fabulous, but we also have to make sure that it stays fabulous by being inclusive and accessible.  Laurie: You make such a good point there, Ronza, and I think with this wave of generative AI and everyone racing to get products to market, it's more important than ever to be rigorous and disciplined in continuing to build accessibility in from the beginning and test it thoroughly all the way through before it's released.  Ronza: 100%.  Kevin: Ronza and Laurie, those are excellent points that you made. And I really think technology will go a long way to helping people with disabilities of all types become part of the workforce, become part of the legal profession. And I think we have all lived through recently the pandemic that, you know, was affected everyone, not just persons with disabilities. But I think one of the things that came out of that was the importance of remote work and how that can really change the landscape. And Nick, I believe Coinbase is, you said, almost all remote. So can you comment on how that has impacted you and how you think that affects people with disabilities in terms of having access to jobs?  Nicholas: Yeah, Coinbase is a remote first company. So everyone in the company has the option to be remote first. We do have some office locations in some major cities if some people feel like they want to go into an office, but there's no requirement to do that. And in my view, I don't know that remote work benefits just persons with disabilities. I think we can all agree that it benefits a lot more groups than just persons with disabilities. To me, the bottom line of the benefit of remote work is it levels the playing field for everyone. So if we're all remote, we don't. There's no small group or other group or specific individual or groups of individuals that have to worry about what's happening in an office. Are some people getting ahead by having lunches or just getting that face time that they otherwise aren't able to do to be into the office? Whether that's because they live somewhere else where the office isn't, or they're a person with a disability and it's not easy to get into the office, or for any other reason of why it doesn't make sense. I think specifically for parents with children who are working. Remote work is a great benefit. So I love what remote work does for everyone. And it's been a real benefit. I think Coinbase deserves a lot of credit. For being one of the first companies in I think it was may of 2020 to decide that is how we're going to operate our company we think we can do it effectively and so far now you know four plus years later they're doing really well and um i don't have any knowledge that that Coinbase is changing their practices but it works very well for Coinbase and I'm sort of discouraged to see some of these companies deciding to go to a hybrid or fully return to office status. But obviously, that's their decision. And the people that are making that are thinking that it's in their best interest. I just don't know how much input they're getting from a voice of someone with a person with a disability.  Laurie: One other point is it expands the talent pool that employers can recruit from. They're not limited to just their area or just the people who can come into the office, but it really broadens that talent pool and once again, enables them to bring a more diverse workforce into their organization.  Ronza: So I'll say that, you know, in the government workforce, we have seen this switch, right? So prior to the pandemic, there were some people that were working remotely, but not very many because the perception was, no, no, no, we can't do this work remote in a remote way. We need to serve the people, the public, etc. And then the pandemic happened and bam, we have to work remotely in order to serve the people. And then everything was moving along. And I think that was really the renaissance for the disability community and government. And then government started shifting back to more in-person presence and more and more in-person presence. And the thought was, well, if you need to work from home, you can request a reasonable accommodation. And while that's true, it can be very isolating. If we're not building work, community. In a way that's hybrid or in a way that is inclusive of those that are working from home for whatever reason, then we are excluding those people. And so giving them the ability to work from home as a reasonable accommodation, if that's the solution, it can't be the only solution because what it does is it creates a different expectation and standard and isolation. And all these people with a disability are over here and everyone else is over here. And so I think employers need to really be thinking mindfully about what a hybrid work environment looks like and how to ensure inclusion for those who, for whatever reason, are working from home all or much of the time. And we can do it. We have done it. We've been very creative in the last five years. But I think we're just not thinking about it. We're letting the economic and other considerations and, you know, the ease. My favorite phrase that people give me was, well, we need people in the building because of line of sight supervision. And I always say, well, I'm a manager and I'm blind. So line of sight supervision doesn't do anything for me. Are you saying I'm not as good of a manager as you? And then, you know, they don't mean it that way, but that's how it comes off. And that's really how they're thinking. They're thinking they have to be in my space for me to effectively manage them, which we have proven doesn't have to be the case. In fact, we can be very effective as if not more productive with people in their own comfortable environment.  Kevin: Ronza, you expressed that better than I could ever have done. I think that's a really important aspect of remote work. It could not put anyone at a disadvantage or be isolating. With the last couple minutes we have left, I'd just like to hear from everyone about where we have come from and what you'd like to see in the future, some progress we've made, and where you think we still need to improve. So Nick, if you'd like to talk a little bit about that.  Nicholas: Yeah, I'll say I can recall an instance about 12, 13 years ago, maybe, where I was interested in a summer internship with a law firm. And I noticed they had a diversity recruitment event, something like that. And they were looking for women and ethnically diverse or persons of color to attend. And I recall thinking to myself, well, I am a white male, but if they're looking for diverse candidates, I would assume that they would be interested in a person with a disability. So I emailed the firm's event organizer and I sort of posed the question of, can I attend? And of course the answer was yes, but it really goes to show where we were 12 to 14 years ago. And we may still be there in terms of what diversity is and or how law firms specifically view diversity. It may just be that they focus on these two categories. And that is a fine thing. It's just not an inclusive thing. I sort of commend the efforts. And I think we've gone farther than that over the past 12 to 14 years. But if we want to create an inclusive industry, doing so in an exclusive manner is not going to get us there. And I would encourage firms in their recruitment efforts to think about all of the minority groups or underrepresented groups in this industry and make intentional efforts to be inclusive for all of them.  Kevin: Thank you, Nick. Ronza, would you like to add?  Ronza: Sure, I 100% agree. I think that it's not just in the legal profession, it's in a lot of professions that the focus on diversity has been on race and gender and, you know, the SOGI areas. And there hasn't been as much advancement with disability, but this is certainly an opportunity. The American Bar Association currently has a campaign called the Be Counted Campaign for lawyers specifically and those in the legal profession who do have disabilities who can, you know, confidentially essentially be counted as a member of the disability community so that we can get a better number of who in fact is in this profession because we know it's not half a percent. You know, we know it's more than that. And we need to eliminate the stigma in this and every profession for those that are comfortable, psychologically safe, identifying as people with disabilities, even if it's anonymized, to be able to do so. I am optimistic in terms of where we're headed. I think the effort that we've put forward as a disability community and nothing about us without us has really tremendously borne some fruit. And I think though there's work to do, I think we've come a long way. I think that the ADA regulations on Title II that were the Department of Justice released are going to be a game changer. I think that when the Title III regulations are released, whenever that is, it's going to be another huge game changer. I think that Section 508 of the Rehabilitation Act is very, very much in need of a refresh and some updates. And when that happens, and I know there's some effort in Congress already, that's going to help. And I think some of the fundamental civil rights laws and protections in states and in the federal sector are going to continue this progress. But those are just the underpinning. It's the attitudes of people. It's listening to a podcast like this and learning about people you didn't think about before or aspects you didn't think about before, and then becoming a good ally to those communities. If you are in the community and feel comfortable speaking up with your lived experience, that's going to be a game changer too. 25% of this country. That's who we are. And so everybody knows somebody. Everybody has a family member who is a person with a disability who've experienced some of these challenges. Listen to their stories. Ask about their stories. Educate yourself and become a good ally so that the next generation has an easier time. That's what I'm excited about because I see it happening much more often. And I think it will continue to happen in this generation and the ones to come.  Kevin: Thank you so much. Laurie, how about you? what do you see in the future?  Laurie: Well, I think these are all such great points. And I'm going to go back to Nick's example. You know, I think historically DE&I has included, you know, a lot of minority groups except the disability community. And more and more, as I'm speaking with, you know, our enterprise customers, they're starting to add accessibility into that equation and really target disability hiring and bringing disabled talent into their pipelines. A lot of organizations are creating neurodiversity centers of excellence and neurodiversity hiring programs to specifically target that part of the population. So like Ronza said, I'm encouraged and I'm seeing this become a much higher priority for our enterprise customers. And again, to echo what she just said, I think the more we talk about it, the more we have podcasts and people listen to podcasts, the more comfortable and confident we get. I think we don't talk about accessibility because we're uncomfortable talking about disability, because people are afraid they're going to say the wrong thing. And at some point, we are all going to say the wrong thing, and that's okay. It's a learning opportunity for all of us. So again, thank you for the opportunity for us to come together today and talk about this really, really important topic.  Kevin: Well, I just want to say very heartfelt thanks to all of you, Laurie, Ronza, and Nick for all of your insights today, for your time, and for the lessons you've shared with us. I think people will really get a lot out of this. And for our listeners, thank you for joining us for Inclusivity Included, and please stay tuned for future episodes. Thanks, everyone.  Outro: Inclusivity Included is a Reed Smith production. Our producers are Ali McCardell and Shannon Ryan. You can find our podcasts on Spotify, Apple Podcasts, Google Podcasts, reedsmith.com, and our social media accounts.  Disclaimer: This podcast is provided for educational purposes. It does not constitute legal advice and is not intended to establish an attorney-client relationship, nor is it intended to suggest or establish standards of care applicable to particular lawyers in any given situation. Prior results do not guarantee a similar outcome. Any views, opinions, or comments made by any external guest speaker are not to be attributed to Reed Smith LLP or its individual lawyers.   All rights reserved.  Transcript is auto-generated.

interview with Bassam Salim , director of Alliance of Iraqi Minorities network , speaking about AIM network duties and minority rights in Iraq

Meet Keith & Leslie Bean (Frederic & Ronza); musicians, songwriters, and performers with a focus on Motown and Blues. Check out their website: www.fredericandronza.com

ANSA - dalle inviate Serena di Ronza e Benedetta Guerrera.

Welcome to The Empowerment Exchange, where we believe in the power of transformation through shared wisdom and inspiration. Join us on a journey of self-discovery, growth, and empowerment as we engage in candid conversations with thought leaders, experts, and everyday individuals who have embarked on their own paths of personal development.In each episode, we explore a wide range of topics designed to uplift and motivate you to become the best version of yourself. From practical tips for achieving your goals to insightful discussions on overcoming challenges, our goal is to provide you with the tools, insights, and encouragement you need to thrive in every aspect of your life.Whether you're seeking guidance in relationships, career advancement, wellness, or simply looking to enrich your mindset, The Empowerment Exchange offers a safe space for learning, reflection, and connection. Get ready to be inspired, empowered, and equipped to create positive change in your life and the world around you.Tune in to The Empowerment Exchange and join the conversation today!PS: If You are a Coach or Consultant Looking to Grow your business organically and reduce stress then Join our Biz School Community with 50% off Today.Here is More information Link Below-https://www.skool.com/biz-school-community-4365?invite=db4c04ac4e1945a6942e3396caf656baBuild your own Community 2 weeks Free Skool Platform Triall: https://www.skool.com/refer?ref=6ffb188375cb4188963b34eb9b4200d8Links: My Facebook: https://www.facebook.com/InulC786My LinkedIn :https://www.linkedin.com/in/inul-chowdhury-818a00157?My TickTok : https://www.tiktok.com/@inulchowdhury?_t=8jcs1NKOq1p&_r=1My Instagram:https://www.instagram.com/inulchowdhury786?igsh=cjdyY2hkb2RnNHFwMyPodcasts : https://podcasters.spotify.com/pod/show/inulchowdhury786My Website : www.inulchowdhury.comAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy Hosted on Acast. See acast.com/privacy for more information.

Grabamos este episodio rodeados de esculturas renacentistas de nuestro admirado Alonso Berruguete en el Museo Nacional de Escultura, en Valladolid. Sobrepasados por el grado de belleza en la sala del retablo mayor de San Benito el Real y la cariñosa respuesta del público conversamos con nuestro anfitrión, Alejandro Nuevo, director del museo y cocomisario de la exposición #TiemposModernos Este podcast contiene: -Juana I de Castilla y su hijo, un jovenzuelo Carlos V que viene ataviado con un fastuoso sombrero plano lleno de plumas -La muy gore cabeza de san Pablo tallada a principios del siglo XVIII por Villabrille y Ron, de la que hemos recibido aún MÁS POSTALES (¡¡gracias a la Fundación Amigos del Museo de Escultura!) -Juan de Juny -Gregorio Fernández -Gil y Diego de Siloé -Luisa Roldán y su 'Virgen con Niño' de entre 1689 y 1706 -'Tiempos Modernos': el 'Cristo sobre la piedra fría' de la catedral de Burgos, del que se puede ver por primera vez también su costado en la exposición -'Tiempos Modernos': el tríptico con cerámica vidriada de Andrea della Robbia 'Adoración de los Reyes con santa María Magdalena y san Onofre' que pertenece al monasterio de Pedralbes. Cuenta su historia @bernardopajares - 'Tiempos Modernos': las delicadas arquetas de pastillaje o "alla pastiglia" de hacia 1500, prestadas por el Museo Nacional de Artes Decorativas, que ha amado fuerte @juanrasanzmt -*balbuceos en español porque no consiguen articular palabra* -'La Muerte', la famosa escultura tallada por Gil de Ronza en 1522. (¡¡También nos han entregado un taco de postales de ella que os iremos regalando!!) -El ‘Descendimiento' de Pedro Machuca -Last but not least, nuestra querida 'Magdalena penitente' tallada en 1664 por Pedro de Mena Gracias al Museo Nacional de Escultura por invitarnos y por vuestra amabilidad. Hemos cumplido un sueño.

Il filo d'aria con Daria Ubaldeschi: quel tormentone che ci ronza in testa

Duello per il secondo posto tra il governatore italo-americano della Florida Ron DeSantis e l'ex ambasciatrice all'Onu Nikki Haley.

ZOOM – IL DRIVE TIME IN MEZZO AI FATTI – A. D’ANNA – T. PRETA – G. SALLUSTI – G. RONZA – C. CAMBI, 11-1-24, h. 18.05

ZOOM – IL DRIVE TIME IN MEZZO AI FATTI – A. D’ANNA – C. VICHI – G. RONZA, 3-1-24, h. 15.05

ZOOM - IL DRIVE TIME IN MEZZO AI FATTI - A. D'ANNA - C. VICHI - G. RONZA, 3-1-24, h. 15.05

Today, Behrouz, Ronza, and Veronika, our expert consultants, share 10 of the toughest residency interview questions and give a sample answer to the question "Tell me about yourself".   The truth is, your residency interview is the final obstacle between you and the career of your dreams. It will require meticulous planning and preparation, as you will be competing for very limited spots with other extra-ordinarily qualified candidates.   Now, when it comes to preparing for residency interviews, there is a common misconception that this interview is just another medical school interview, and since you have already done similar interviews in the past, there is no need to prepare for your residency interviews. There can be nothing further from the truth! Although there are similarities between residency interviews and medical school interviews, the one major difference that you must keep in mind is that this is a job interview at the end of the day.   It's therefore essential that you are well prepared by reviewing residency interview questions and answers so you can learn to prepare your own effective responses by letting these examples guide you.   Like the podcast? Check out our website at BeMoAcademicConsulting.com   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information! YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting   Visit BeMoAcademicConsulting.com to transform your future.

ZOOM – A. D’ANNA – T. PRETA – A. MUSELLA – G. RONZA – C. CAMBI – 28/09/2023

ZOOM – 90 MINUTI IN MEZZO AI FATTI – A. D’ANNA – A. MUSELLA – G. SALLUSTI – G. RONZA – T. PRETA, 7-9-23

Andy and his wife, Ronza, live in Nohadra (Duhok) and are parents to four children, one of whom is ill and requires regular medical attention. They are currently renting their home. In this report, they share their most pressing living difficulties, emphasising the challenges posed by a three-month delay in employee salary payments in the region and an ongoing gasoline crisis.

In today's episode, Behrouz, Alex, Ronza, and Zhenya talkabout the idea of requiring a license for people to have children. They cover the history, implications, logistics, roadblocks, and, most importantly, the ethics of such an idea. If you have a business doing $1M+/year and want me to help you scale it to $50M+/year, go here: https://entrepreneurcorner.com/ Like the podcast? Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful content! LinkedIn: behrouz-moemeni Twitter: BMoemeni YouTube: Behrouz Moemeni TikTok: @behrouzmoemeni Instagram: @behrouzmoemeni

This week, Behrouz and Ronza talk about toxic traits some people have any why you need to avoid those people in all areas of your life. If you have a business doing $1M+/year and want me to help you scale it to $50M+/year, go here: https://entrepreneurcorner.com/ Like the podcast? Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful content! LinkedIn: behrouz-moemeni Twitter: BMoemeni YouTube: Behrouz Moemeni TikTok: @behrouzmoemeni Instagram: @behrouzmoemeni

In today's episode, Behrouz and Ronza talk about how to write a book to serve your business's clientele. If you have a business doing $1M+/year and want me to help you scale it to $50M+/year, go here: https://entrepreneurcorner.com/ Like the podcast? Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful content! LinkedIn: behrouz-moemeni Twitter: BMoemeni YouTube: Behrouz Moemeni TikTok: @behrouzmoemeni Instagram: @behrouzmoemeni

On this episode, Behrouz and Ronza go over 8 college interview prep strategies and give an example of a college interview question and answer. Like the podcast? Check out our website at BeMoAcademicConsulting.com Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information! YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting Visit BeMoAcademicConsulting.com to transform your future.

On this episode, Behrouz and Ronza discuss whether or not universities are a scamming you and how they might be. Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information! YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting

In today's episode, Behrouz, Ronza, and Lindsay discuss quiet quitting and our advice: when someone is quiet quitting, loudly fire them. Find out why quiet quitting is incredibly damaging not only for your business, but also for your team and work culture. If you have a business doing $1M+/year and want me to help you scale it to $50M+/year, go here: https://entrepreneurcorner.com/ Subscribe to my other channels below: LinkedIn: behrouz-moemeni Twitter: BMoemeni YouTube: Behrouz Moemeni TikTok: @behrouzmoemeni Instagram: @behrouzmoemeni

In today's episode, Behrouz, Ronza, Lindsay, Veronika, and Lulu discuss why there such a dichotomy between life and work in modern work culture. If you have a business doing $1M+/year and want me to help you scale it to $50M+/year, go here: https://entrepreneurcorner.com/ Like the podcast? Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful content! LinkedIn: behrouz-moemeni Twitter: BMoemeni YouTube: Behrouz Moemeni TikTok: @behrouzmoemeni Instagram: @behrouzmoemeni

This week, Behrouz, Ronza, Meng, and Lindsay help you identify common job applicant red flags to watch out for at different stages of the hiring process. If you have a business doing $1M+/year and want me to help you scale it to $50M+/year, go here: https://entrepreneurcorner.com/ Like the podcast? Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful content! LinkedIn: behrouz-moemeni Twitter: BMoemeni YouTube: Behrouz Moemeni TikTok: @behrouzmoemeni Instagram: @behrouzmoemeni

This week, Behrouz and Ronza discuss top 4 productivity hacks that will allow you to increase your efficiency and productivity without working 24/7. If you have a business doing $1M+/year and want me to help you scale it to $50M+/year, go here: https://entrepreneurcorner.com/ Like the podcast? Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful content! LinkedIn: behrouz-moemeni Twitter: BMoemeni YouTube: Behrouz Moemeni TikTok: @behrouzmoemeni Instagram: @behrouzmoemeni

This week, Behrouz, Ronza, and Veronika discuss how to write the sickest job post to get high-quality applicants. Learn what the number one objective of a job post is, and how you can attract the right candidates and repel unsuitable applicants. If you have a business doing $1M+/year and want me to help you scale it to $50M+/year, go here: https://entrepreneurcorner.com/ Like the podcast? Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful content! LinkedIn: behrouz-moemeni Twitter: BMoemeni YouTube: Behrouz Moemeni TikTok: @behrouzmoemeni Instagram: @behrouzmoemeni

On this episoide, Behrouz, Ronza, and Veronika talk about residenchy interview questions and give an example of how to answer the question "Tell me about yourself". Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information! Visit BeMoAcademicConsulting.com to transform your future.

On today's episode, Behrouz, Ronza, and Veronika go over common residency application red flags that could keep you from being accepted to your desired specialty. Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information! Visit BeMoAcademicConsulting.com to transform your future.

In this week's episode of One Question Podcast, Behrouz and Ronza go over common interview red flags that they've seen when interviewing candidates for jobs or helping students prepare for admissions interviews. Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information! Visit BeMoAcademicConsulting.com to transform your future.

This week, Behrouz, Ronza, and Meng show you how to make your med school application stand out. Like the podcast? Check out our website at BeMoAcademicConsulting.com   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information!   YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting

This week, Ronza and Meng share our trick for getting off of a waitlist, and into med school. Like the podcast? Check out our website at BeMoAcademicConsulting.com   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information!   YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting

This week, Ronza and Meng talk about med school in Canada and what you need to do and know to get in. Like the podcast? Check out our website at BeMoAcademicConsulting.com   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information!   YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting

This week, Ronza and Meng share which schools are the easiest to get into. Like the podcast? Check out our website at BeMoAcademicConsulting.com   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information!   YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting

This week, Ronza and Meng are all about osteopathic medicine. They discuss how we help students get into DO schools. Like the podcast? Check out our website at BeMoAcademicConsulting.com   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information!   YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting

This week, Ronza and Meng go over different acceptance rates and share how you can use that knowledge to help you when applying for med school. Like the podcast? Check out our website at BeMoAcademicConsulting.com   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information!   YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting

This week, Ronza and Meng share the secret to getting into medical school without a traditional science background. Like the podcast? Check out our website at BeMoAcademicConsulting.com   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information!   YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting

This week, Ronza and Meng share the secret to getting into medical school with a low MCAT score. Like the podcast? Check out our website at BeMoAcademicConsulting.com   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information!   YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting

This week, Behrouz, Ronza, and Meng go over the best AMCAS Work and Activities descriptions Like the podcast? Check out our website at BeMoAcademicConsulting.com   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information!   YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting

This week, Behrouz, Ronza, and Meng share the secret to writing great med school personal statements. Like the podcast? Check out our website at BeMoAcademicConsulting.com   Don't forget to subscribe to our channel and follow us on Facebook, Instagram, and Twitter for more great tips and other useful information!   YouTube: https://www.youtube.com/c/BeMoAcademicConsultingInc Facebook: https://www.facebook.com/bemoacademicconsulting Instagram: https://www.instagram.com/bemo_academic_consulting/ Twitter: https://twitter.com/BeMo_AC TikTok: https://www.tiktok.com/@bemoacademicconsulting

#MakeItRight The One with the Flaming Poop Bag + Dear JP, Ronza's & More!

Soul Stirring engages in conversations with all types of artists and creative people, which helps us understand how to focus our vision, develop goals, overcome barriers and connect with resources. Join Frederic and Ronza in their online community @ http://www.fredericandronza.com OR find them on Facebook @soulstirringpod

Thanks for tuning in to the Soul Stirring Podcast! Make sure to download it and share it with your creative friends. Join Frederic and Ronza in their online community at http://www.fredericandronza.com  

Soul Stirring with Frederic & Ronza helps people realize that dreams do come true. But dreams don't come true by magic, there are certain elements that must be in place. Soul Stirring engages in conversations with all types of artists and creative people, which helps us understand how to focus our vision, develop goals, overcome barriers and connect with resources. Join Frederic and Ronza hosts of Soul Stirring Podacast online at http://www.fredericandronza.com

Have you ever wondered why you haven't accomplished any of your hearts' desires? If that's you this episode with Frederic and Ronza is tailored just for you. They say, "you gotta have goals." LISTEN and join their online community on Facebook @soulstirringpod

Soul music is at the core of the sound and style of Grand Rapids based duo Frederic and Ronza (Keith and Leslie Bean). Like the soul music of the past that was born out of a return to roots, honesty, emotion and expressiveness, Frederic and Ronza’s music was born from those same characteristics. Visit them online at www.fredericandronza.com

Can we be honest about depression in church?God is the source of our joy. However, If we're honest, there are times where we don't feel very joyful. Whether it is because of a recent life circumstance, or because of a more chronic mental health struggle, many of us will struggle with depression at some point. When that happens, we can't just say to ourselves or to others, "Be Happy!", or "Rejoice in the Lord!" Cheap and easy solutions just don't work. When we are depressed, how do we pray? How is God our deliverer and our hope, even when it doesn't feel that way? And how can we avoid cheap, easy solutions that don't adequately honor that life is very hard sometimes? In this message, we walk through Psalm 77 to find a way to pray while we're "in the middle". ___Find Frederic & Ronza, the band who wrote the song "In the Middle" mentioned during the message, at https://www.fredericandronza.com. You can find their newest album, "Heart & Soul", on Apple Music at https://itunes.apple.com/us/album/heart-soul/1440554226.

The frontman of the Kalamazoo rock band unleashed two new songs in-studio for the radio show, which also aired new tracks by Conrad Shock, The Legal Immigrants, Frederic & Ronza, The American Hotel System, Clyde Park Avenue, Mannhattan and more. Read the back story of Jake Simmons & The Little Ghosts, watch a video of Simmons' in-studio performance and listen to the entire radio show podcast.

Muchos de nuestros actuales museos de arte, ciencias naturales o  antropología están inspirados en los antiguos gabinetes de curiosidades o "cuartos de maravillas" donde se almacenaba y coleccionaba casi todo lo exótico o singular, fueran animales, vegetales, minerales, esculturas o momias humanas. Nuestro invitado de hoy, Raúl Alonso Sáez, especialista en Historia del Arte, nos hará un repaso por esos objetos que a él le han llamado la atención, desde la espeluznante escultura de "La muerte" de Gil de Ronza, hasta las momias de los condes de Durango o las de Chiu Chiu, pasando por la cabeza de Viracocha, el talismán del museo sefardí o el huevo de avestruz pintado de época fenicia. En nuestras secciones, Marta Sanmamed nos hablará de los gigantes hispanos, sobre todo del gigante extremeño y del mañico. Juan Ignacio Cuesta nos desvelará el enigma de las bramaderas y los instrumentos musicales más antiguos de la humanidad y José Antonio Roldán nos propondrá ir "Tras la huella del misterio", su última obra, para terminar con un cuento sobre el poder de las palabras. Un programa francamente "maravilloso".

Episode No. 59 of Local Spins on WYCE was a special Fund Drive affair, with an in-studio performance by Shane Tripp and the debut of songs by Jared Sjoblom, Frederic & Ronza and many more regional acts. Listen to the full radio podcast and check out the video of an acoustic in-studio performance.