Google employees exposed to pornography sue the company

Google employees exposed to pornography sue the companyGoogle employees exposed to pornography sue the companyUpdate On March 21, only a few days after the waivers existence came to light, Google has now decided to drop the requirement for employees to sign it, according to The Information.A Google manager quietly filed a lawsuit against the company in December, complaining about two major things the companys internal spying program on employees as well as formal agreements that prohibit employees from suing for sexual harassment if they see porn at work.According to a lawsuit, Google employees must waive their right to sue for sexual harassment at work,according to The Information.It all comes down to pornography.Years of case law that supports the rights of workers to sue companies if they are exposed to pornography, under sexual harassment laws. Many Google employees are exposed to porn, as a fact of life at a search engine company.Googles solution to force all employeesto sign a waiver forgoingtheir right to sue the company for sexual harassment - despite the fact that the vast majority of those 72,000 employees may have no reason to look at pornography at work.As a result, three current and former employees are suing the company in California state court because they believe several of Googles rules have infringed upon labor law,according to The Information.The waiver reportedlycovers all workers who workfor Google, its parent company, Alphabet, and its other subsidiaries.The waiver came to light because of the lawsuit filed by an anonymous Google manager, who was later joined by two other workers.This weeks court filing in the lawsuit says that the company requires new workers to sign an Adult Content Liability Release, according to The Information. The employeesreportedlysay that the adult images waiver is illegal because companies cannot make employees give up their rights as a condition of employment.Google gaveLadders a statement.We have employees who may be exposed to offensive material as part of their jobs, such as those who protect our users by fighting web spam or reviewing flagged videos. Like other companies, we have policies and practices - updated regularly - surrounding such roles. Of course, these policies have never had anything to do with inappropriate content that employees may be exposed to outside their job responsibilities, and have never altered or detracted in any way from Googles policies prohibiting harassment. We believe any claim challenging Googles policies on this point will fail, the statement said.Ive never heard of this before in my lifeIts overly broad, its overly controlling, its interfering with peoples constitutional rights, attorney KellyArmstrong told The Information.Exposure to porn and violent images has been a controversial employment issue among big Silicon Valley companies.In January, Microsoft also came under fire when two former employees and their families sued because they said theywe re suffering post-traumatic stress disorder afterbeing exposed to and reporting things like child pornography and abuse, bestiality and murder while at work. Thetwo employees said they didnt know they would be exposed to that content and that Microsoft failed to provide psychological support.This work is difficult, but critically important to a safer and more trusted internet, GeekWire said Microsoft responded in a statement.In another instance, a Google contractor told BuzzFeed news in 2012 that he spent nine months scanning the web for sensitive content, including looking at 15,000 images of child porn a day.Content moderation at Facebook, Twitter, Google and other major websites could employ a shadow workforce of as many as 100,000 people whose job is purely to scan the internet for inappropriate content, according to Wired.

Harnessing the Vortex

Harnessing the Vortex Harnessing the Vortex Harnessing the VortexBird killer. Eye sore. Noisy. Uneconomical. These are the big objections leveled at wind turbines and what keep the technology from peppering the countryside with greater density. But if each of these problems could be sufficiently defanged, wind would likely blossom into the cheap, sustainable, plentiful source of power it has often been touted to be.The trick may be as simple as removing the blades.Thats what the brains behind the Vortex Bladeless wind generator are banking on. Their single stalk turbine looks like a giant baseball bat balanced on a tee. Where the horizontal movement wind across the earth is what powers a conventional wind turbine, the Vortex Bladeless pulls its energy from vortices in that wind.The idea first came to David J. Yez Villarreal, the inventor, and the founder and co-CEO of the company, while watching a video of the collapse of the Tacoma Narrows bridge. While some might see in the clip di saster and destruction, Yez saw something else. The bridge was able to harvest the energy, he says. Why bedrngnis try to develop a new tool to harvest energy based on this?Installing a prototype of the turbine. Image Vortex BladelessThats just what he did. After officially starting the company in 2010, they now have a product ready to exploit the breeze. The simplicity of the technology is what makes it effective and affordable. The bat-like part of the turbinewhat they call the mastis light, hollow, rigid, and made of the same materials as a conventional turbine carbon fiber and glass fiber. When eddies hit it, the mast rocks back and forth, perpendicular to the direction of the wind, whatever that direction might be.Changing wind directions, though, was a tiny problem compared to changing wind speeds. This was probably the most difficult technical endeavor, says Yez. Part of the solution comes from two concentric magnetic rings at the base of the turbine. We are able to harvest en ergy at different velocities, but we have to transfer it efficiently. This is a technical point we are working on today, he says.They also operate as a frictionless bearing, requiring no oil and no maintenance. Obviating the need for BASE-jumper repairmen helps to keep costs low even after the initial outlay.The systems efficiency also depends on the shape of the mast. Yez and his gruppe tried dozens of models both real and virtual. They have a wind tunnel in their lab made of 80 fans blowing in the same direction. If wind in the real world were similarly unidirectional, the mast would have been more cylindrical at the top, that, is, more like a baseball bat. But with the potential for a change in direction thrown into the mix, a more conical top proved most efficient. As it stands, the Vortex Bladeless can harvest some 30 percent of the energy available in any gust, and Yez hopes to bump that number up by five points or so soon.The company hasnt been around long enough to put a rea l number on the lifespan of their turbine. But after some formulations, computations, and simulations, they estimate that a Bladeless will oscillate effectively for 19 to 35 years. That puts it in the general ballpark of conventional wind turbines.But even if the new turbine proves a little less efficient and a little less durable than its pinwheeled counterparts, it certainly wins when it comes to the main complaints. It operates in near silence, mars a smaller portion of any pastoral vista, and its pretty hard to imagine how it could take out a bird. And, most important, it will cost about half as much as todays wind turbines.Thanks to a successful crowd-funding campaign, Yez and his crew will erect a 10-foot high pilot study in India. It will produce 100 watts and cost a mere $250. Whats likely to be the standard generator modelavailable in a year or sowill stand 41 feet high and produce four kilowatts. Two of them could power a home. Should Bladeless research continue apace, the team hopes to produce a 490-foot, megawatt version in 2018.Everything is going very well, says Yez, but we have a lot of work to do.Michael Abrams is an independent writer.Learn more about the latest energy technologies at ASMEs Power and Energy Conference. For Further DiscussionWe are able to harvest energy at different velocities, but we have to transfer it efficiently- this is a technical point we are working on today.David J. Yez Villarreal, founder and co-CEO, Vortex Bladeless

Dogs developed puppy dog eyes through evolution

Dogs developed puppy dog eyes through evolutionDogs developed puppy dog eyes through evolutionMost dog owners fall for it every time. When their dog seemingly wants something, the furry canine will give puppy dog eyes in order to get attention.How dogs developed puppy dog eyes can be linked to evolution, according to research.A new study published in the Proceedings of the National Academy of Sciences of the United States of America journal examined the evolution of facial expressions expressed by canines. Researchers compared the furry pets to wolves and ran an analysis comparing both species facial expressions. Compared with wolves, dogs faces have changed which enable dogs to be better communicators with humans.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and moreThe researchers found that dogs have a small muscle above the eye, which allows them to raise their inner eye-brow, and in essence, cre ate the beloved look puppy dog eyes. The look enables the dogs eyes to look larger similar to how humans eyes react when they are sad, the study says.The findings suggest that expressive eyebrows in dogs may be a result of humans unconscious preferences that influenced selection during domestication, Dr. Juliane Kaminski said in a statement. When dogs make the movement, it seems to elicit a strong desire in humans to look after them. This would give dogs, that move their eyebrows more, a selection advantage over others and reinforce the puppy dog eyes trait for future generations.How facial adaptation started can likely be pegged to dogs interactions with humans. Canines have been domesticated for 33,000 years and researchers said that while the facial muscular changes evolved rapidly, its directly linked with their social interactions with humans.Hopefully, your dog doesnt have to give you puppy dog eyes in order for you to participate in National Take Your Dog to Work Day, which i s Friday, June 21.

E-Learning Evolves to the Next Level (Part 2)

E-Learning Evolves to the Next Level (Part 2)E-Learning Evolves to the Next Level (Part 2)E-Learning Evolves to the Next Level (Part 2) Training CornerIn Part 1 of our serieson e-learning tools, we explored the myth that new technologies and strategies in the e-learning space are too costly to integrate in ansicht difficult economic times.In fact, new e-learning tools are much easier to implement than in the past and can be equally successful if executed properly.In this article we will shed light on both the emergence of online authoring tools, as well as the move towards We-learning.Emergence of Online Authoring ToolsWeb authoring tools have experienced an explosion in the last few years. Many organizations are looking for cost-effective and efficient tools to educate their employees.Are there systems out there that can be accessed via the Web that allow you to develop robust learning solutions, deliver them, and in some instances, even track progress? The answer is yes.More and mo re vendors have made the move to online authoring tools due to the demand for flexibility and simplicity in their systems.The fact is that leid every organization has a full-fledged training department with unlimited resources.Online authoring tools can facilitate the development and time required to launch online learning modules, allowing you to do more with less.They require no software installation while multiple people within the organization can access them by logging in through the Web.SaaS SolutionsThe cloud has opened up a whole new world for this type of e-learning development.Also referred to as SaaS (Software as a service), this type of solution allows an organization to be free of the usual constraints of hosting and application maintenance.There is usually an on demand component to these models, which allows organizations to purchase only what they need, as opposed to all of the bells and whistles available to them.Many of these vendors are also offering boxed courses , which can be extremely useful if instructional designers or content developers are scarce within an organization.Depending on the vendors capabilities, these courses may be offered in various languages, an increasingly important factor as many companies now have offices all over the world.Online authoring tools can also include limited evaluation functionality, collaboration features in real-time, administrative functions and a content review process.Some of the more popular vendors in this space include dominKnow, which has a product named Claro, Rapid Intakes eLearning Studio and Articulate.Moving Towards We-learningWe-learning, also known as social learning, informal learning and even collaborative learning, is moving from an intangible concept to something that organizations are actively trying to implement.In theory, We-learning is simple. Its based on the idea that every organization possesses a collective pool of knowledge and experiences that can be collectively harnessed if captured and disseminated in an everyday solution.This trend has been fueled by budget constraints, the increasing ability for all employees to be connected in some form or another and the many tools emerging in this space.Because We-learning relies on knowledge sharing, it removes the need for instructional designers and curriculum developers, thus making the content creation component much more cost-effective.Translating this concept into a meaningful experience for employees is easier said than done.One of the first tasks before undertaking We-learning is to truly understand the audience. Where do they work? How savvy and wiling are they to interact with social platforms? How would they prefer to access and use the information they will gain?In essence, the system(s) you decide to implement must flow organically through your employees everyday routine. This process should never take them away from their everyday tasks. Instead, it should support and enhance the work they are p erforming on a regular basis.Many organizations are skittish when it comes to allowing employees to publish their own content. The fear is that they will post inaccurate and/or inappropriate material.But the fact is that very few employees would risk doing so, damaging their reputation. The vast majority will make a concerted effort to add meaningful content to the threads and topics.We-learning ToolsThe integration of We-learning taps tools that are familiar to most people. In fact, with this type of learning, its less about the sophistication and complexity of the tools and more about their innovative application.Formatssuch as Twitter, Facebook, blogs, videos, articles, training materials such as manuals or task aids, etc. are all valid platforms to drive employee engagementand learning.The key is to encourage the use of these tools, while outlining clear expectations in how they are to be used and what the end goal is as an organization.While integrating these types of e-learnin g solutions might at first seem daunting, it is a valid and economical means to advance employee development.To wait for the economy to turn before engaging employeesin learning is a dangerous strategy to follow.Instead, a little ingenuity will go a long way towards providing employees with fresh opportunities to develop their skills and knowledge, which can only help your organization in the long run.

How Recruiters Are Leveraging Facebook And How You Can, Too

How Recruiters Are Leveraging facebook inc And How You Can, TooHow Recruiters Are Leveraging Facebook - And How You Can, Too Many people think of Facebook as a purely social network where people go to post pictures of their cat, share recipes or vent about their political frustrations. However, many recruiters, hiring decision makers and influencers actively use Facebook elend only to keep in touch with their friends, but also to enhance their recruiting productivity and performance. Put another way, they use Facebook to recruit people for jobs.And job seekers should take heed. Not only might you present yourself as a kompetenzprofil candidate to recruiters , but you also can add value to your network by referring qualified friends to fulfill recruiter needs.Shelly Goldman , National Sales & IT Executive Recruiter, Goldman Group Advantage, uses Facebook as a companion tool to Linkedin. She explains that recruiters post information in our Timeline and evangelize o ur positions on Facebook. This can be very helpful, not just when the candidate who matches the talent we seek sees the post, but also when others see our posting, and then refer potential candidates. Facebook also helps a recruiter project their brand and the types of people we recruit for.Rob Dromgoole , Senior Technical Recruiter at T-Mobile, says he would like to use Facebook for recruiting field techs and switch techs (and other blue-collar roles), because they are active on Facebook, more so than other social networks.Facebook networks multifaceted layers include both public and private groups that recruiters leverage to their advantage. Both active and passive job seekers can position themselves strategically through these groups.Explains Goldman, Specific Facebook communities can be a useful place to find specific types of candidates who are experienced in the type of position I recruit for. They also can be useful to locate people who may be willing to act as a referral sou rce to other candidates, who may be the right fit for specific types of search engagements.To find particular groups to join, Miriam Salpeter , Social Media Strategist & Owner, Keppie Consulting / Keppie Careers, offers the following guidance, Use the search tool bar and type in group, your industry or field and your location if you wish. In addition to being available to recruiter searches through these venues, job seekers can use groups to share and get information about jobs and details related to your field, adds Salpeter.Facebook also is a venue through which active and passive job seekers can become a magnet for opportunity by continuously marketing your own value.Dont underestimate the potential to connect with a job opportunity via Facebook, encourages Salpeter. Since most people are closely connected with their Facebook network, its a great place to share information and updates demonstrating expertise. These updates can subtly convince members of your network that youre a n industry expert.In addition to professional expertise, the personal information you post, if high quality, can encourage a positive feeling about your candidacy.Goldman echoes this advice, while also providing a cautionary tip, Its important to project a positive professional and personal overall brand and image. We all need to remember, once something (photo, video, article or comment, etc.) is posted online, even when taken down/deleted, nothing ever completely goes away. Everything is somewhere online in perpetuity.To help see what recruiters outside your network are seeing, Salpeter suggests clicking on the three dots on the far right side of your profile and select View As to see what your profile looks like to the public.Keep in mind, recruiters have access to your Facebook activities. Goldman shared the following example, Based on the type and level of Applicant Tracking System (ATS) a recruiter is using, we can see a level of candidate activity on various digital/social pl atforms. Facebook is one of the places we can find potential candidates and get a greater sense of the candidate.Moreover, to increase your chances of being found by recruiters on Facebook, especially for passive job seekers, Salpeter offers the following tipsFinally, bear in mind that job seekers also have an advantage in being able to draw toward or winnow out recruiters based on what a recruiters Facebook page looks like.Active and passive job seekers can get a sense if a recruiter may be the type of recruiter or person they can envision making contact and working with, says Goldman.

If You Read Nothing Else Today, Read This Report on Walmart Resume Paper

If You Read Nothing Else Today, Read This Report on Walmart Resume Paper Inadequate quality resume paper will make you run across schlumpy and slouchy. Plain paper is alfruchtwein always a safe alternative. Its the most usual paper texture, used in every workplace. Possibly the one most important quality of fine paper. They also offer computer-based learning modules that you might be asked to complete over a time period. All of ansicht are set for save, if you need and desire to receive that, just click save symbol on the guide, and itll be directly saved to your laptop computer. On-line job applications are simpler to fill out, and you may do so in the comfort of your own house, but If youre searching for a part-time summer job at walmart then youre definitely in the appropriate spot. By way of example, most copiers utilize a light weight paper, including a 20 lb. A Startling Fact about Walmart Resume Paper Uncovered You have to be knowledgeable about Walmarts policies and the way in which they are relevant to your position, and has to also take note of schemes and scams to avoid being taken in by them. 1950 wasnt just an important financial year for America with respect to growth, but in addition when Walmart opened up for business. The easy truth of the problem is that jobs at Walmart are now extremely competitive, with numerous applicants for each position, which means if you would like to go hired then you are going to have to experience the Walmart online application approach. Get the job that you want with pongos simple to use tools. You want to have that retail job. Only if you would like the most effective retail jobs. To begin with, search the work description. You dont have to include things like every small responsibility held in each position. For instance, you should try out asking a teacher for a reference, or just a business person who you have known for a couple of years. Understand the role youre going to be interviewing for. These roles require an exact technical background and specific skill set, therefore its critical to highlight your expertise and capabilities at the start of the resume. To qualify for a Walmart deli associate position, you need to be competent in areas like food safety, inventory and client services. The signage ought to be located at each corner and turn to make directing customers very effortless. Thus, we improve the standard of our expert services. Contact customer service managers to deal with pricing difficulties and complaints. Our technicians will kindly answer each one of your questions. Its not highly recommended that you write whenever your mind isnt settled. There are a lot of things to consider and most importantly, is the trustworthiness of the service you decide to use. There are a lot of reasons why you ought to prefer our services. This is an enormous advantage for everybody. The Ugly Secret of Walmart Resume Paper The story of Walmart isnt only a story a bout an organization, but in addition about capitalism and the American Dream. You dont need to devote months, or maybe a complete week. We function for many per year. Our resume builder gives you tips and examples on the best way to compose your resume summary. 1 Resume paper is made particularly to print resumes on. Now imagine if this SAME resume had had a summary statement on top clearly outlining why youre an ideal candidate. For more guidance, utilize the standard retail resume template near the top of this post. Your orders will be done exactly as you desire. Anyway, youll certainly like our price policy. Wal-Mart Worlds biggest retailer.

Women Are Being Punished For #MeToo According To A New Study

Women Are Being Punished For MeToo According To A New Study When it comes to sexual harassment, Vice President Mike Pence takes a very different tack from our Commander in Chief. Pence has said that he wont have dinner alone with a woman whos not his wife, and he also requests his wifes presence at any events where alcohol is present.While many are fans of this very traditional sense of propriety, this antiquated approach rests on several problematic assumptions (that men are incapable of respecting women, chief among them) and causes several more issues How might a woman on Pences staff be impacted if he meets one-on-one with all of his male direct reports, but refuses to do so with her?When the majority of corporate leaders are men, how can women receive proper mentorship if men decide they cant be alone with women? What happens if bosses invite their male staff members to happy hours and leave women out?In summary when men hold the power, finding excuses to create men-only spaces puts women at an inherent disadvantage.In the wake of the MeToo Movement, several prominent men on Wall Street said they were taking a leaf out of Mike Pences book and avoiding time alone with women for fear that theyd be accused of sexual harassment (effectively punishing women for speaking up, and demonstrating that they were more concerned with being accused of sexual harassment than actually doing anything to stop sexual harassment). Now, a recent study from the University of Houston has shown that the Pence Effect goes well beyond Wall Street. Men in a number of different industries are avoiding women at work, effectively swapping sexual harassment for sexual discrimination.Study ResultsThe University of Houston study found that in the wake of the MeToo movement, men are much more hesitant to interact with their female colleagues. In early 2018, the researchers conducted a survey about sexual harassment in the workplace to ascertain men and womens attitudes about what constitut es sexual harassment, and the impact they thought the MeToo movement would have on the incidence of harassment and behavior at work. They then surveyed another group of people in 2019 to see how accurate the 2018 predictions had been, and the backlash was even greater than expected19% of men said they were reluctant to hire attractive women21% of men said they were reluctant to hire women for jobs involving close interpersonal interactions with men (jobs involving travel, say)27% of men said they avoided one-on-one meetings with female colleagues-------Are women being unfairly punished for MeToo? What do you think we should do about it? Tell us what you think in the comments. One of the biggest challenges in alfruchtwein all industries today is achieving gender parity. Gender diversity provides huge benefits in the workplace. pWhile some industries have made significant advancements in gender diversity, some industries lag further behind. .. and the construction industry is well-known for being in the latter category. If someone says, construction workers, youll likely picture a group of men in yellow hard hats analyzing an architects plans or laying bricks on top of a scaffold. And men at work signs only help to reinforce this image.pThis stereotype is rooted in reality. When was the last time you actually spotted a woman on a construction site? Or hired a female plumber or carpenter? Your answer is most likely never. In fact, the Bureau of Labor Statisticsreports that only 3.4% of the total of 8.3 million construction employees are women.pBut the construction industry has a lot more to offer than steel-toed boots and hard hats, and it needs women to help advance the industry in this era of rapid change. Here are 5 reasons why women joining the workforce or looking to make a pivot should consider a career in construction.h21. Fuel Innovation/h2pNot only is diversity the socially and morally right thing to do, but it is also actually an excellent geschftliches miteinander strategy. pResearch presented in the Harvard Business Reviewshows that diverse teams develop more innovative ideas. This is further supported by a study conducted by Gallupon the performance of gender-diverse teams versus single-gender teams, which found that the difference in backgrounds and perspectives led to better business performance and problem-solving. h22. Capitalize on Demand/h2pThe construction industry is currently experiencing a labor shortage. The industry itself is booming and projected to be one of the fastest-growing industries, with total spending projected to exceed $1.45 trillion in 2023/a. However, most construction companies are unable to meet the rising demand. pAccording to the Associated General Contractors of America/a, more than 80% of contractors are experiencing difficulties filling hourly craft positions that represent the bulk of the construction workforce.pAnd demand isnt limited to individual c ontributor roles. Given the industry boom, there are a number of open stable and high-paying roles (any project managers out there?) waiting for the right candidateh23. Leadership Opportunities/h2pAccording to the Bureau of Labor Statistics/a, women compose only 7.7% of the total 1 million managerial positions in construction.br/pBut given the highly collaborative nature of construction work, more women in leadership roles would help drive innovation and enhance productivity.Furthermore, as a woman in construction in a leadership position, youd have the unique opportunity to drive change for the industry and make it a more attractive vorkaufsrecht for other women.h24. High-Income Potential/h2pSalaries for many skilled positions in construction are on the rise, making a construction career a prime choice for women looking for a high-paying job,pThe 2018 Construction Craft Salary Surveyconducted by the National Center for Construction Education and Research revealed that salaries for many skilled craft areas are increasing. Project managers and project supervisors topped the list at $92,523 and $88,355, respectively. The next set of highest-paying jobs include those of combo welders ($71,067), instrumentation technicians ($70,080), pipe welders ($69,222), power line workers ($68,262) and industrial electricians ($67,269). Of the 32 categories of workers in the survey, 19 positions earned an average salary of $60,000 or higher.h25. Sense of accomplishment/h2p The construction industry can give employees a unique sense of achievement. Yes, the job is stressful and the work can be demanding, but nothing beats the feeling of being able to build something from the ground up. pHow many professionals in other industries can point at a school, a hospital, or a skyscraper and say I helped build that?pThe construction industry has a long way to go in combating gender bias and supporting women in the workforce, but given the current demand for workers, theres no better tim e to pick up a sledgehammer (figurative or literal) and smash the gender stereotypes plaguing the construction industry.

Why You Dont Want To Pack Your Resume With Keywords

Why You Dont Want To Pack Your Resume With KeywordsWhy You Dont Want To Pack Your Resume With KeywordsResumes are not a science nor do they require mathematical algorithms to land that next great interview.While using language in your resume that mirrors your target companys needs is imperative, keyword packing is not. In other words, know your audience, be precisely focused in your target job, and let the words bubble up intuitively.The following are five reasons you should spread your energies and job search marketing focus beyond the science of buzzwords1. Applicant tracking systems (ATS) vary. While you may think youve hit the keyword jackpot by following the rules of the keyword-packing road for one particular ATS system, youre limiting yourself. ATS systems vary, and mora importantly, are adapted to individual companies needs. You will drive yourself crazy trying to program your resume for each and every corporate system out there. Focus instead on focusing in on your target co mpanys current situation, by reading not only about the job, but also about the organization itself, the industry sector, and the competitive market within which your target enterprise resides. Then, unearth the message that will resonate with both a machine and a philanthropisch being. Armed with that information, your uber-focused message-knitting in the tenor and tone of the researched information will be punctuated with critical keywords naturally.2. Not every company uses ATS screening. Suffice it to say, companies come in all sizes, from single, two- or three-part offices to multinational conglomerates employing tens of thousands. Even then, within the globally expansive entities, companies within the companies (e.g., business units) arise, often acting independently of one another. Not every organization has the means, or chooses to apply their recruiting budget to ATS software. Believing that your next great opportunity is highly dependent upon your ability to game a systems programming can devolve your job search into a technologically hairsplitting game where you dont win.3. Human beings read your resume. Human beings program the screening systems and read the resume ultimately. Despite the naysayers out there, your resume should be written for a human beings eyes and ears. (Note An ASCII/plain text conversion of your design-savvy resume is a simple solution for uploading into ATS systems creating two separate resumes simply is not needed.) Before submitting yours online or to one of your networking contacts, read it aloud. Does it sing? Or, does it fall flat? Print it off and look at it from a consumers perspective. Does it advertise your value in a brilliant, enticing way?4. Net-weave your way into an interview, instead. While the Internets vastness and ease for trumpeting your resume makes initial sense, you must remember that managing your career, and your job search, requires much more than technology uploads and clicks. If youre doing it right, youre weaving a net of relationships that will help transport your message toward a real-life audience, to whom you want the story to resonate. You dont want to drown them in a sea of keywords.5. You have a story to tell. So many careerists get caught up in the keyword frenzy their resume mirrors that of their competitors. No distinguishing nuances call out their value. With so many resumes noting Innovative and results-oriented professionals with a proven track record of success, youd think the worlds economy would soar instead of struggling. Instead of employing overused language, identify and illustratively describe specific stories e.g., depict how you stepped into a newly right-sized, disengaged and under-performing accounting department and created a collaborative and higher-performing environment.Of course, you will punctuate this story with metrics that show before and after revenue/profit/etc., growth. But then, tell how you, specifically, designed the collaborative cultur e. What leadership and relationship-building talent did you employ? What action steps did you take? How did you handle push back from frustrated staff unhappy with the changes? Get down into the details to add substance to your achievements. Mostly, dont get bogged down in a keyword gaming struggle.Remember, youre more than just one person in what has been unfortunately referred to as an unending online inventory of people. And, if done right, your resume wont land on a giant pile of other resumes. Instead, yours will rise to the top.Jacqui Barrett-Poindexter is a Glassdoor career and workplace expert, chief career writer and partner with CareerTrend, and is one of only 28 Master Resume Writers (MRW) globally. Jacqui and her husband, Sailor Rob, host a lively careers-focused blog at http//careertrend.net/blog. Jacqui is a power Twitter user (ValueIntoWords), listed on several Best People to Follow lists for job seekers.

Fathers also want to have it all, study says

Fathers also want to have it all, study saysFathers also want to have it all, study saysHave you seen the T-shirt slogan Dads dont babysit (its called parenting)?This slogan calls out the gendered language we often totenstill use to talk about fathers. Babysitters are temporary caregivers who step in to help out the parents. But the fact is that fathers are spending mora time with their children than ever before. In fact,American fathers todayspend 65 percent more time with their children during the workday than they did 30 years ago.According to the2016 National Study of the Changing Workforce, almost half of fathers in heterosexual relationships say they share caregiving responsibilities equally or take on a greater share of caregiving than their partner.This week we witnessed the release of the firstState of Americas Fathers, a report that draws on numerous social science research studies as well as new analysis of the 2016 National Study of the Changing Workforce.Looking for an i nspiring way to start your day? Sign up forMorning MotivationIts our friendly Facebook robot that will send you a quick bedrngnise every weekday morning to help you start strong. Sign up here by clicking Get StartedAs a sociologist who studies fatherhood worldwide, I think the most important homilie of this report is a simple one Fathers are parents, too.But dads desire to have it all, as we once talked about in relation to working mothers, means that they are also having difficulties successfully combining work and family. The report, among other things, suggests that we need to pass paid, non-transferable, job-protected leave. I agree.Work-life balance is important to men, tooThe State of Americas Fathers report highlights that a majority of fathers experience work-life conflict, and that this has increased over time. For example,60 percent of fathersin dual-earner families say they have problems balancing work and family, compared to 35 percent of such fathers in 1977.This is lik ely due to the fact that a majority of fathers feel they dont spend enough time with their children. This situation may be due to the continued pressures on men to earn a good income. According tothe 2016 National Study of the Changing Workforce, 64 percent of Americans feel that fathers should contribute financially even if taking care of the home and children. Millennials are just as likely to agree with this statement as baby boomers.In my own research published in my bookSuperdads,fathers continually expressed frustration at not being able to balance work and family. Its no longer a question of whether fathers want to be more active in their childrens lives, but how they will do so when workplace and government policies do not offer the support necessary.Men need work-life policies as much as womenA big part of the problem is that the workplace has not really adjusted to working women and caregiving men.Instead the idea of theideal worker, someone (usually a man) who can focus e ntirely on work while a partner (usually a woman) takes care of everything else, still holds power among employers. But the State of Americas Fathers report reveals that most workers have some family responsibilities, and only a minority of families fit the traditional breadwinner father, homemaker mother model. Only 20 percent of couples live off of one income. This means that most fathers have partners, female or male, who also work, and more single fathers have shared or primary custody of their children. These men do not have the choice to push off caregiving onto someone else.Like working mothers, working fathers face stigma when they seek greater flexibility in the workplace. A very similar number of fathers (43 percent) and mothers (41 percent) think asking for flexibility could have a negative impact on their careers.In addition, there isevidencethat leave-taking negatively impacts chances of promotion, frequency of raises, and wertmiger zuwachs evaluations, and these penalt ies are stronger for men than women. Men who seek flexibility are even seen asless masculine.The benefits of father involvementWhy should we be so concerned about mens ability to balance work and family?The simple answer is that fathers who take leave and spend more time with their children are really good for their families. Theirchildren benefitfrom better cognitive, behavioral, psychological and social outcomes.According to the State of Americas Fathers report, these fathers also pave a path toward greater gender equality as their sons are more accepting of gender equality while their daughters feel more empowered. Their partners benefit because they are more likely to be satisfied with their relationships and less likely to experiencepostpartum depression. They are also more able to focus on their own careers, which has the potential to benefit the larger economy as well, with one estimate showing anincrease of 5 percent in GDPif womens labor force participation rate equaled men s rate.Fathers themselves benefitby engaging in healthier behaviors and creating more ties to family and community.And in the end, men are just as capable of caring for children as women. It is the act of providing direct care for a child that increases ones capacity for caregiving. Mensbody chemistryreacts the same way as womens to close physical contact with infants. In other words, fathers show similar hormonal changes, and this means they can experience similar levels of bonding with their children.Paid parental leave could helpIn an analysis of policies in 185 countries, the International Labour Organization finds that theU.S. is only one of two countriesthat does not guarantee paid parental leave. In fact, theU.S. ranks dead last among 38 OECD nationsin government-supported time off for new parents.Our only national policy, theFamily and Medical Leave Act (FMLA) of 1993, offers up to 12 weeks of leave, but in addition to being unpaid, it only covers about three-fifths of worke rs due to a number of restrictions. The act only applies to employers with 50 or more employees and only covers employees who have worked for that employer for at least one year. Additionally, 20 percent of employers that are required to comply with the FMLA offer fewer than 12 weeks of leave to employees who are spouses/partners of new mothers (mainly fathers), in direct violation of the law. Amazingly,only 12 percentof U.S. workers in the private sector have access to paid family leave, and this applies to a paltry5 percent for low-income workers.Worldwide paternity leave is becoming more prevalent, with71 countriesnow offering it. Fathers are most likely to take leave when it is specifically designated for them. Around90 percent of fathers in Nordic countriestake leave.These programs may seem out of reach, but we have seen successful paid leave in the U.S. Funded by a very small payroll tax of 0.9 percent, Californias groundbreaking Paid Family Leave program helped new parents sp end more time caring for their children. At the same time most employers have seen no cost increases or abuse and in fact witnessless turnoveras employees are able to care for their new children and return to work.We are also starting to see more models of paid leave amongcompaniessuch as Ernst Young, Facebook and Twitter, but I would argue we need something more far-reaching. The FAMILY Act, for example, proposed by U.S. Senator Kirsten Gillibrand of New York to provide up to 12 weeks of paid leave, is a start.This will help fathers to have it all, and be the parents they want to be.Gayle Kaufman served as a reviewer for the State of Americas Fathers report.This article was originally published on TheConversation.com.

Benjamin Franklin Isherwood

Benjamin Franklin Isherwood Benjamin Franklin Isherwood Benjamin Franklin IsherwoodThe steam engineering building at the United States Naval Academy in Annapolis, MD, bears the name of a man whose pioneering work leid only set the stage for modern ship building but also was the basis for great advancement in mechanical engineering.In fact, the revolutionary engineering program initiated by Benjamin Franklin Isherwood (1831 1915) at the Naval Academy became the template for professional mechanical engineering education. That basic curriculum designed at Annapolis in the late 1860s and 1870s still serves as the core of university mechanical engineering study throughout the U.S. and beyond.It may surprise many that Isherwood had no formal engineering education but his unique and innovative ideas catapulted him to the pinnacle of the engineering corps in the U.S. Navy in 1861.Born in New York in 1822, Isherwood attended Albany Academy in 1831 at the age of 9 and spent five years there. He learned mechanics and engineering on the job while working successively on the Utica Schenectady Railroad, Croton Aqueduct, Erie Railroad, and at the Novelty Iron Works in New York City. His last civilian job involved designing and constructing lighthouses for the Treasury Department before starting his long career in the Navy.Isherwood joined the Navy Engineering Corps in 1844 at the age of 22 and quickly demonstrated his talent, becoming chief engineer of the Corps five years later. He then rose to become the engineer-in-chief of the Navy in 1861 and then went on to head the Bureau of Steam Engineering for six years, from 1863 to 1869.During the Mexican-American War, he served on the steam warship Princeton, and later became senior engineer of the gunboat Spitfire.The steam engineering building at the United States Naval Academy in Annapolis, MD, bears the name of Benjamin Franklin Isherwood due to his advancements in modern ship building.When the war ended, Isherwood was assi gned to the Washington Navy Yard, where he assisted Charles Stuart in designing engines and experiments with steam as a source of power for propelling ships. Throughout the 1850s, Isherwood compiled operational and performance data from steam engines in the U.S. and foreign commercial vessels and warships. He used this empirical data to analyze the efficiency of engine types then in use.It was during the U.S. Civil War, however, that his contribution to modern ship building became well known. His main achievement was the rapid design and construction of a steam-powered fleet for the Union. He had to provide a sufficient number of ships to blockade Confederate supply routes, a daunting task given the state of the U.S. Navy in 1861.During the war, Isherwood designed machinery for 46 paddlewheel vessels and 79 screw steamers. In 1862, he advocated building large, fehlte nicht viel, heavily armed and armored ships, which were built from 1863 until after the war. He also conducted numero us experiments on marine engines to study the practical use of steam for power. Between 1863 and 1865, Isherwood published the first and second volumes of Experimental Researches in Steam Engineering, which were translated into six languages and became the standard engineering text upon which future steam experiments were based.Immediately upon the conclusion of the Civil War, Isherwood was principally involved with organizing a new scientific curriculum for steam engineering at the Naval Academy. By 1874, naval engineers refined this curriculum to the point that it served as the model for mechanical engineering education at most American universities.Although his Wampanoag (1868) was the fastest ship in the world, Isherwood came under increasing criticism from civilian engineers, Congress, and naval officers who believed steam-powered vessels had too many drawbacks, and consequently, he left the Navy.The apparent setback failed to dim his spirit, as Isherwood continued to produce t echnical innovations. In 1870 and 1871, he conducted experiments that resulted in a propeller that was used by the Navy for the next 27 years.He was a pioneer in the production of fast cruisers, producing this class against strong opposition. Following a tour of European dockyards, he became president of the Experimental Board under the Bureau of Steam Engineering until his retirement in 1884.After his ignominious forced retirement from the service, the Navy sought to make amends in recognition of his great work. He was made Rear Admiral, the highest rank given to an engineer in the history of the U.S. Navy at the time.The steam engineering building at the Naval Academy was named after him in recognition of innovation and experts in the effective assessment, development, execution, or deployment of technological solutions for operational Fleet needs.Furthermore, three Navy ships (two destroyers and a fleet replenishment oiler) have been named for him as well.The American Society of Mechanical Engineers made Isherwood an Honorary Member in 1894 in recognition of his great contribution to the field of mechanical engineering.This great engineering genius, whom George W. Dyson, in an article in the Naval Institutes Proceedings called possibly the greatest engineer the U.S. Navy had developed, died in New York City in 1915 at the age of 91.Arshad Mahmud is an independent writer.It may surprise many that Isherwood had no formal engineering education but his unique and innovative ideas catapulted him to the pinnacle of the engineering corps in the U.S. Navy in 1861.