Dozens wounded as Iraqi protesters up pressure on government Ceres crushes Hanoi, inches closer to AFC Cup KO stage Williams, 35, hasn’t played since beating her sister Venus in the final of the Australian Open in January to clinch a record 23rd Grand Slam singles title.She cited a knee injury in pulling out of tournaments in Indian Wells and Miami in March.In December she announced her engagement to Reddit co-founder Alexis Ohanian, first sharing that news on the Reddit social media site.sADVERTISEMENT More Taal volcanic quakes recorded despite weaker eruptions Sports Related Videospowered by AdSparcRead Next Presidency bid needs ‘deep reflection’ – Sara Duterte LATEST STORIES Canadian military mobilized to help Newfoundland dig out SpaceX launches, destroys rocket in astronaut escape test Filipinos turn Taal Volcano ash, plastic trash into bricks PLAY LIST 01:40Filipinos turn Taal Volcano ash, plastic trash into bricks01:32Taal Volcano watch: Island fissures steaming, lake water receding02:14Carpio hits red carpet treatment for China Coast Guard02:56NCRPO pledges to donate P3.5 million to victims of Taal eruption00:56Heavy rain brings some relief in Australia02:37Calm moments allow Taal folks some respite On the edge of America, census begins in a tiny Alaska town Serena Williams is pregnant!! ❤️❤️ pic.twitter.com/u2RfhSzlcB— Jarett Wieselman (@JarettSays) April 19, 2017Tennis great Serena Williams hinted Wednesday that she’s expecting her first child, posting a photo of herself on Snapchat captioned “20 weeks”.FEATURED STORIESSPORTSEnd of his agony? SC rules in favor of Espinosa, orders promoter heirs to pay boxing legendSPORTSBreak new groundSPORTSMcGregor blasts Cerrone in 40 seconds in UFC returnThe photo, captured by media, shows Williams in a yellow swimsuit with what appears to be a baby bump.ADVERTISEMENT Panelo: Duterte only wants to emulate strong political will of Marcos Marcos monument beside Aquino’s stirs Tarlac town Williams has reportedly deleted the snap. Palace: Crisis over ABC-CBN franchise unlikely MOST READ Don’t miss out on the latest news and information. View comments
…and dishonourable PMThe House of Commons, after which our National Assembly is modelled, runs on a host of traditions and conventions. Much of these have to do with regulating the behaviour of the members – who, after all, represent the “commoners” or lower classes, as opposed to the aristocracy. It is the custom, for instance, in Parliamentary democracies, for the members of the House to refer to each other as “the Honourable Member”.This, it was hoped, would encourage MPs not to descend into gutter language or fistfights, with which the common folks were wont to settle their disagreements. After listening to the Budget Debate, it became clear to your Eyewitness that a host of MPs insist on acting like the great unwashed masses – especially those from the Government benches.Take the case of Keith Scott, the Minister in the Ministry of Social Protection, which is in the Ministry of the Presidency; he technically isn’t a “Minister” since he heads the “Labour Portfolio”, which is actually a department. The fella insisted on READING a typewritten speech, which is just not done in Parliaments!! As a presumably educated gentleman, he’s supposed to be speaking spontaneously and (hopefully) eloquently on the topic; and not read a speech obviously written for him, since he couldn’t even pronounce some of the words!!MPs also aren’t allowed to read newspapers etc during Parliamentary Sessions, but there were some blatant examples of this disrespectful practice throughout the Budget Debate. Two Opposition MPs from the back benches were caught reading some Muckraker gossip from a laptop. This, of course, ipso facto, proved they were card-carrying members of the hoi polloi!!But most egregious of all were the antics of the Prime Minister, who insisted that the traditions of the Guyanese Parliament during Budget Debates be broken just to offer him a sop in lieu of being shafted from the powers of the Prime Ministership!! The tradition was that the Leader of the Opposition would be the penultimate speaker, with the Finance Minister, who introduced the Budget, finishing up his defence to the preceding critique.From the first Budget the PNC-led coalition presented in 2015, however, Nagamootoo, stung by the taunts from the Opposition benches about his emasculation, insisted he be the penultimate speaker – following the Opposition Leader!! The Opposition then protested by walking out just before Nagamootoo began to nurse his ego!! This followed for the next three years.This year, unlike the principled Opposition walkout for a cause, the Government MPs, led by Nagamootoo, simply walked out on the Opposition Leader’s speech simply because they wanted to “diss” the Opposition.This represents such common/guttersnipe behaviour that it betrays its actual source in the proverbial fisherwoman’s trade!!…and PM’s PortfolioThe DPI – which is headed by Nagamootoo’s shill and general factotum – took time out to report on one Government Minister’s complaint that Opposition MP Nandlall claimed Nagamootoo is bereft of a portfolio. As you, dear reader, know, your Eyewitness has been making this point ever since PNC leader Granger not only tore up the Cummingsburg Accord — which promised Nagamootoo chairing of Cabinet meetings right after the 2015 elections — but refused to allocate any Ministerial portfolio to him!! All he was given was a column in the Chronic!!Your Eyewitness was hoping the Government Minister would’ve gone on to spell out Nagamootoo’s portfolio, since he insisted the man from Whim had one!! But obviously it was a whimsical statement, since no elaboration was forthcoming!! But bereft of anything substantive (or substantial!) to do, and insisting that he speak in Parliament, Nagamootoo proceeded to put his foot into his (open) mouth.He referenced the Booker Tate study (mentioned by your Eyewitness) that recommended the Skeldon Modernisation – including the factory.Thereby nailing David Patterson’s lie in Parliament!!…and liesAnother Parliamentary custom is you can’t tell another “Honourable Member” he just told a lie – like Patterson did with the Skeldon Factory.Winston Churchill got around the restraint by describing it as a “terminological inexactitude”!!
Inishowen Sinn Féin Councillor Jack Murray has commended North West Simon and local woman, Siobhan Friel from Burt who is taking part in a ‘street sleep’ to raise much needed support funds and create awareness of the plight of homelessness in Co Donegal.Cllr Murray said the plight of homelessness is becoming more and more prevalent in Donegal and many people are seeking the support of the Simon Community.“The invaluable work of North West Simon Community is invaluable to our community as a whole. So far, they have permanently housed 43 people in support housing in Letterkenny. Last year alone, some sixty individuals and families received support from the Simon Community in Donegal. “But more people are in need of support. In order to help tackle homelessness, North West Simon has organised many events this week in conjunction with ‘Simon Week’ which is taking place nationally from Mon 1st – Sun 7th Oct.“I want to particularly commend local woman, Siobhan Friel who is taking part in a ‘street sleep’ in Letterkenny’s Market Square on Friday night (5th).“Siobhan, through working with HSE Addiction Services and SVP, has witnessed the dreadful circumstances that so many people in this county have found themselves in. As such, she has taken on this project in order to help those in need.”Information on Simon Week Here in the North West there are ample opportunities to ‘Take your Step’ for Simon locally by supporting the many events happening throughout Co. Donegal, all proceeds going to North West Simon. Events’ so far taking place include:1-5th Oct. Clanree Hotel, Letterkenny – all proceeds of tea/coffee sales to North West SimonWednesday 3 Oct. Family Resource Centre, Donegal Town. Coffee morning 11am – 1pmThursday 4th October. Kelly’s Restaurant Mountaintop, Letterekenny. Coffee morning 9am-12Also a bag pack in Dunnes Stores, Forte Shopping Centre, Letterkenny 11am – 7pm Friday 5th October. Food for Thought (beside Lidl) Buncrana. Coffee morning 10.30am – 1.30pmalso the annual sponsored sleep out takes place later in the evening on the Market Square Letterkenny from 10pm – 6am.Saturday 6th October. Kelly’s Centra Mountaintop Car Wash 10am – 5pm or why not drop into Foody’s Deli in Donegal Town for a tea/coffee – all proceeds to North West SimonNorth West Simon Community is a not for profit organisation working with those at risk of homelessness in counties Donegal, Leitrim and Sligo. So far 43 people have been housed permanently in supported housing Letterkenny by North West Simon Community. Many had experienced homelessness or came from poor standard, unsafe or overcrowded accommodation. In 2011 through our tenancy sustainment programme we prevented homelessness for 40 people and their families in counties Donegal, Leitrim and Sligo. Already in 2012 there is a greater demand than ever for our service and this figure has risen to 75. For many people we are their last resort and they rely on us for support. It is still not too late to ‘take your step’ for Simon, host a coffee morning, organise a fundraising event, take part in the annual street sleep, sponsor a volunteer or volunteer for the many events to help raise much needed funds.For more information about how you can get involved, please contact Collette on M: 087 7708865 or E: email@example.com.BURT WOMAN TAKES PART IN ‘STREET SLEEP’ FOR SIMON COMMUNITY was last modified: October 2nd, 2012 by StephenShare this:Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to share on Pocket (Opens in new window)Click to share on Telegram (Opens in new window)Click to share on WhatsApp (Opens in new window)Click to share on Skype (Opens in new window)Click to print (Opens in new window)Tags:North West Simon Communitystreet sleep
latest 1) Everton – 202) Watford – 193) Chelsea – 17=4) Burnley – 16=4) Wolves – 16 Pep Guardiola gives Man City injury update and talks Christmas schedule Getty Images – Getty Below you can see a table of the top five teams to have conceded the most Premier League goals from set pieces since the start of the 2018/19 season, with thanks to Opta.*Table correct as of Saturday September 21, 2019 The top five sides to have conceded Premier League goals from set pieces since start of 2018/19 season Spurs investigation into alleged racial abuse of Rudiger is so far ‘inconclusive’ Mina’s own goal gave the Blades the lead at Goodison Park LATEST PREMIER LEAGUE NEWS At the best of times, Everton are vulnerable when defending set pieces.Toffees supporters are filled with nerves whenever their opponents get a free-kick or a corner and with good reason, too. BIG PRESENTS UP TOP deals rookie error 2 What every Premier League club’s fans dream of this Christmas 2 Marco Silva cannot get his players to defend set pieces effectively Steve Round reveals how Mikel Arteta convinced him to join Arsenal staff Getty Images – Getty PEP TALK And going into their Premier League clash at home to Sheffield United, a worrying stat about Everton’s ability to defend set pieces.They had conceded 19 times from set pieces in the Premier League since Marco Silva took charge in May 2018.That figure rose to 20 as the Merseysiders fell behind against the Blades with Yerry Mina putting the ball in his own net.Oliver Norwood’s high, in swinging corner from the left caused all sorts of problems, Everton goalkeeper Jordan Pickford failed to collect and the ball hit Mina before dropping into the net. Liverpool transfer news live: Star man wanted by Real Madrid, Mbappe latest and more Ian Holloway thinks Arsenal have made a mistake in hiring Mikel Arteta update Chelsea fan arrested for allegedly racially abusing Heung-min Son Set piece woes statement appointed Man United transfer news live: £17m bid for Barca wonderkid, English starlet linked Things only got worse for the Toffees after the break as Lys Mousset’s 79th-minute strike sealed a 2-0 win for Chris Wilder’s men.On the bright side for Everton, they didn’t concede this goal via a set piece.The result means Everton have lost their last two Premier League matches and any hope of them breaking into the top six is in huge doubt despite a promising summer in the transfer market.
Group C’s standings are locked in, with Barcelona guaranteed top spot, City in second place and Borussia Monchengladbach dropping into the Europa League. That’s not to say this game doesn’t matter, though.Rodgers has spoken of a learning curve in the Champions League. That despite falling out of Europe before Christmas Celtic will take lessons from both their qualification and group stage campaigns. That the Hoops will be better in the future for their continental experiences this season.Pep: The Catalan coach has settled in at City. SNS GroupThere’s evidence to support his point. Consider that Celtic started the group stage with a rabbits in the headlights defeat to Barcelona at the Camp Nou but have since kept the scorelines relatively tight, never losing by more than two goals. Significant progress is still to be made if Rodgers is ever to take Celtic into the last 16 of the Champions League but that’s why Wednesday’s match at the Etihad Stadium shouldn’t be treated as the dead rubber it technically is. This is an opportunity for Rodgers and Celtic to underline their development together. This is a chance to show that despite their elimination this season they will be better prepared to compete at Champions League level next season.That is perhaps the starkest illustration of how far Celtic have come under Rodgers. With Ronny Deila in charge progress was measured by how close to simply making the Champions League group stage. Now Rodgers will be judged on whether or not he and his team can break through the last 16 glass ceiling, and given performances in the competition this season there’s a sense they might not be too far away from doing so. Backing: The Celtic fans have taken to their new boss. SNS GroupOf course, changes to the qualification process from 2018 could theoretically make it tougher for Celtic to reach the group stage. Europe’s top four leagues (Premier League, La Liga, Bundesliga and Serie A) will now be guaranteed four places each and so smaller countries like Scotland might find themselves marginalised as a consequence. That might in turn alter expectations placed on Celtic.In just a few months Rodgers has built a team capable of at least holding their own against the very best. They did so against Manchester City at Celtic, against Gladbach away from home and to a certain extent in the home defeat to Barcelona. Now the challenge will be to build upon that without building blocks being swiped away from the foundations. Keeping Moussa Dembele beyond this season, for instance, might prove a tall order. Star: Moussa Dembele scored a brace against City. SNS GroupRodgers has proven, even after just a few months, what he can do given the resources. Whether he is backed as substantially in future transfer windows as he was this summer will hint at the ambition, or lack of, of the Celtic hierarchy and whether it matches that of their manager. For all their progress they will likely need another Scott Sinclair, another Dembele, if they are to break into the Champions League’s last 16 elite. Whether it is their own or outsiders, Celtic have a duty to impress in their final group stage fixture on Wednesday. It’s more important than just the prospect of three points on the board. This could, in the long term, have a profound impact on the direction the Hoops take under Rodgers. Is this good enough, as good as it gets, or is this viewed as simply the start of something bigger andbetter? Celtic showed anyone who cared to watch their Champions League clash with City how to play against them – press high, rather than sit deep, squeeze the midfield and exploit space down the wings. Tottenham Hotspur copied Rodgers’ model just a few days later, inflicting a 2-0 defeat on Guardiola’s side. The draw with City was about more than just the single point Celtic collected from it.Point: Celtic got off the mark at Man City. SNS GroupThere is also a certain symbolism to their return match against the Etihad Stadium side. Of course, Wednesday’s game is technically a dead rubber. It was something of a watershed moment for Brendan Rodgers and Celtic. Faced by a Manchester City side that had yet to drop points under Pep Guardiola the Hoops were expected to fold, just like everyone had up until that point. Instead, they set a precedent.That precedent transcended Scottish borders. The 3-3 draw at Celtic Park, in which the Scottish champions held the lead three times, saw City subsequently go six games without a win – the longest winless run of Guardiola’s managerial career. They still haven’t truly recovered from what was a humbling experience in the east end of Glasgow.
Daina Shilts wins three Special Olympics World Games gold medalsBy Kris LeonhardtEditorMARSHFIELD — Neillsville native and resident Daina Shilts was born with a rare condition called cardiofaciocutaneous syndrome. Though her condition created some cognitive barriers in her life, it has not stopped her from becoming a superstar athlete.Shilts, 26, returned from Schladming, Austria, at the end of March, where she participated in the 2017 Special Olympics World Games as an advanced female snowboarder. The World Games provides an international platform to showcase the athletic abilities of people with intellectual disabilities.Shilts came away from Austria with three golds, one in the super giant slalom.“I was the fastest, male or female and downhill skier,” said Shilts. “I was the only one that broke under a minute out of skiers and snowboarders, males and females.”“Then I got another one in the giant slalom. I was the third fastest. Two boys from Russia beat me. They both had me in both size and height.“Then I also got selected to participate in the unified slalom race, snowboard slalom, which is where they pair a person with an intellectual disability with a person without an intellectual disability, and mine just happened to be Hannah Teter. She is an Olympic gold medalist, an X Games medalist, and my best friend.“Out of eight teams, we took first, so we are pretty excited about that because we’ve been partnered at the X Games the last three years and haven’t been able to take first.”This was the second World Games competition for Shilts, who first participated in 2013 in South Korea.Shilts grew up in Neillsville, where she joined Special Olympics at the age of 8.“My coach Dean Glaze, who is my coach, mentor, and friend now, noticed that there was a potential for me to be a great athlete. … He just really wanted me to be in Special Olympics, along with my parents, and they decided that it would be a great opportunity.“I first started in cross-country skiing. Sorry to all of the cross-country skiers out there, but it got boring very fast for me, and I was the smallest, tiniest in my division, and I was always in the top division no matter what it was.”Shilts tried a few different sports, but when she found snowboarding she was hooked.“I’ve never looked back,” added Shilts. “I’ve been snowboarding for 10 years now and have maybe put skis on four times.”To earn her spot at the World Games, Shilts first had to obtain a gold medal at the state level, which she not only did once but twice for both the 2013 and 2017 games.“The first World Games kind of got me out of my shell. Otherwise I was really shy, didn’t like having a disability I guess. Special Olympics showed me that it is OK to be different. When I was chosen to go to the X Games, I thought, ‘Oh, my gosh, this is getting real for me. This is the real deal. I am actually at the X Games competing along with my idol, Hannah (Teter).’“I kept getting invited back because I medaled. If you medal, you automatically get invited back with all sports. … This last year for the World Games, getting invited there and getting all of this ESPN coverage and pros talking to me, it got real.”Shilts now has a total of nine medals for her accomplishments in snowboarding competition.
As we reported in our recent May-June edition, the Women of Loss Prevention survey, sponsored by Tyco Retail Solutions and Protos Security, offered a comprehensive look at how women view their current roles in our industry, how they feel they are perceived as industry professionals, the role they feel gender and gender bias has played in their ongoing career opportunities, and the responsibility that every LP professional has to remain accountable for their own career growth and development.The goal of the survey was to offer an objective window into the thoughts, ideas, and opinions of the women of LP regarding these key areas, open doors for additional discussion, and perhaps spark fresh thoughts and ideas on how we can best address these topics to further enhance our LP teams.Yet as important as it is to mount these critical discussions, our efforts only bear fruit if that dialogue leads to action.- Sponsor – In this follow up to our article, we look to further digest and interpret response to the survey. As part of this process, we felt it vital to hear the voice of industry leadership, including how today’s leaders reacted and responded to the results.To help us find the answers, we canvassed loss prevention leadership to garner their insights and opinions on the subject. We compiled those responses to provide both general consensus and specific views on the ways that they see the role of the women of loss prevention, some of the hurdles that we will face in the process, the skills and resources necessary to power the transference, and how that will drive the future of the industry.The Wheels of ChangeThe recent past has provided us with a massive wave of growth, changes, and challenges across the retail industry. The way that we shop, the products we buy, and even the way that we pay for goods and services are changing in ways that we never would have imagined just a few short years ago. Yet the common assessment is that this is merely a glimpse of what lies ahead. And as the gap broadens between where we were and where we’re headed, the role of loss prevention will continue to evolve as well.But how will it change—and to what extent—remains largely unanswered. As we’ve all learned, real growth requires much more than just the passing of time and is largely the product of open minds. Each and every one of us must reach out, discover, and accept the need for change within ourselves.The complexity of the subject should remind us that there is never one side, one opinion, or one solution. A shared responsibility and a shared accountability have brought us to where we are today. This is just as true with the way that we react and respond to each other, recognizing our commonalities and accepting our differences for the betterment of all involved.The Role of Women in the WorkforceAccording to the Equal Employment Opportunity Commission (EEOC), women’s presence in the labor force has increased dramatically since the mid-1960s, with 57 percent of women currently participating in the American workforce. According to the Bureau of Labor Statistics, women represented 47 percent of the total labor force in 2017.As the nation’s largest private-sector employer, the retail industry supports over 42 million American jobs. Yet while there have been strides made in retail management positions, women hold only 37 percent of executive positions, and in loss prevention those numbers are significantly lower. Less than 6 percent of retail CEOs are women.The National Retail Federation’s (NRF) 2018 Nation Retail Security Survey (NRSS) found women account for 25 percent of LP management positions, showing slow and steady progress when compared to 19 percent in 2008. However, NRF research further indicates that 47 percent of women in retail hold a manager title, revealing a clear disparity in LP in contrast to our other retail peers.Is this a product of education? Not according to the National Center for Education Statistics, which reveals that women earn more degrees than men, with women earning more than half of bachelor’s degrees (57%), master’s degrees (59%), and doctorate degrees (53%) in the United States. Women are investing in their future, helping to raise the bar for the entire industry.Lisa LaBruno“In my experience with our member companies at RILA, I’ve seen firsthand that women can find success in loss prevention, and in fact, it’s a field with an incredible path for growth,” said Lisa LaBruno, Esq., senior vice president of retail operations for the Retail Industry Leaders Association (RILA). “This survey supports that notion, as well. But with that in mind, there is no question that the industry has a long way to go to achieve greater gender equality and diversity within our ranks. We know that those conversations are taking place now at retail companies, and it’s part of our mission at RILA to help encourage and facilitate the industry’s progress from that perspective. Given these commitments, we’re optimistic that the future of retail—one shaped by diversity of thought and inclusion—is in our sights.”Recruiting and Developing TalentIn response to the survey results, we asked industry leaders if they felt that retailers are doing an effective job of recruiting and developing female talent in loss prevention. While the response was mixed and most feel that significant strides have been made, most also agree that this remains an area of opportunity. In general terms, industry leadership believes that the inclusion of women in loss prevention-and more specifically leadership roles-is a critical aspect in the future of the profession. Several believe their companies are doing a good job of recruiting and developing women but feel this isn’t a consistent practice across the industry and others may not emphasize this effort as much as they should. Others believe there is also disparity between policy and practice in many cases.Here are some of the comments offered by industry leaders:“The inclusion of women is critical, but it has to start with the LP leadership. As we take on the challenges in retail today and in the future, we need diversity of thought and a mindset to look for solutions that are not founded in the status quo.”“Generally, I think retailers are doing a good job in this area, but there are still some pockets where there is very little female representation. I don’t think retailers are doing a great job with developing females beyond middle-management positions. There are still far too few women in senior levels of leadership in retail loss prevention.”“The best leaders learn to identify talent, ask the right questions to confirm that talent is genuine, and then take the right steps to secure and develop talented individuals. That’s true regardless of gender or any other distinction. I believe this is a skill that many believe they have, but most lack, and that greatly contributes to the problem.”The Blind SpotMany women believe that a “good ole boy” network still exists in loss prevention that somehow excludes women and/or others outside of the group. We then asked industry leaders for their thoughts on this issue.While some wouldn’t specifically refer to it as a “good ole boy” network, every industry leader who responded stated they feel that while there has been a significant improvement in recent years, a subculture remains that appears to carry an exclusive bias, intolerance, misconception, or misunderstanding of others. There are those who tend to network and interact within their own group, a niche environment that lacks broad acceptance or inclusion. Most also agree that this is true throughout the business world and not exclusive to loss prevention.Reviewing the many comments on the subject that were made as part of our survey, it could be more specifically inferred that most women making these comments simply didn’t feel included rather than deliberately excluded. There was a general perception that little effort is being made to change certain habits, rethink some events to make them more inclusive, welcome new faces, or otherwise modify behaviors to create a more inviting environment for women.“During conferences and similar occasions, who is gathered together at the events?” said one industry leader. “It’s many of the same people over and over again. We don’t often make the effort to include women or newer professionals.”This points to one of the most powerful reasons for the lack of progress in this area. We all have blind spots when it comes to certain perceptions, and it’s difficult to solve problems that we don’t see or understand clearly. We’re comfortable with the status quo and don’t feel the urgency to change. This can most certainly include gender diversity.For example, many men may believe women are well represented in leadership, when in fact there are far fewer than they think. Further, many men don’t fully grasp the barriers that hold women back at work and aren’t fully aware of the need for change and as a result are less committed to the issues that women face or the hurdles that can stand in the way. By the same respect, women may make certain assumptions as well, perhaps misinterpreting a lack of understanding with a lack of empathy.Of course, there are those who simply resist change and don’t feel they should change or that they have to. There are those who prefer to hold firmly to past norms and those who choose to find fault in the behaviors of others rather than considering flaws in their own way of thinking. There are also those who use excuses as tools of destruction rather than using reflection as an agent of change.But for most of us, awareness is the first step. Whether reflecting on our own habits or learning to recognize it in others, we need to resist the trappings of finger-pointing and focus on modifying behaviors—including our own. Both men and women need to swallow the pill and get better.Here are some additional comments from industry leadership:“I don’t think our teams hear enough from the leaders in our industry. We have to make people feel more than included. We must give them a sense of belonging.”“I do think a good ole boy network still exists. As one of the few women in leadership, when asked to participate in an industry function, lead a session, or comment for an article, I’m usually relegated to a subject matter considered traditionally more female.”“I wouldn’t refer to it as a ‘good ole boy’ network; however, I think that there exists a tight network that has a certain standard that they follow, and breaking into that network can be difficult regardless of gender. It’s important leaders make decisions with their eyes and their minds open. It’s changing, but we still need to keep moving in the right direction.”Leaders Stepping UpPromotions and other advancement opportunities should always be based on merit, productivity, commitment, potential, flexibility, ingenuity, and other performance-based factors. Overcoming disparities requires that we develop strategies that focus on engaging all talented individuals in growth opportunities regardless of gender or other nonperformance issues.When asked what steps retailers can take to develop female talent for LP leadership roles, industry leaders offered many suggestions:Create a forum for minority and female leaders to share their concerns, successes, and needs with a direct pipeline to senior leadership.Set specific goals and identify measurements of success. Accountability has to start from the top and reach every level.Take personal accountability to identify talent and assign mentors.Look for developmental opportunities that put everyone in the mix for promotions.Educate your talent on both linear and nonlinear career paths. Stretch assignments both within and outside the department.Support them in industry developmental programs like the Loss Prevention Foundation and Wicklander-Zulawski.Support diversity training for leaders at every level.Take real steps to ensure that hiring, promotional, and developmental decisions are based on merit, potential, and commitment, and hold leaders accountable.Use depth charts, forecasting plans, and other initiatives that serve to support our talent.Conduct more career conversations with top talent to ensure they know there is potential for them for next steps.Support opportunities for additional exposure by putting talent out front as speakers, presenters, and subject-matter experts at conferences and events.Denounce double standards for behavior, including and especially in social situations.Be intentional and purpose-driven in the effort.Owning It as IndividualsWhile it’s important for retailers to step up and support their teams, no one, regardless of gender or any other nonperformance trait or characteristic, should expect their company to do the legwork for them. Ultimately, we are all responsible for our own growth and development as well as our actions, decisions, and performance.Even when we’re good at what we do, that doesn’t necessarily mean that we will excel—or even be successful at the next level. Promotions always involve additional responsibilities and different skill sets. Similarly, tenure doesn’t necessarily translate into experience. For example, if someone performs the exact same job for five years without looking for ways to develop or grow, do they have five years of experience or one year of experience repeated five times? Every true leader must be able to see this in themselves and be able to identify those same abilities in others when making these decisions, just as every individual must refine their skills as they climb the ladder.Each one of us needs to find our place. We must learn to understand our own strengths and opportunities, accept our limitations, embrace the gifts we have to offer, and determine how we want to use them. We think differently. We learn differently. We apply information based on our own personal experiences. We must be thoughtful, respectful, open-minded, and patient enough to make the best decisions for ourselves, our families, and our careers.We asked leaders what advice they would give women or anyone else wanting to get ahead:You have to be good at what you do. That cannot be taken for granted.Capability is the bottom line. Mission accomplishment, leadership, inspiration, and communication are critical attributes, not seniority.Be engaged, passionate, and authentic. Take advantage of opportunities and showcase your talent.Be a sponge for education and learn to stand on the shoulders of others through programs like the industry certifications.Be flexible, mobile, confident, assertive, and persuasive. Learn to take calculated risks.Diversify your interests. Explore every opportunity. Be open to everything.Distinguish yourself, volunteer for assignments that no one else wants to take, and learn as much about the business as possible.Demonstrate leadership, respect your partners and peers, and show that you can be successful.Intellectual curiosity, guts, and professionalism are next-level skills. Know your business and be able to speak to it.Express your desire and ambition for career advancement. Don’t assume that others are aware of your career aspirations.It’s never wise to blindly accept the status quo. The world is always changing, and we have to be willing to change with it.Work harder than those around you and self-market in a way that demonstrates that ability.From LP agent to director, you have to believe in yourself and your skill sets. This must come from you because it’s up to you.Some additional comments from industry leaders included:“Opportunities to get ahead should always be based on merit, but sometimes it’s also our ability to impress those qualities on others and voice our interest and desire to get ahead. I agree that there are times when a promotion might not be perceived as fair, and surely there are times when they’re not. But it’s also important that we’re willing to reflect on ourselves and try to figure out what we might have done differently or better. These decisions aren’t made on the spur of the moment, and attempting to narrow it down based on gender or any other nonmerit distinction can also be a self-serving rationalization rather than a true factor in the decision process.”“There is no doubt that where you work and for whom you work will have an impact on your opportunities for advancement. But you control what you do and how you do it. Everyone needs to do the job, be present, show up, go above and beyond, own everything you do for better or worse, reject entitlement, embrace inclusion, be a team player first, and pick your battles. If you embrace these simple rules, gender shouldn’t matter.”Mentorship ProgramsWhen asked whether organizations, or the industry in general, should support mentorship programs, industry leaders made it very clear where their thoughts lie. Every leader we asked offered an unequivocal “yes.”This subject sparked significant discussion from industry leaders as they reflected on the importance of mentors and sponsors as part of their own career development and advancement. Several named specific individuals, while others chose to offer their own experiences. What was most clearly offered was that our industry leaders strongly believe in the value of these programs and recognize the value of mentors and sponsors as part of career development.“I’ve had mentors and sponsors in my life that knew more about my potential than I did. Every organization should have a program, and they should invest time and money into it.”“I wouldn’t be where I am today if it weren’t for those that saw some raw potential in me, challenged me, counseled me, and stuck with it. If the company you’re with doesn’t have a formal process, do it informally—or more importantly, lobby them to implement one. Having a mentor is absolutely critical in today’s relationship-driven world.”Further, there was a consensus that the women of loss prevention should seek out all types of mentors, underscoring the importance of having mentors from outside the loss prevention profession as well. Women should seek out both men and women to serve as mentors, sponsors, and “life-skill coaches,” and should also search for opportunities to serve as mentors themselves.Bob Moraca“I was very excited to review the results of the women of LP survey and your findings,” said Bob Moraca, MBA, CPP, CFE, vice president of loss prevention with the National Retail Federation. “The NRF loss prevention community has been supportive of the women in LP movement for close to two decades. With strong female leadership, we have proudly developed several programs to enhance the growth of women in the loss prevention profession. Over the years we have developed a mentoring program, hosted women-centric professional development calls, and NRF proudly hosts the largest gathering of women in the industry at our ‘Women in LP Luncheon’ at NRF PROTECT every year.”Moraca added, “Our entire industry owes a rousing debt of gratitude for the success that the diversity of experience, talent, thought leadership, toughness, and vision our women in LP bring to the LP community. We need to continue to mentor and encourage our emerging women leaders upward into the management ranks, where they can make a greater difference and continue their professional development.”The Value of DiversityDiversity provides our country with its unique strength, prosperity, and resilience. By recognizing and embracing our human differences, we learn to better understand each other and the unique contributions that those differences can provide. These same attributes serve us in the workplace as well, with the rich and varied individual characteristics of people and the wide spectrum of traits that make up who we are creating a positive and nurturing work environment that maximizes the potential of all employees.With the opportunity for different insights, varied opinions, and better solutions, gender diversity is the absolute lifeblood of retail and is critical as we look for the best ways to serve and interact with our customers and employees. As the blending of our society continues, there is an ongoing need to modify our way of thinking to effectively deal with the issues of communication, tolerance, adaptability, variety, and change.Unfortunately, a majority of women who participated in the survey (72%) believed that there are gender biases that remain in the loss prevention industry today. And while most LP leaders feel that there have been significant improvements, most also believe that those gender biases remain. Gender biases do exist across every aspect of our society. Men and women think differently. For the most part, we’re raised differently. We have different expectations, social norms, habits, and biology, and that just scratches the surface. But as is true with every other aspect of our lives, we need to learn to better embrace our differences rather than allowing those differences to create a gap between us.Diversity encompasses not only how we perceive others but also how we perceive ourselves. Those perceptions will have a direct impact on how we perform individually and how we interact with each other. Our goal should be to build a culture of respect where the attitudes and actions of people will encourage mutual understanding, creating an environment where people of all attributes can be valued and successful in the workplace.Venus and MarsThere may be a million ways to celebrate our differences, but there are a million and one reasons to praise how we are the same. The world is changing, and the rules are changing along with it. This is a time of tremendous evolution in almost every aspect of who we are and what we do. It’s true that there was a time when many of the lines were much clearer. But it’s just as true that some of those lines were wrong, unfair, and unjust.By the same respect, the door has to swing both ways. Throughout the survey, there were many comments made by women that might also appear demeaning and inappropriate to men. For example, we shouldn’t make blanket statements like, “Men are better than women in leadership roles.” However, we also shouldn’t make blanket statements like, “Women make better interviewers than men.” The latter can be equally unjust and inappropriate, widening gaps rather than closing them.Everyone wants to be respected. We want to be treated fairly and as equals. If we want to create an environment in loss prevention that’s inclusive for everyone, we have to be open-minded, but we also must be patient and understanding. As we blend as a country, we are also blending on social, personal, and professional levels, and all of us have to play our parts. We must face these issues head-on and find solutions that benefit us all.Moving ForwardComplicated problems aren’t typically solved with a survey and a single discussion. We have to increase awareness in a way that’s fair and objective, hold meaningful conversations that address the real issues, and move to action in a way that’s positive and productive.It’s truly been an industry effort to bring us to where we are. From those who took the time and effort to help us construct our survey, to the incredible women who shared their thoughts and opinions, to the tremendous industry leaders and sponsors who offered their guidance and support, and to all who have voiced their commitment and passion to the women of loss prevention, you have our gratitude. At the end of the day, we all want the same thing. We just need to find the best way to get there.EDITOR’S NOTE: To download the full survey results, go to LossPreventionMedia.com/free-reports. Stay UpdatedGet critical information for loss prevention professionals, security and retail management delivered right to your inbox. Sign up now
A federal district court committed reversible error when it determined that a bank was entitled to tax benefits generated by a structured trust advantaged repackaged securities (STARS) transaction. The STARS transaction lacked economic substance because it had no objective nontax economic benefit and Congress did not intend that foreign tax credits would be available for this type of generated transaction.Comment. The district court first held that payments the bank received from its U.K. counterparty were income when calculating the STARS trust transaction’s profit. Next, the district court held that, as a matter of law, the trust and loan transactions had economic substance and, therefore, the bank was entitled to interest-related deductions on expense for the loan transaction and a refund on the disallowed foreign tax credits claimed for the trust transaction and the penalties imposed by the IRS.The STARS scheme was profitable only because the bank planned to obtain U.S. tax credits; there was no other business reason to engage in the transaction. The assets in the trust never effectively left the bank’s control, nor did they perform any function when placed in the trust that they could not without the trust except for creating the tax effect that made possible the payments to the counterparty. Moreover, the trust transaction did not advance the government’s interest in encouraging U.S. taxpayers to do business abroad or in avoiding double taxation. Further, disallowing foreign tax credits for the STARS trust transaction did not interfere with the U.K.’s authority or the U.S.-U.K. tax treaty. Finally, the trust transaction provided no business for the bank. It merely furnished the counterparty with a tax benefit, which the counterparty shared with the bank. This effectively gave the bank a tax benefit of its own when combined with the anticipated foreign tax credits. Thus, the trust transaction was not a legitimate business and lacked economic substance. Salem Financial, Inc., CA-FC, 2015-1 ustc ¶50,304, followed.Reversing and remanding a DC Mass. decision, 2015-2 ustc ¶50,564.Santander Holdings USA, Inc., CA-1, 2017-1 ustc ¶50,101Other References:Code Sec. 901CCH Reference – 2016FED ¶27,826.142Tax Research ConsultantCCH Reference – TRC INTLOUT: 3,120
Kenyan scientists are scrambling to fight the growth of the so-called Devil Tree, an introduced species called Prosopis juliflora which has grown out of control and threatens millions of acres of land in northwest Kenya.Sign up for our daily newsletterGet more great content like this delivered right to you!Country *AfghanistanAland IslandsAlbaniaAlgeriaAndorraAngolaAnguillaAntarcticaAntigua and BarbudaArgentinaArmeniaArubaAustraliaAustriaAzerbaijanBahamasBahrainBangladeshBarbadosBelarusBelgiumBelizeBeninBermudaBhutanBolivia, Plurinational State ofBonaire, Sint Eustatius and SabaBosnia and HerzegovinaBotswanaBouvet IslandBrazilBritish Indian Ocean TerritoryBrunei DarussalamBulgariaBurkina FasoBurundiCambodiaCameroonCanadaCape VerdeCayman IslandsCentral African RepublicChadChileChinaChristmas IslandCocos (Keeling) IslandsColombiaComorosCongoCongo, The Democratic Republic of theCook IslandsCosta RicaCote D’IvoireCroatiaCubaCuraçaoCyprusCzech RepublicDenmarkDjiboutiDominicaDominican RepublicEcuadorEgyptEl SalvadorEquatorial GuineaEritreaEstoniaEthiopiaFalkland Islands (Malvinas)Faroe IslandsFijiFinlandFranceFrench GuianaFrench PolynesiaFrench Southern TerritoriesGabonGambiaGeorgiaGermanyGhanaGibraltarGreeceGreenlandGrenadaGuadeloupeGuatemalaGuernseyGuineaGuinea-BissauGuyanaHaitiHeard Island and Mcdonald IslandsHoly See (Vatican City State)HondurasHong KongHungaryIcelandIndiaIndonesiaIran, Islamic Republic ofIraqIrelandIsle of ManIsraelItalyJamaicaJapanJerseyJordanKazakhstanKenyaKiribatiKorea, Democratic People’s Republic ofKorea, Republic ofKuwaitKyrgyzstanLao People’s Democratic RepublicLatviaLebanonLesothoLiberiaLibyan Arab JamahiriyaLiechtensteinLithuaniaLuxembourgMacaoMacedonia, The Former Yugoslav Republic ofMadagascarMalawiMalaysiaMaldivesMaliMaltaMartiniqueMauritaniaMauritiusMayotteMexicoMoldova, Republic ofMonacoMongoliaMontenegroMontserratMoroccoMozambiqueMyanmarNamibiaNauruNepalNetherlandsNew CaledoniaNew ZealandNicaraguaNigerNigeriaNiueNorfolk IslandNorwayOmanPakistanPalestinianPanamaPapua New GuineaParaguayPeruPhilippinesPitcairnPolandPortugalQatarReunionRomaniaRussian FederationRWANDASaint Barthélemy Saint Helena, Ascension and Tristan da CunhaSaint Kitts and NevisSaint LuciaSaint Martin (French part)Saint Pierre and MiquelonSaint Vincent and the GrenadinesSamoaSan MarinoSao Tome and PrincipeSaudi ArabiaSenegalSerbiaSeychellesSierra LeoneSingaporeSint Maarten (Dutch part)SlovakiaSloveniaSolomon IslandsSomaliaSouth AfricaSouth Georgia and the South Sandwich IslandsSouth SudanSpainSri LankaSudanSurinameSvalbard and Jan MayenSwazilandSwedenSwitzerlandSyrian Arab RepublicTaiwanTajikistanTanzania, United Republic ofThailandTimor-LesteTogoTokelauTongaTrinidad and TobagoTunisiaTurkeyTurkmenistanTurks and Caicos IslandsTuvaluUgandaUkraineUnited Arab EmiratesUnited KingdomUnited StatesUruguayUzbekistanVanuatuVenezuela, Bolivarian Republic ofVietnamVirgin Islands, BritishWallis and FutunaWestern SaharaYemenZambiaZimbabweI also wish to receive emails from AAAS/Science and Science advertisers, including information on products, services and special offers which may include but are not limited to news, careers information & upcoming events.Required fields are included by an asterisk(*)Google has announced that it will be archiving digital images from the Iraqi Museum. The National Academies of Science is tackling the issue of digital data and research ethics in a new book. The winner of The Washington Post’s Next Great Pundit contest has been named, and it’s not finalist Burton Richter, a Nobel Prize-winning physicist who was eliminated earlier this month.(Photo of Iraqi artifact courtesy of Wikimedia)
Our predictions on how the World Cup could go. Round 16 Winner A1 France v B2 NigeriaC1 England v D2 Ghana/SerbiaD1 Germany v C2 USAB1 Argentina v A2 South Africa/UruguayE1 Netherlands v F2 Paraguay/SlovakiaG1 Brazil v H2 ChileF1 Italy v E2 DenmarkH1 Spain v G2 Portugal FranceEnglandGermanyArgentina NetherlandsBrazilItalySpain Quarter finals Netherlands v Brazil Brazil wins France v England England wins Argentina v Germany Germany wins Semifinals England v Brazil / Germany v Spain FINAL Brazil v Spain WINNER Spain World Cup odds*: Spain 7/2 Brazil 9/2 England 7/1 Argentina 7/1 Netherlands11/1 Germany 16/1 Italy 16/1 France 20/1 Portugal 25/1 Ivory Coast 33/1 *Source: Landbrokes