#Competent workforce sourcing | Explore Tumblr posts and blogs

prezaki · 7 months ago

Text

Foundations of Mendel - Durandal in Context of His Biography and World

The goal of this write-up is figuring out how Durandal's disparate backstory bits fit in with both each other and the chronology of the Cosmic Era as a whole. It's my attempt at taking the retcons presented in Freedom and turning them back into a coherent narrative. (As a side effect, I also recap a lot of important lore that was not directly mentioned on the show.)

I begin far before Durandal was even born, because I think the tumultuous context of the Cosmic Era is fundamental to the emotional development of the show's adult cast. I'm basing everything here on the official timeline, which was initially published around 2004 (in MSV, for example) and reprinted as recently as 2012 in "Gundam SEED Mechanics and The World". The timeline is translated on the Gundam Wiki here, but I'll recap everything I deem important.

Lore that is not taken directly from the timeline or the anime itself will be marked either with its source or clearly labeled as speculation.

~*~

In the year CE 15 George Glenn releases the blueprint for how to make Coordinators. Initially, the practice is outlawed. The first generation of Coordinators is born in secret, mostly to wealthy parents who can afford both the treatment and the secrecy required. Siegel Clyne, Patrick Zala and Aura Maha Khyber all belong to this generation. They grow up on Earth, hiding their genetic type from their peers.

The public view on Coordinators doesn't change until CE 29, when George Glenn brings back Evidence 01, the space whale fossil. Confronted with the knowledge that intelligent alien life exists for certain, religious organizations lose influence on public ethics, thus resulting in their objections towards 'violation of the natural order' being rejected. Fueled by the thought that humanity would have to compete with a much wider universe, the creation of Coordinators booms and becomes commonplace.

This is also where space station Mendel marks its beginnings. It's a research hub centered around genetics, one of the facilities where parents would turn in order to have their children modified. The first secretly born Coordinators are all between 5 and 14 years old by this point, and for the first time more of their kind are created outside of covert efforts. None have reached adulthood yet.

And it won't be until around CE 40 that a significant enough number of the earliest Coordinators enters the workforce and begin having children. This shifts public opinion and puts a damper on the wide-spread enthusiasm. It becomes apparent that the adult Coordinators have a significant skill gap that sets them apart from their Natural peers. The fears and anxieties caused by this observed reality sees to it that Blue Cosmos once again finds mainstream appeal

It's now, in the year CE 41. Gilbert Durandal is born. I think this makes it very likely that his parents were some of the first Coordinators, still born in hiding. While it's still possible that he is first generation and made by Natural parents around this time by sheer coincidence, I think the fact that Aura finds his genetics fascinating enough to want to study them also speaks for him being second generation rather than directly modified.

Then in CE 44, when Durandal is 3 years old, the first set of PLANT colonies (Aprilius) is completed. The PLANTs are named as such because they were intended as manufacturing plants that should help the Earth by outsourcing a lot of production to space. They wind up being pretty much exclusively staffed by Coordinators since their abilities make it easier for them to effectively work in space. They're forbidden from producing their own food, thus keeping the workers totally dependent on Earth.

I think it's interesting to keep in mind that colony living as a wide-spread phenomenon is incredibly young in the Cosmic Era, even as opposed to the Universal Century which already had millions of people living in space in UC 20.

While there are around 10 million Coordinators by CE 45, a sizeable amount of them still lives on Earth. Hatred against Coordinators continues rising and terror attacks on the PLANTs are common. This is the social climate Aura experiences during her formative teenage years.

At the same time, dissatisfaction with the Coordination process is very commonplace as well. The (rich) people who shell out for designer babies are unhappy about even the slightest variation in their orders (let alone actual emergencies as they may occur in any pregnancies). The researchers at Mendel are at theirs wits end.

Trying to solve this perceived "problem", Ulen Hibiki works on the artificial womb. But he lacks funding, leading him to accept Al da Flaga's request to make a clone of himself in exchange for more money for his research.

Thus, in CE 46, Rau le Creuset is born.

As mentioned, at this point the seclusion of Coordinators living in the PLANTs is by circumstance rather than design. The founding of an actual organization of Coordinators is not until CE 50, when Siegel Clyne and Patrick Zala found the Zodiac Alliance. In its conception the Zodiac Alliance is a movement for autonomy of the PLANTs, including a right to make their own food. It is not well-received by the powers that be and driven underground pretty much immediately.

With that, we arrive at CE 53. Exactly 20 years prior to the events of Destiny, all the key players we know have moved to their starting positions and the plot threads we are familiar with begin unraveling.

The scene is Mendel. Ulen Hibiki, one of its best researchers. Aura Maha Khyber, also on Mendel although presumably working for a different company. She is engaged in a fierce rivalry with Hibiki. (Freedom Novel) 8 year old Rau, undergoing a secluded and strict education to become Da Flaga's heir. (SEED Novel) And Gilbert Durandal, 12 years old... also on Mendel, about to meet Aura Maha and change both their lives. (I am guessing on the year number - technically this could have also happened a year later, when Durandal is 13.)

Why Durandal came to Mendel is a mystery. Did his parents work there? Was he specifically coming there as a test subject? Or was his genius intellect big enough that he was coming there to work? Either way, his intellect is noticed by Aura and found to be exceptional. She begins studying his genes. (Freedom Novel)

Having grown up in these troubled times, Durandal was already trying to think of ways to use science to improve the world and bring about peace. The Destiny Plan is born here, as the naive dream of a tween. And "maybe we can use our newfound genetic expertise to give everyone a life that makes them happy" is perfectly reasonable as the dream of a kid who has immense intelligence but not yet attained true emotional maturity. And maybe it would have remained as such a dream, if not for Aura. Aura, at this point 29 years old, decides that actually the tween is CORRECT and we should absolutely structure the world around the tween's ideals! (Freedom Novel)

Maybe Aura is inspired in her fervor by the precarious point in history that they are in. George Glenn is assassinated either briefly before or briefly after Aura and Durandal meet. Making matters worse, Earth is faced with a pandemic of a new strain of influenza, which kills Naturals left and right but to which Coordinators are immune. Rumors spread that Coordinators engineered the illness, further escalating tensions. With things turning upside down this way, Aura may well have felt that she was on the cusp of a new era and given her the resolve to try and shape that era for what she felt is the better. We can only speculate.

Either way, the end result is that in CE 54, Aura actually convinces a whole team of researchers of her and Durandal's idea and begins creating a mediator master race for the new world they envision: the Accords.

Aura, just like Hibiki, is hurting for funding. Where Hibiki took money from the earth elite Da Flaga, Aura seeks her money from the Coordinators living on PLANT. She works on devising an anti-aging treatment as it is becoming increasingly apparent that the second generation of Coordinators is incredibly infertile and thus concerns are rising about the aging workforce. (Freedom Novel) (While this is the reason we are given in the text, the oldest Coordinators would only be around 40 at this point and the second generation around 20. The realization of second generation infertility would be very very recent.) Further, Aura's relative, the Emperor Mihar Khyber from Earth, is sending significant support to her project. (Freedom Novel) (My personal conclusion is that these circumstances led to Aura's labs being far better off financially than Hibiki's at this point, further worsening relations between the two.)

Then, in CE 55, Mendel sees its own little baby boom.

Via Hibiki gives birth to Cagalli. The first successful artificial womb gives birth to Kira. Lacusmama gives birth to Lacus. Aura gives birth to Orphee. An unknown researcher gives birth to Ingrid. (There is also a white haired baby in the movie screenshot, but Shura is two years too young to be the baby depicted. Mysterious!)

This is where I want to once again reiterate my belief that the Accords were carried to term rather than born from artificial wombs. Rau goes through great pains to tell us that an incredible amount of fetuses died in the attempt to get even a single live birth out of the artificial womb. It's absolutely nuts to think that Aura, two labs over, had successfully made three live births from artificial wombs just a few months before Kira was born.

The much less lorebreaking explanation is simply that Aura and Hibiki just had wholly different goals and priorities to start with. (Fukuda himself has stated at a live event that Aura's claims of Kira being a 'failed Accord' are nonsense, as Hibiki was never aiming to make an Accord at all.) Where Hibiki was trying to create a Coordinator that is 100% accurate to the genetic settings input by himself, Aura was much more focused on creating babies that had psychic abilities. It stands to reason that mild variations caused by natural pregnancy weren't a big obstacle.

In the same year, genetic modification is once again banned on Earth. From here on out, the only new Coordinators would be second and third generation Coordinators born to Coordinator parents. The creation of new Coordinators seems to have basically stopped entirely - if some secret births are happening, they do not impact canon significantly enough to ever be brought up.

Unfortunately neither the ban on making new Coordinators nor Mendel's scientists successfully developing a vaccine for the pandemic satisfy Blue Cosmos. They launch a terror attack on Mendel, as it is the epicenter of genetic research. Ulen Hibiki loses his life in the attack. Aura gets exposed to an overdose of her own anti-aging drug prototype and begins a painful months-long process of gradually aging in reverse until her body turns into that of a child. (Freedom Novel) Kira, Cagalli and Lacus are all brought away to their respective families. Durandal, now 14 years old, seemingly gets through the attack with no lasting injuries and decides to remain on Mendel, making more Accords with the now tiny Aura.

Around this time (presumably by CE 57), things start heating up for the Da Flaga family. Rau is introduced to the Da Flaga main house (and Mu) as the new heir. It is implied that it is then that Da Flaga finds out that Rau suffers from short telomeres. (SEED Novel) This essentially means that his cells are the same age as Al's cells - middle-aged. Rau will die around the same time as Al, making him completely useless as a successor. It's possible that this prompts Al to call up Mendel labs to order a second clone - if Rey is born around this year that would make him around 16 by the time of Destiny, matching the timeline pretty well. Before Al can find out whether or not Rey suffers from the same defect as Rau, he is burned alive within his mansion. Rau has decided to do a little righteous arson in retribution for having been discarded.

With Rey now born, he winds up living a sad shadow existence on Mendel. In one lab, there's Rey, growing up isolated and alone. In another, Aura and Durandal merrily keep making siblings for Orphee and Ingrid and raising them all carefully (as specimens and tools). Knowing they were only separated by a few buildings sure is a terrible irony....

The last Accord (Redelard) is born in CE 60, when Durandal is 19 years old (and Aura is 35 going on 11). I feel like it puts a great amount of context to Durandal's messiah complex to consider how much his teenage years were fully dominated by Aura and her reinforcement. An idea for creating a simple utopia is something you might grow out of as you learn more nuance, but it's hard to learn that nuance when you have an accomplished older researcher constantly telling you you're right and literally making designer humans for you. I believe that at this point, Durandal is still fully convinced of the Destiny Plan (Masterrace Edition).

The Destiny novelizations feature a scene from when he and Talia were still dating, in which he gets all starry-eyed telling her about how he truly believes science will save the world and everyone in it. With the retconned-in knowledge that at that point he's hiding half a dozen of genetically-engineered children from Talia, the scene takes on an even more sinister tone... And yet his enthusiasm and desire to do good are sincere. The scene should take place sometime around this time. We don't know when Durandal and Talia started dating, but I imagine it's a year or two after Redelard is born. After all, Durandal and Talia already break up in CE 63 - when Durandal is 22 and Talia is 18. (Omake Quarters)

At the time of this scene, there are 7 children who think of Durandal as their father - but he doesn't think of them as his children, both because they were made when he was too young to be a father and because they are not genetically 'his'. It's such bitter, bitter irony. Aura certainly created a mess for everyone involved when she decided that making custom babies for a 13 year old boy was a reasonable thing to be doing.

I tend to think of CE 63 as the big turning point year for Durandal's life another way as well. In my opinion, it is the year in which Aura and the Accords move to Earth.

This picture appears to have been taken in a colony, so it must have been while all of them were still on Mendel. The Accord's sterile-looking outfits support that assumption. If you ask me, Redelard looks about 3, while Orphee and Ingrid could feasibly be 8. Durandal could easily be 22. Going with those ages would place the image squarely into CE 63. In my interpretation, this picture is a commemorative goodbye photo, taken specifically as a keepsake.

(Since the picture shows Durandal wearing his chairman outfit (that he shouldn't be wearing until a decade later), it's hard to take the clothes Aura and Durandal wearing seriously as indicators of timeline. They appear to have been chosen solely for being their most iconic looks. However, I'm still choosing to interpret the fact that Aura donned her queen garb here as supporting evidence towards this headcanon.)

My more relevant reasoning for Aura moving to Earth at this point is that it solves a major timeline conundrum: it gives an explanation for why Rau doesn't know about the Accords (as confirmed by Fukuda at a live talk session). If Aura and the Accords had still been living on Mendel while Durandal befriended Rau, it'd have been odd for Rau to not find out about them. But if Aura has already left for Earth, then Durandal has a much easier time lying by omission.

Besides, Aura has good reason to want to hide out on Earth. Due to her connections to a royal family, she's guaranteed to have a safe and comfortable living - and it gives her opportunity to amass more power and influence. Once the Mendel labs ceased being needed (for producing more Accords), why wouldn't she leave them behind to try and advance her plans elsewhere?

I think that Rau and Durandal met shortly after Aura left. The exact year is hard to pin-point, but I assume it's been the same year (CE 63) and CE 65. This would make Rau between 17 and 19 years of age, matching his appearance in the flashbacks.

Why would Rau return to Mendel at this point? Funnily enough, Freedom provides a plausible answer to this!

With Aura gone, Durandal is presumably the new head of her previous research team. This also leaves him as the person in charge of whatever is left from her anti-aging program. Rau, who is literally dying of accelerated aging, has every reason to try and check out this research. It's plausible that the pills Durandal custom-makes for Rau are roughly based on the same medication that de-aged Aura. The de-aging itself is likely not an option for Rau as a) it seems to have left Aura incapable of ever going back to becoming an adult and b) it is unknown whether or not her physical transformation actually extended her lifespan at all. Further supporting this idea is the fact that Rey only goes symptomatic during the events of Destiny (Destiny Novel), when he is approximately ~16 years old. Being genetically identical, Rau might not have experienced any seizures or migraines until he was a teenager. His symptoms would make it necessary to seek out treatment in order to be able to continue his career unhindered.

Over their time as doctor and patient, Durandal goes intrigued with Rau. And how could he not? Rau is the shadow-side of everything that Durandal had venerated. Durandal had been creating designer babies with good intentions, but now one such created child is staring at him with hatred in his eyes. For the first time removed from Aura's direct influence and confronted with a person entirely unlike anything he'd seen before, Durandal can mature for the first time.

Seeing Rau teaches him about the unhappy byproducts of ambitions, and it also shows him that Coordinator supremacy is a load of bullshit. Rau is a Natural, a terminally ill one at that, but he's blending in with Coordinator society without issue. Between that and the first-hand knowledge that Naturals like Ulen Hibiki were also able to keep up with Durandal and Aura just fine, Durandal's view shifts more strongly. Coordinators may be all-rounder talents, but a Natural (when doing what they have aptitude for) would not lose to them. Unlike Aura, who is stewing in anti-Natural sentiments, Durandal is open to seeing the talents of others and adjusting his ideas accordingly. The rift forms.

Sometime into Durandal and Rau's friendship, they find Rey who's still been isolated in a different laboratory. Rey would be between 6 and 10 years old at the time. Testament to the trust between them, Rau leaves raising Rey to Durandal. Durandal, now well into his 20s, is now actually of an age to be having children and also actually loves the person the child is tied to. It makes Rey fundamentally different from Orphee.

Then in CE 68, Mendel has to close down due to a bio-hazardous incident. (I am fond of the theory that Rau is the cause of that incident and that's why he told Durandal to take Rey and move to the PLANTs beforehand.)

In CE 69, the existence of a ZAFT military is made public knowledge. Some of the Junius colonies are converted for food productions as PLANT takes real steps towards autonomy. By then, most Coordinators have fled Earth to the PLANTs.

The first PLANT-Alliance war begins CE 70. It continues into CE 71, the year Gundam SEED is set. Rey, then 13 years old, enters the military academy to follow in Rau's footsteps.

Meanwhile Aura is plotting on Earth, still believing Durandal to be fully on her side. She seems to be sorely mistaken.

When Durandal tries to enact his new version of the Destiny Plan (notable not featuring a masterrace) in CE 73, he never once calls on Aura for assistance. It stands to reason that he has emotionally and materially abandoned Aura and the Accords after meeting Rau. Fukuda himself has questioned whether Durandal was truly on Aura's side. (Live Talk Event) Further, fandom friend made the pretty salient point that Durandal personally handpicked Shinn as his ace. Shinn is a super-pilot notable for fighting purely on instinct and thus being impossible to defeat with psychic abilities. He's the perfect anti-Accord weapon. Had Durandal won, would he have had Shinn wipe out Aura and her children? We cannot know, but it's definitely possible.

The Durandal we see on the show earnestly believes that the Destiny Plan will be an equalizer between Naturals and Coordinators, bringing out Naturals' full abilities and allowing them to compete fairly. He does not seem to hold any specific Coordinator-supremacist view. Some of the most important people in his personal life (Rau and Rey) are Naturals. This is fundamentally at odds with the picture of him that Aura tries to paint. Durandal on the show wishes for Kira's death so no 'Ultimate' remains to imitate. By the same reasoning, he would want to get rid of the Accords so they cannot inspire greed and jealousy that would lead to more suffering like Rau's.

That's why I say that taking what Aura says about him at face value wholly destroys the character as had been established prior.

But laying out the backstory like this, I think we can peace it all back together into a consistent character. Was this the intended read? I do not know. It's the read I am going with anyway.

Despite being a nihilistic murderous maniac, Rau le Creuset did manage to change one man for the better. Even if 'better' only means 'slightly less deranged' in this case, I appreciate it on a thematic layer. Even a man who thinks of himself as wholly unlovable, as destruction incarnate, can bring about positive change simply by existing and being loved in spite of it all.

#gundam seed #gilbert durandal #rau le creuset #gundam seed destiny #gundam

27 notes · View notes

religion-is-a-mental-illness · 19 days ago

Text

By: Hector Herrera

Published: Jan 22, 2025

I’ve noticed that in recent years, a therapeutic attitude has crept into spaces that were once resolutely professional. Where LinkedIn profiles once focused on skills, accomplishments, and career trajectories, they now frequently feature personal narratives, emotional disclosures, and identity labels. This shift is emblematic of a broader cultural phenomenon: the blurring of the boundary between the private self and the professional persona.

While some view this trend as a form of authenticity, it also reflects a deeper and more troubling development—the therapeutic worldview, which prioritizes vulnerability and personal struggle, is colonizing the workplace. Nowhere is this more apparent than in the increasing prevalence of “neurodivergent” as a self-descriptor on LinkedIn profiles.

It has become increasingly common to encounter acquaintances and colleagues on LinkedIn who describe themselves with the term “neurodivergent.”

This peculiar insertion into professional biographies—wedged between achievements and job titles—always gives me pause. There is something strikingly out of place about a label that is predominantly used in the therapeutic lexicon now paraded as a badge of identity on a platform ostensibly designed for networking and meritocratic evaluation. And yet, the phenomenon has spread with alarming speed, turning what ought to be a showcase of professional competence into a form of confessional theatre.

I cannot help but feel a twinge of discomfort when I see it.

What purpose does it serve? To declare oneself “neurodivergent” in such a public and professional space seems more performative than pragmatic. Are these individuals signalling that they possess a unique perspective they hope will intrigue potential collaborators? Or is this an attempt to preempt criticism, cloaking oneself in a shield of perceived vulnerability? Neither explanation is particularly satisfying, and both leave me unsettled.

When Identity Takes Center Stage

Coined in 1998 by the sociologist Judy Singer (who is herself autistic), the term “neurodivergent” was, until around 2010, confined to therapeutic and academic settings, where it served a purpose: to describe cognitive variations that might require understanding or intervention. Its migration to LinkedIn (and other professional portfolio sites), however, signals a profound cultural shift. Professional profiles are now expected to convey not just expertise but also personal struggles, as though one’s challenges were as relevant as one’s accomplishments.

This tendency seems to reflect a creeping therapeutic culture, the sort that Abigail Shrier has eloquently critiqued in her book Bad Therapy. Shrier’s argument is simple but devastating: therapy, once a tool for individual healing, has become a breeding ground for identity creation. People are encouraged to view themselves through the narrow lens of diagnosis, which they then project outward into the world. Similarly, Carl R. Trueman, in The Rise and Triumph of the Modern Self, expands this critique into a broader cultural context, arguing that the modern obsession with “authenticity” has turned inner feelings and identities into the primary source of meaning and worth.

Consider, too, the staggering increase in the number of children and adolescents in therapy over the past three decades (a lot of them entering the workforce now). According to data from various studies, the percentage of young people engaging with mental health professionals has soared, partly driven by greater awareness but also by an expanded range (some might say concept creep) of diagnostic criteria. While therapy has its merits, this trend has contributed to a culture that normalizes seeing oneself through the lens of a diagnosis. For many, especially those raised in this therapeutic environment, the label becomes a primary identity—a way to distinguish oneself or claim social capital.

What Shrier and Trueman make clear is that this shift doesn’t necessarily empower individuals; instead, it locks them into narratives of fragility, perpetuating a sense of dependency on external validation.

When “neurodivergent” appears on a LinkedIn profile, it feels like the professional manifestation of this trend. What was once private has been rendered public, not in service of collaboration or achievement but as part of a cultural performance that prioritizes identity above merit.

Yet what strikes me most about this phenomenon is how profoundly unprofessional it feels. LinkedIn, as I understand it, is a space for showcasing what one does, not what one is. To see professionals foregrounding their neurodivergence is to see the erosion of a fundamental boundary: the one between personal identity and professional competence.

The Fine Print of a Diagnostic Identity

It is not that I doubt the sincerity of these people. Indeed, I suspect many of them genuinely believe that this label enhances their profile, signalling creativity or resilience. But there is a burden that comes with wearing a label so prominently. As Jordan Peterson has often observed, the stories we tell about ourselves can either liberate or imprison us. To lead with “neurodivergent” risks making that identity the defining feature of one’s professional life, overshadowing every other aspect of one’s character or capability.

Peterson would argue, and rightly so, that such self-labelling often abdicates responsibility. By declaring one’s neurodivergence, one implicitly asks others to adjust their expectations or make allowances. This may feel like a small thing, but it carries significant implications for workplace culture. If every individual foregrounds their struggles or diagnoses, how can organizations maintain the shared standards and mutual accountability that professionalism requires?

Moreover, what does it say about the person’s confidence in their abilities? The best professionals I know are those who let their work speak for itself. They do not ask to be understood in advance; they ask to be judged on the merits of their contributions. To lead with a label like “neurodivergent” risks undermining that meritocracy, inviting others to view one’s work through the prism of diagnosis rather than achievement.

It's always helpful when people make their red flags as red and as flaggy as possible, and fly them nice and high.

🚩🚩🚩

Making excuses up front for why you can be expected to underperform, or giving clear indications you will be a raging narcissist saves everyone from wasting their time.

#Hector Herrera #personal narrative #LinkedIn #neurodivergent #they them #pronouns in bio #pronouns in profile #LinkedIn profile #identity politics #personal identity #red flags #workplace narcissists #workplace culture #religion is a mental illness

3 notes · View notes

feministfocus · 3 months ago

Text

The 2024 Presidential Election: The Candidates’ Policies and Their Impact on Marginalized Groups

by Sofia Bocchino

Today, Americans know Kamala Harris as the first female Vice President of the United States, but what will we know her as after November 5th? The 2024 presidential election will be historic regardless of who wins, as Kamala Harris will be the first female candidate of color to make it this far into the election, and now the second woman running against former president Donald Trump.

Sources such as The New York Times indicate that this election is going to be close, where either candidate could win by a narrow margin. When considering who to vote for on election day, it is important for voters to educate themselves on the policies each candidate holds in order to make an informed decision to determine what the future of our country will look like. This is especially impactful for voters in swing states, who have the power to sway the state towards either candidate. Swing states also serve as a “battleground” for the competing parties, and according to NPR, where 75% or more of campaign funds are spent. It is crucial that Americans understand which candidates will protect their rights and best serve the country for the next four years.

Since Joe Biden dropped out of the race, Harris has worked tirelessly to continue progressive policies and restore freedom to marginalized communities. Her policies include restoring and protecting reproductive freedom, providing affordable housing, strengthening and bringing down the cost of health care, ensuring safety against gun violence and crime, fixing the immigration system, tackling the opioid and fentanyl crisis, protecting civil rights and freedoms, and so many more liberating policies that can be found on Harris’ website. For citizens who are less privileged and experience disadvantages due to lack of resources for issues they may be affected by, Kamala Harris proves to be the better choice for rebuilding the rights that these marginalized groups have been stripped of. According to Cambridge University Press, a recent study concluded that over 40.3% of U.S. citizens are politically, socially, and economically marginalized groups.

Although the 40.3% of Americans in marginalized groups still make up a little under half the population, that will increase with racial, gender, ethnic, and religious minorities, regardless of their income and privilege. Unlike Harris, Donald Trump’s policies are more conservative and radicalized, not taking into account the large percentage of the population that could be negatively impacted by what he is calling for, essentially a new system of government. Some of Trump’s policies include carrying out “the largest deportation in American history,” protecting the right to bear arms, cutting outsourcing, strengthening the military, cutting federal funding to schools which educate students on anything related to race, sexual orientation, or politics, keepinging men out of women’s sports, and determing women’s reproductive rights by states. All of these policies can be found on Trump’s website and The Washington Post.

These policies are directly targeted towards deporting immigrants, who, according to the American Immigration Council, make up 17% of the U.S. labor workforce, denying trangender people of basic equality and rights, and radicalizing the education system, leaving students uneducated on critical socio-political issues. With these policies in mind, it is important to consider how the Democratic or Republican parties in the running could affect the future of the United States of America. Conservative policies present limitations for minorities and intersecting marginalized groups, which together make up over half the population of the U.S. according to research conducted in 2020 by Census. If you are eligible to vote this year, please take into account how both candidates’ policies will not only affect you, but your friends, family, and most importantly, the country as a whole.

Harris’ policies serve as a beacon of hope to marginalized communities, minorities, and liberal groups in preserving their rights and access to better education, healthcare, housing, jobs, safety, and civil liberties. As I mentioned in the beginning of the article, this election is predicted to be close, and it is likely either candidate will win within the margins. It is important that swing state voters, single issue voters, and those undecided vote on November 5th, as every vote counts in the race to that will either progress our government forward or radicalize it.

From my perspective, I believe Harris has the ability to make a positive change in the U.S. government, and enforce policies that will positively impact the future of the country, helping to establish a fair balance between the majority and minority. If you are not yet eligible to vote, please educate your peers on the importance of voting and the policies each candidate plans to enact if elected. The future of the country is at the hands of its people, and it is our job to ensure everyone is granted their basic freedoms and rights as a human being, so if you are 18 or older on Tuesday, November 5th, please head to the polls and exercise your civic duty as an American citizen and vote, not only for your personal benefit, but for the benefit of all individuals who deserve the same rights, freedoms, justice, and equality.

#election 2024 #kamala harris #feminism #roe v wade #election day

4 notes · View notes

onionjulius · 3 months ago

Text

Reading the numbers: 130 million American adults have low literacy skills, but funding differs drastically by state

(March 16, 2022)

[M]ore than half of Americans between the ages of 16 and 74 (54%) read below the equivalent of a sixth-grade level.

The most recent national survey on adult literacy is from 2012-2017, conducted by the National Center for Education Statistics as part of the Organization for Economic Cooperation and Development’s Program for the International Assessment of Adult Competencies (PIAAC). The U.S. ranks 16th among the 33 OECD nations included in this study.

While Feinberg said anyone can have low literacy, adults who have poor reading skills tend to live in underserved communities with few resources, or what she calls a “print desert.” In these areas, she said there is little signage beyond local stores as well as few libraries and bookstores.

“They likely went to schools that weren't supported by a wealthy tax base,” Feinberg said. “And so, they don't have good internet access. They may not know how to use the internet if [they] can't spell very well. You're [going to] have a really hard time finding things.”

Typically, [adult basic education] and literacy programs are federally funded through the Adult Education and Family Literacy Act (AEFLA), Title II of the Workforce Innovation and Opportunity Act (WIOA) of 1998. Feinberg said this federal funding goes toward communities based on the percentage of people without a high school diploma. The funding is broken into basic funding for adult education and literacy services and the Integrated English Literacy and Civics Education (IELCE) program, which supports English language learners. However, Patterson said this funding is not enough to make sufficient impact. “Within the last couple of years, there's been more of an emphasis on getting additional funding,” she said. “But essentially, when you have the same amount of money, inflation [and] cost of living would imply that it's just going to get worse and worse.”

See also: Which states have the highest and lowest adult literacy rates? - source for map below:

See also: Highlights of PIAAC 2017 U.S. Results

PIAAC will release its next round of data (collected in 2023) next month.

#literacy #adult literacy #u.s.#PIACC #national center for education statistics #education #adult education

4 notes · View notes

schcmcr · 8 months ago

Text

{jayden revri, 28, genderqueer, she/they} We are so glad to see you safe, HEAD COOK ALEKSANDR 'SANYA' DEVI of RUSSIA! It’s dangerous out in the world these days, but I hear that you are CHARMING and RESOURCEFUL enough to handle it. Just don’t let your CALLOUSNESS bring you down! Stay on your guard, because with your secret being at risk for exposure, you wouldn’t want everyone to find out YOU WILL STOP AT NOTHING TO LIVE THE LUXURIOUS LIFE YOU HUNGER FOR

NICKNAME: Sanya (will not answer to any other name unless she's being scolded) NAME: Aleksandr Devi (true surname: Rao) AGE: 28 GENDER / PRONOUNS: Genderqueer, she/they ORIENTATION: Pansexual, polyamorous • • • FAMILY: Couldn't care less MARITAL STATUS: Unbetrothed but eager to change that LANGUAGES: Russian (fluent, native), English (fluent with a heavy accent)

BACKSTORY

Saint Petersburg is cold and unforgiving for those who do not have a single kopek to their name. Your family was rich and powerful during the Romanov rule. They served them for generations, and were given freedom to appoint their own for any position that was needed. That should have been your fate, had you not been born long after the assassination of the royal family.

After the war, your parents were shamed for their connections to the previous regime. Shunned, denied jobs, chased out of the capital. Remnants of the extinct dynasty were framed as the common foe that would unite the people towards a new collective goal.

They left for the countryside, and did what any couple in desperate need of money would foolishly do: produce as much cheap workforce as they could. Illness and starvation made you into a survivor. You can at least thank for parents for that, no matter how much you despise them. Your instincts led you to leave them quite young — better to starve stealing, than work eighteen hours a day and starve all the same.

You were caught only once, and they took your right little finger in retribution. You claim to have lost it as an apprentice, when you were still dumb, and clumsy with kitchen knives.

At the age of seventeen you had almost outgrown your aptitudes for sneaking into forbidden places and stealing nice things, and needed new sources of revenue. You already had a talent for selling things to people who don't need them, so this time you decided to sell yourself: instead of sneaking and stealing, you would be invited and given.

Your plan was fail-safe, or so you thought. You set your eyes on the youngest daughter of a merchant family. Dreamy, naive creature. Pretty, too. And filthy rich, behind the tsarina's back; another remnant of the regime. Felt almost like the home you never knew.

You became her friend, then stole kisses meant for her betrothed. Stole her heart. Her family's secrets. Her money, with honeyed words and pleading eyes. You attempted to steal her from her impending marriage, too, but her mother wasn't as stupid as she was, saw right through your intentions, and kicked you out like a dog. Your goodbye gift was to divulge everything you had learned and prompt an investigation on their dealings.

With a warning, if not worse, on your name, you sought refuge in the safest place you could think of: the great tsarina's home. You were smart enough to trick the service into believing you knew shit about cooking, and secured your new job by being competent, charming, and a skilled liar. You learn from your failures, and when you framed the previous head cook for a failed attempt to poison the family, you graciously accepted the role from him.

Now in Brazil, old plans are set into motion once again. Your greatest ambition is still not only not to starve, but to thrive, fill your pockets and climb the social ladder, whatever it takes. Yet, there isn't much more for you to climb in your homeland. So, you have set your sights higher: if you manage to secure a marriage with any of these foreign royals... maybe you could just leave Russia for good.

#theopulent.intro

3 notes · View notes

monisha1199 · 1 year ago

Text

Charting Your Path in AWS Cloud Computing: Opportunities and Growth Prospects

In the ever-shifting landscape of the modern workforce, technology has emerged as both a driving force and a source of abundant career opportunities. Among the myriad of tech-related fields, cloud computing stands as a prominent and dynamic domain, redefining the way organizations operate, innovate, and compete in the global marketplace.

At the forefront of this digital revolution lies AWS (Amazon Web Services), a cloud computing behemoth that has not only disrupted but transformed the entire IT industry. AWS is more than a platform; it's a catalyst for innovation, a cornerstone of digital transformation, and a catalyst for businesses aiming to achieve scalability, agility, and cost-efficiency.

As the world increasingly relies on cloud solutions to meet its ever-evolving needs, a career in AWS cloud computing emerges as an enticing and rewarding choice. This career path offers a multitude of possibilities, with each promising growth, innovation, and the opportunity to shape the digital future.

In this comprehensive exploration, we will embark on a journey to unravel the vast and diverse career landscape that AWS cloud computing offers. From understanding the driving forces behind its immense popularity to navigating the array of roles and specializations it encompasses, we will equip you with the insights and knowledge needed to make informed career decisions. Whether you are an aspiring professional looking to embark on a journey into the world of AWS or a seasoned IT expert seeking to expand your horizons, this guide will serve as your compass in the ever-expanding universe of AWS cloud computing careers.

AWS Cloud Computing: A Thriving Industry:

AWS cloud computing has rapidly gained prominence across industries, fundamentally altering the way companies manage their IT infrastructure. The allure of pursuing a career in AWS stems from a multitude of compelling reasons:

1. Growing Demand: Organizations worldwide are gravitating towards cloud solutions to optimize their operations, reduce costs, and enhance scalability. Consequently, the demand for skilled AWS professionals has reached unprecedented levels and continues to escalate.

2. Versatility: One of AWS's most alluring attributes is its versatility. AWS encompasses a vast array of services, including computing, storage, databases, machine learning, and IoT. This versatility empowers AWS professionals to specialize in various domains, fostering career diversity and adaptability.

3. High Salaries: AWS certifications, notably the AWS Certified Solutions Architect – Associate, are renowned for commanding some of the highest salaries in the IT industry. Certified professionals are often rewarded handsomely for their expertise and experience.

4. Job Security: The cloud has evolved from being a technological novelty to an indispensable component of modern businesses. As long as organizations continue to rely on cloud services, AWS professionals will remain in high demand, ensuring job security.

5. Continuous Learning: AWS is characterized by its ever-evolving nature. The platform regularly introduces new services, features, and best practices. This dynamic environment keeps AWS professionals engaged, offering endless opportunities for ongoing learning and growth.

6. Remote Work Opportunities: Many AWS roles are inherently suited for remote work, providing professionals with the flexibility and work-life balance they desire.

A career in AWS cloud computing transcends mere employment; it signifies an odyssey into the heart of cutting-edge technology. As the corporate world increasingly embraces cloud solutions, the demand for AWS professionals continues to soar. If you're contemplating this exciting career path, ACTE Technologies stands ready to be your trusted companion on this remarkable journey.

A job in AWS cloud computing isn't just about finding a job; it's about navigating a path to the forefront of modern technology. With organizations increasingly relying on cloud solutions, the demand for AWS professionals continues to surge. If you're considering this exhilarating career journey, ACTE Technologies is your steadfast companion.

Their comprehensive training programs, expert guidance, and hands-on experiences will equip you with the skills and knowledge needed to excel in the world of AWS. Whether you're starting from scratch or enhancing your existing skills, it has a program tailored to your needs. Embrace the future of technology with AWS cloud computing and let ACTE Technologies be your guiding star. Your rewarding career in AWS awaits!

#aws #aws course #aws training #tech

9 notes · View notes

unogeeks234 · 11 months ago

Text

SAP HCM

Title: The Power of SAP HCM: Transforming Your HR Operations

Introduction

A robust Human Capital Management (HCM) system is crucial in today’s rapidly evolving business landscape. This is where SAP HCM enters the picture. SAP HCM is a comprehensive suite designed to streamline and optimize all core HR processes, delivering efficiency across your entire organization. Let’s explore what makes SAP HCM so powerful.

What is SAP HCM?

SAP HCM, previously known as SAP HR, sits at the heart of SAP’s newer Human Experience Management (HXM) suite, SAP SuccessFactors. It’s a cloud-based solution offering a range of modules to manage the entire employee lifecycle, including:

Recruitment and Onboarding: Attract, source, hire, and seamlessly onboard the best talent.

Talent Management: Develop employees with performance management, goal setting, succession planning, and training.

Core HR (Personnel Administration): Manage essential employee data, payroll, time, and attendance.

Workforce Analytics and Reporting: Get real-time data insights to support strategic decision-making.

Why Choose SAP HCM?

Improved Employee Experience (EX): SAP HCM puts the employee at the center with intuitive self-service portals, fostering engagement and driving satisfaction.

Boost HR Efficiency: Automate manual HR tasks, saving time and resources while reducing errors.

Streamlined Global Operations: Manage HR processes consistently and competently across countries and regions.

Data-Driven Empowerment: Robust analytics tools enable strategic workforce planning and evidence-based decision-making.

Scalability and Adaptability: SAP HCM is flexible and grows with your business, adjusting to changing HR needs.

Key SAP HCM Modules

While it’s impossible to cover every module or feature, here’s a glimpse into some of the most critical SAP HCM solutions:

Organizational Management: Build your organization’s hierarchical structure, reporting lines, and job descriptions.

Personnel Administration: Centrally manage employee records, contact information, and crucial HR data.

Time Management: Track work schedules absences, calculate leave entitlements, and streamline time-administration processes.

Payroll: Accurately process payroll, meet local tax regulations, and handle benefits complexities.

The Future with SAP SuccessFactors

SAP HCM is continually evolving, and with the introduction of the broader SAP SuccessFactors suite, HR departments now have access to even more advanced tools and features. This includes solutions for continuous performance management, social collaboration, engaging learning experiences, and an emphasis on the holistic employee journey, transforming HCM into HXM (Human Experience Management).

Getting Started with SAP HCM

If you’re looking to unlock efficiency, improve employee satisfaction, and gain valuable HR insights, exploring SAP HCM is a worthwhile venture. Careful planning and teaming up with an experienced SAP implementation partner will ensure your SAP HCM journey is successful. https://youtu.be/61LqSu0GI-Y

You can find more information about SAP HR in this SAP HR Link

Conclusion:

Unogeeks is the №1 IT Training Institute for SAP HR Training. Anyone Disagree? Please drop in a comment

You can check out our other latest blogs on SAP HR here — SAP HR Blogs

You can check out our Best In Class SAP HR Details here — SAP HR Training

Follow & Connect with us:

— — — — — — — — — — — -

For Training inquiries:

Call/Whatsapp: +91 73960 33555

Mail us at: [email protected]

Our Website ➜ https://unogeeks.com

Instagram: https://www.instagram.com/unogeeks

Facebook: https://www.facebook.com/UnogeeksSoftwareTrainingInstitute

Twitter: https://twitter.com/unogeeks

#it training courses #education #UNOGEEKS

2 notes · View notes

calowlmitygoddess · 1 year ago

Text

Tanza lore drop hell yea

Tanza is the name of my main headworld, it's a fantasy/sci-fi mix with two main races of people the Drakin and the Humans, aside from them there are also the Spirits and Demons, not necesssaily supernatural beings since their existence is very real, with demons often attacking mortal settlements, and while spirits are unable to interact directly to the realm due to limitations, they have granted mortals the skills needed to defend themselves. The main magical energy source is called Neautra and it works like Mana/Aether in classic rpgs, its the source of life/essence of the soul/magic what gives.

Main Locations

Tanza only has two main continents, a large land mass that irl would be equivalent to the whole of Eurasia + few small islands, called Yiver and a smaller one equivalent to Australia that known as Draki.

In Yiver is located the Iseriath Empire, the most powerful nation, it controls the entirety of Yiver, due to its enourmous size, its divided in many sub-divisions that are semi-autonomous. The capital Izeriath City is located at the very center of the Empire. It has been ruled by the Izeriath Imperial Family since its founding 10000 years ago, the current ruler being Emperor Eidon XI. The majority of the empire population are Humans. People from the Empire are called Izerianthi.

Draki unlike Yiver doesnt have one government, instead its filled with many Drakin clans all competing for control. In their past the Arigon clan has managed to consolidate the continent into one unified kingdom but it did not lasted for long. Some clans have closer relationships with the Empire than others. Drakins are the main workforce behind the Demon Hunters, with the metal needed to produce the special weaponry and armor for killing demons being found only in Draki.

Demons and Spirits

Demons and Spirits shape the course of history in Tanza. With the creations of Demons by the God Akila altering the very fabric of the universe. Demons unlike spirits are not bound to their realm of origin, and can transverse between planes with no consequences. They are creatures of pure Neautra but do not posess cores to stabilize it and thus must always consume more to maintain their form, hence their destructive nature. While Spirits are also beings of pure neautra, they have a solid core that stabilizes them and works basicly producing and recycling its own energy constantly forever. Spirits are meant to be guardians of the mortal realm, against what not even they themselves remeber. Whatever enemy they were supposed to protect the mortals against is no longuer a treat, and so Spirits have become...unruly, trying to interact with the mortal realm, often causing as much trouble as demons.

The Gods

This Tanza is not the first of its iteration, The Archivist recalls infinite worlds before this one, an ancient experiment created by the first gods, with the objective of creating the Perfect World, but gods are finite in their lifespan as well, and the experiment must go on. So after each iteration of the Tanza experiment, the most powerful, benevolent souls of this era are tested and three of them will be chosen as the next gods to continue until one world succeds.

Akila, Daimos and Shadlan are the three gods of this current world.

Akila: The eldest, Mother of Demons, The Spider, Being of Fire. Somehow she became a god, maybe in her previous life as a mortal she was indeed a good person but that is long gone. Controling, cruel and egotistical are some of the kinder words used to describe the Mother of Demons. Bound to the demon realm, had her core semi-broken and greatly weakened.

Daimos: The middle one, Traitor, Being of Water, also known as Ryu. When Akila created the first demon, it was with the help of Daimos. He believed that her plan would work and they would come out victorious and change the fabric of the universe. The plan obviously failed, but Shadlan is a benevolent god, and thus spared her sibling. Instead binding his godly form away and ordering him to walk the world as a mortal, and atone for his crimes by helping the people he doomed, once he understood the value of the world he could ascend again. This in turn turned him into a Doomer, he thinks himself way too far gone for any form of redemption and has not bothered to do any major breaktrought in his character development for the past millenia or so.

Shadlan: The Younguest, Patron of the Arcane, Being of Wind, also known as Aria. One god was never meant to rule alone. Shadlan tried to bear the immense burden alone but in the end even she broke and sought to avoid it. She had an immense love for the mortal realm, having died quite young in her previous life, she sought to learn, to see, to experience everything the mortal realm could offer, and so often took undercover trips, breaking the rules she so often tried to enforce, this would end up being her doom, as in one of these visits, while pretending to be a nun, she met a young priest named Rune and fell in love. The two had a pair of twins named Imay and Hiraki, and for a few years Shadlan managed to keep up this double life, but somehow, she was found out and then killed...by a mortal.

#Tanza #Tanza lore #Owl rambles

4 notes · View notes

keulisyel · 1 year ago

Text

What is STEM?

STEM is an acronym that stands for science, technology, engineering, and mathematics. It is a term that is used to describe the fields of study and careers that are related to these disciplines. STEM education is the curriculum and learning approach that integrates these subjects in a way that emphasizes inquiry, problem-solving, creativity, and innovation. STEM education aims to prepare students for the challenges and opportunities of the 21st century by developing their skills and knowledge in these areas.

Some of the benefits of STEM education are:

- It fosters curiosity and interest in the natural and human-made world.

- It develops critical thinking and analytical skills that are essential for solving complex problems.

- It enhances creativity and innovation by encouraging students to explore, experiment, and design solutions.

- It promotes collaboration and communication by engaging students in teamwork and sharing ideas.

- It prepares students for a variety of careers that require STEM skills and competencies, such as engineering, computer science, biotechnology, health care, and more.

STEM education is not only important for students, but also for society as a whole. By supporting STEM education, we can:

- Advance scientific discovery and technological innovation that can improve our lives and well-being.

- Address global challenges such as climate change, energy security, health care, and food security.

- Enhance our economic competitiveness and productivity by creating a skilled and diverse workforce.

- Foster a culture of lifelong learning and civic engagement by empowering citizens to make informed decisions based on evidence.

Source: STEM | Description, Development, & Facts | Britannica. https://www.britannica.com/topic/STEM-education.

#stem #stemblr #stem learning

2 notes · View notes

capableism · 2 years ago

Text

Bill Porter, a salesman who had to sell people the idea of disabled employees

Living with cerebral palsy, I had difficulty seeing myself as an ambiguous disabled character. Cerebral palsy is a spectrum, and I’m in the middle as an ambulatory wheelchair user. I acknowledge there is a privilege in my ability to be independent.

I was born after the Americans with Disabilities Act was passed and never faced the possibility of being institutionalized. I also have access to multiple types of therapy to improve my quality of life. “A patient with cerebral palsy is not a single isolated person conditioned by his situation; rather, he is part of a family and society which will have an influence on him and vice versa. Disabilities and the handicapped are topics and characters in many movies, cerebral palsy and those afflicted, among them” (Marco, 66).

That is a very clinical acknowledgment that multiple factors contribute to a disabled person’s success and level of integration in society. Numerous movies portray cerebral palsy. The most accurate depictions of disabled people are often true individual stories.

This is precisely what the TNT television movie Door to Door (2002) accomplishes. The film focuses on Bill Porter, a salesman born with cerebral palsy. The film is about his career. It characterizes Bill as a persistent person that perseveres through prejudice. “The film shows the discrimination suffered by the disabled when finding work and how they can triumph in doing so. Those with cerebral palsy are not always affected mentally, and the physical limitations, which could limit their capacities for work, can be overcome with adequate jobs and using systems and procedures adapted to their deficiencies.” (Marco, 70)

Bill Porter entered the workforce in the early 60s as a door-to-door salesman, despite the physical labor of walking miles every day.

Photo by Dillon Kydd from Unsplash

Bill had a knack for sales. As a teenager, his mother encouraged him to be a salesman for the United Cerebral Palsy Association. His father was also in the sales business. Bill was inspired by his family to become a member of the workforce. His mother fought for Bill to attend mainstream schooling. Ultimately Bill went to a school for disabled children first then went mainstream at 16.

Once he graduated, Bill’s father emphasized that Bill needed a job. His conviction that Bill was going to find work propelled Bill to refuse disability money. He would not be excluded from the workforce because of people’s assumptions that he was “retarded”.

“Besides his physical problems, Bill’s cerebral palsy affected his speech. In ��1955, he tried to work for the Fuller Company as a door-to-door salesman, just as his father had. Against the wishes of the company, and thanks to the persistence of his mother, he finally got the job with a competing company, The Watkins Company. With Watkins, he triumphed, not only in his state but comparatively in his country.” (Marco, 70)

Source

Marco, M. L. (2005). Cerebral Palsy in Cinema. J Med Man 1, 66-76. https://campus.usal.es/~revistamedicinacine/Indice_2005/Revista/numero_3/ing_3_pdf/pcerebral_ing.pdf

#cerebral palsy #tv movie #door to door #william h macy #bill porter #early 2000s #tnt #disabilities #disability employment #Ada #salesman #physically disabled #disabled rights #disabled life #cp #movies #based on a true story #disability representation #representation matters

2 notes · View notes

mufassil · 2 days ago

Text

India’s Leather Industry: Why It’s a Global Leader in Shoe Manufacturing

India’s leather industry is one of the largest in the world, known for its rich heritage, skilled craftsmanship, and strong export network. The country is home to some of the biggest leather shoe manufacturers, supplying top-quality footwear to global brands.

But what makes India a global leader in leather shoe manufacturing? In this article, we’ll explore the factors behind India’s dominance in the industry, from raw material availability to world-class manufacturing units and cost-effective production.

1. Abundance of Raw Materials

One of the biggest advantages India has over other countries is its plentiful supply of raw materials.

✔️ India is among the world’s top producers of leather, with Tamil Nadu, Uttar Pradesh, and West Bengal being major leather hubs. ✔️ The country has a large livestock population, ensuring a steady supply of high-quality hides and skins for leather production. ✔️ Tanning units across India process leather using both traditional and modern techniques, catering to various market demands.

This easy access to raw materials helps reduce production costs while maintaining quality standards.

2. Skilled Workforce & Handcrafted Expertise

India has a long history of leather craftsmanship, with artisans passing down skills through generations.

✔️ Cities like Ambur, Ranipet, and Agra are known for their handmade leather shoe industries. ✔️ Many Indian manufacturers combine handcrafting techniques with modern technology, ensuring premium-quality footwear. ✔️ The availability of experienced artisans allows for detailed stitching, finishing, and customization of leather shoes.

This blend of tradition and innovation makes Indian leather shoes highly sought after worldwide.

3. Large-Scale Manufacturing Infrastructure

India has a strong manufacturing base with state-of-the-art facilities that cater to both mass production and premium handcrafted shoes.

✔️ The country has fully integrated leather clusters where tanneries, shoe factories, and component suppliers operate together. ✔️ Many manufacturers use advanced machinery for precise cutting, stitching, and sole attachment. ✔️ Large production units allow for bulk manufacturing while maintaining consistency in quality.

These factors make India a reliable sourcing destination for international brands and retailers.

4. Competitive Pricing & Cost Efficiency

India offers high-quality leather shoes at competitive prices, making it an attractive option for global buyers.

✔️ Lower labor costs compared to Western countries ✔️ Cost-effective production processes without compromising quality ✔️ Flexible pricing based on bulk orders and material choices

This cost advantage allows businesses to source affordable leather footwear without sacrificing durability or craftsmanship.

5. Strong Export Market & Global Demand

India is among the top exporters of leather shoes, supplying major markets like Europe, the USA, and the Middle East.

✔️ The country exports millions of leather shoes annually to global retailers and brands. ✔️ Indian manufacturers produce shoes for some of the biggest international labels under OEM (Original Equipment Manufacturer) contracts. ✔️ The industry follows strict international quality standards, making Indian-made leather shoes highly competitive worldwide.

With a growing focus on sustainability and ethical production, Indian manufacturers are gaining even more global recognition.

6. Government Support & Industry Growth

The Indian government has introduced several initiatives to boost leather and footwear manufacturing.

✔️ Leather Development Programs – Support for modernization and skill development. ✔️ Export Incentives – Schemes to encourage global trade and partnerships. ✔️ Ease of Doing Business – Simplified regulations for leather exporters and manufacturers.

These initiatives are helping Indian leather shoe brands expand their reach and compete with China, Vietnam, and Italy in the global market.

7. Sustainability & Eco-Friendly Manufacturing

With rising global awareness about sustainable fashion, many Indian manufacturers are adopting eco-friendly leather processing methods.

✔️ Vegetable tanning instead of harmful chemical tanning ✔️ Water recycling systems in tanneries to reduce waste ✔️ Ethical sourcing of raw materials

Several Indian companies have received Leather Working Group (LWG) certification, which ensures compliance with environmental and ethical standards.

Final Thoughts

India’s leather industry continues to be a global leader in shoe manufacturing due to its abundant resources, skilled craftsmanship, large-scale production, and cost efficiency. Whether it’s high-end luxury shoes or affordable everyday footwear, Indian manufacturers cater to a wide range of markets.

If you're looking for the best leather shoe manufacturers in India, check out our guide: Top 10 Leather Shoe Manufacturers in India to explore the leading players in the industry.

#leathershoe #shoe #footwear #manufacturer

0 notes

maryrojas4u · 3 days ago

Text

How to Select the Best Staff Augmentation Service for Your Business

Introduction

In today’s competitive market, businesses must stay ahead by ensuring they have the right talent to scale operations efficiently. Whether it's for software development, IT support, or Flutter app development, hiring skilled professionals is essential. However, traditional hiring processes can be time-consuming and expensive. This is where a staff augmentation service can be a game-changer, offering a flexible and cost-effective approach to sourcing talent.

What is Staff Augmentation?

Staff augmentation is an outsourcing strategy that allows businesses to hire external professionals on a temporary or project basis. Unlike traditional hiring, this model enables organizations to scale their workforce up or down as needed, ensuring that they have the right expertise at the right time.

Why Businesses Need a Staff Augmentation Service

Companies across industries leverage staff augmentation to meet project demands efficiently. Here are some key reasons why businesses choose this model:

Access to Global Talent: Staff augmentation services provide access to a vast pool of skilled professionals from around the world.

Cost Efficiency: Hiring full-time employees can be expensive. Staff augmentation allows businesses to reduce operational costs.

Flexibility and Scalability: Organizations can scale their workforce based on project requirements without long-term commitments.

Faster Project Delivery: By hiring experienced professionals, businesses can accelerate project timelines.

Focus on Core Operations: Outsourcing staffing needs lets businesses focus on core competencies without worrying about recruitment and HR processes.

Features of a Reliable Staff Augmentation Service

Choosing the right staff augmentation partner is critical for success. Here are some essential features to look for:

Extensive Talent Pool: A reputable staff augmentation service should have access to a wide range of skilled professionals, including software developers, Flutter app developers, designers, and IT specialists.

Industry-Specific Expertise: The service should have expertise in different industries such as healthcare, finance, retail, and technology.

Flexible Engagement Models: Look for services that offer different hiring models, such as short-term, long-term, or project-based engagement.

Seamless Integration: The ability to integrate remote talent into your existing team without disruption is a crucial factor.

Technical and Soft Skills Assessment: A top-tier staff augmentation provider should conduct thorough technical and soft skills assessments before onboarding talent.

Robust Communication Channels: Effective communication tools and processes ensure smooth collaboration between in-house teams and augmented staff.

Compliance and Data Security: Ensuring compliance with industry regulations and data security measures is essential for risk-free operations.

How Staff Augmentation Supports Flutter App Development

For companies specializing in Flutter app development, staff augmentation can be highly beneficial. Here’s how:

Specialized Developers: Gain access to experienced Flutter developers proficient in cross-platform development.

Faster Time-to-Market: Scale your development team quickly to meet deadlines.

Cost-Effective Development: Reduce overhead costs by hiring only for project-specific needs.

Continuous Support and Maintenance: Retain experts for post-launch updates and improvements.

How to Choose the Best Staff Augmentation Service

Selecting the right staff augmentation service requires careful consideration. Follow these steps to make an informed decision:

Assess Your Requirements – Define the skill sets and experience level you need.

Check Service Reputation – Read reviews, case studies, and client testimonials.

Evaluate the Hiring Process – Ensure the service follows a thorough vetting process.

Assess Cultural Fit – The augmented staff should align with your company’s culture and values.

Discuss Pricing and Contracts – Ensure transparent pricing with no hidden costs.

Test Their Services – Consider a trial period before making a long-term commitment.

Future Trends in Staff Augmentation

The staff augmentation service industry continues to evolve with advancements in technology and remote work trends. Here are some future trends to watch out for:

AI and Automation in Hiring – AI-powered recruitment tools are making it easier to find the right talent.

Remote Work Expansion – More companies are adopting remote and hybrid work models, increasing the demand for augmented staff.

Upskilling and Reskilling – Continuous learning programs are becoming essential to keep professionals up-to-date with industry trends.

Greater Focus on Cybersecurity – With remote teams, data security and compliance remain a top priority.

Conclusion

Choosing the right staff augmentation service can make a significant difference in your business's growth and efficiency. Whether you need IT professionals, software developers, or experts in flutter app development, partnering with a reliable provider ensures you get skilled talent without the complexities of traditional hiring.

If you're looking for a trusted staff augmentation service, TechAhead offers industry-best expertise to help you scale your team seamlessly. Contact us today to find the perfect talent for your business!

#staff augmentation services #staff augmentation

0 notes

techiexpert · 4 days ago

Text

Transforming IT Recruitment: Why Specialized Skills Are the Key to the Future

The IT industry is evolving at an unprecedented pace, driven by advancements in artificial intelligence, cloud computing, cybersecurity, and data analytics. As businesses strive to remain competitive, the demand for highly skilled IT professionals has surged. However, traditional recruitment approaches are no longer sufficient to meet the industry's growing and dynamic needs. Specialized skills have become the key to the future of IT recruitment, enabling companies to stay ahead of technological disruptions and innovation.

The Shift from Generalist to Specialist Talent

In the past, IT recruitment focused primarily on generalists who had a broad understanding of technology. While generalists still hold value, the increasing complexity of IT systems requires professionals with specialized expertise. Employers are now looking for candidates who have in-depth knowledge of niche areas such as artificial intelligence, blockchain, DevOps, cybersecurity, and cloud computing. These specialized skills help businesses drive digital transformation and enhance their operational efficiency.

The Growing Demand for Niche Expertise

Companies are increasingly investing in technologies that require highly specialized knowledge. For example, cybersecurity threats have become more sophisticated, necessitating security experts who can develop robust defense mechanisms. Similarly, cloud architects and DevOps engineers are essential for managing scalable and agile IT infrastructures. The rise of big data and machine learning has further intensified the need for data scientists and AI specialists. As a result, IT recruitment strategies must align with this shift, focusing on sourcing candidates with the right expertise rather than just a basic technical background.

The Role of Upskilling and Continuous Learning

To meet the demands of specialized roles, IT professionals must prioritize continuous learning and upskilling. Certifications, training programs, and hands-on experience with emerging technologies are crucial for staying relevant in a competitive job market. Employers are also playing a vital role by investing in workforce development initiatives that encourage learning and skill enhancement. Recruiters must identify candidates who demonstrate a commitment to professional growth and adaptability, as these qualities will be essential in the rapidly changing IT landscape.

Leveraging Technology in IT Recruitment

Recruitment processes are also undergoing transformation with the integration of artificial intelligence and data analytics. AI-powered recruitment platforms can assess candidate profiles, predict job suitability, and streamline hiring workflows. Automated tools help recruiters filter applicants based on specialized skills, ensuring that only the most qualified candidates move forward in the hiring process. Additionally, online coding assessments and virtual interviews are becoming standard practices for evaluating technical competency.

The Future of IT Recruitment

As businesses continue to adopt cutting-edge technologies, the demand for specialized IT professionals will only grow. Companies that prioritize specialized skills in their hiring strategies will be better equipped to navigate digital transformation and innovation. Recruiters must embrace a forward-thinking approach, focusing on industry trends and identifying skill gaps to build a workforce that can drive long-term success.

In conclusion, specialized skills are the foundation of IT recruitment in the modern era. By shifting from a generalist approach to a more targeted hiring strategy, organizations can secure top talent, stay competitive, and foster innovation. The future belongs to those who recognize the value of expertise and adapt their recruitment efforts to meet the evolving demands of the IT industry.

0 notes

socialroots-ai · 5 days ago

Text

Smart Recruitment Dashboard Enhancing Efficiency in Talent Acquisition

The Need for a Centralized Smart Recruitment Dashboard

A Smart Recruitment Dashboard integrates all stages of the hiring process into a single platform, making talent acquisition more efficient. From sourcing candidates and conducting interviews to tracking key hiring metrics and ensuring compliance, this solution provides a centralized view that enhances recruiter productivity. By simplifying these complex tasks, the dashboard reduces hiring time, improves decision-making, and ensures a smoother experience for both recruiters and candidates.

Real-World Impact: A Tech Firm’s Success with a Smart Recruitment Dashboard

Consider the case of a leading tech firm struggling to fill key engineering roles amid high competition. Their recruitment team was using multiple tools for job postings, resume screening, and communication, leading to delays and missed opportunities. By implementing a Smart Recruitment Dashboard, they consolidated all hiring activities into one platform, enabling real-time collaboration, automated follow-ups, and AI-driven recruitment tools. As a result, they reduced their time-to-hire by 40%, improved candidate engagement, and secured top talent before competitors.

Addressing Hiring Challenges in Critical Industries with a Smart Recruitment Dashboard

In industries like healthcare and logistics, where worker shortages are a pressing issue, speed and precision in hiring are critical. For example, during the post-pandemic healthcare staffing crisis, hospitals using a Smart Recruitment Dashboard efficiently managed high application volumes, matched qualified professionals to urgent vacancies, and streamlined onboarding.

Why Businesses Must Adopt a Smart Recruitment Dashboard

For businesses navigating a volatile job market, embracing a Smart Recruitment Dashboard isn’t just an upgrade—it’s a necessity. By leveraging automation, real-time analytics, and seamless integration with job boards and communication tools, companies can build a strong, future-ready workforce. Whether it’s a startup looking to scale quickly or a Fortune 500 company optimizing its hiring pipeline, this innovative solution transforms talent acquisition, making it faster, smarter, and more effective.

The platform’s recruitment tools further amplify its impact by not only streamlining workflows but also providing personalized recommendations for improving the hiring process. For instance, AI can predict which candidates are most likely to succeed in a role based on past hiring data or suggest changes to job descriptions to attract a more diverse pool of applicants. This level of intelligence leads to smarter hiring decisions and a more inclusive recruitment process.

The ability to integrate seamlessly with external job boards, HR systems, and communication tools also ensures that recruitment teams stay aligned and collaborative, regardless of the platform they are using. Whether a company is posting job listings on LinkedIn, Indeed, or niche industry boards, all candidate applications and communications are pulled into a central system, eliminating the need for time-consuming cross-platform management.

Future-Proofing Talent Acquisition with a Smart Recruitment Dashboard

In an era where companies are competing not just for business but for talent in an increasingly tight labor market, adopting a Smart Recruitment Dashboard becomes essential for organizations aiming to stay agile, competitive, and proactive. With its ability to accelerate hiring cycles, improve candidate quality, and enhance operational efficiency, it’s clear that this solution is more than just a technological upgrade—it’s a strategic tool for future-proofing talent acquisition efforts.

A Comprehensive Smart Recruitment Dashboard for Talent Management

This Smart Recruitment Dashboard serves as an ideal recruitment management platform, consolidating all hiring needs into one efficient space. By tracking candidate applications, streamlining hiring processes, and offering candidate tracking systems, businesses can manage and evaluate applicants with ease. Additionally, the system’s capabilities extend into candidate pipeline management systems, ensuring that each applicant is properly nurtured through the hiring funnel. The workforce management dashboard integration allows managers to track recruitment progress alongside employee engagement metrics, enhancing overall organizational efficiency. With a comprehensive hiring metrics dashboard, businesses can monitor key performance indicators in real-time, leading to better decision-making and recruitment success.

A Smart Recruitment Dashboard is no longer just a tool but an essential part of modern recruitment strategies, enabling businesses to stay competitive and agile in an ever-evolving job market. visit : https://www.socialroots.ai/

0 notes