#Human Resources Consulting In Washington

[hrconsultingsdc]

Top HR Consulting companies in Washington, DC for Customized Human Resource Solutions

HR needs the understanding and strategic direction of seasoned professionals in this busy hive of activity known as Washington, D.C. JC Consulting Firm: As one of the best HR consulting firms in Washington, DC, JC Consulting firm focuses on helping organizations to maximize their HR functions while improving employee engagement and achieving their business objectives. Washington Human Resources Consulting Services will meet the needs of each unique client with custom services from compliance management to employee development.

Why Choose HR Consulting Firms in Washington, DC ?

The appropriate HR consulting firm will deliver all the data and solutions that businesses need to focus on core functions — everything from ensuring effective works of human resources to monitoring compliance. JC Consulting Firm provides local Washington, DC businesses with solutions to their varying needs based on our deep industry experience and actionable, results-driven strategies. From workforce planning and recruitment to performance management systems supporting your organizational objectives, we can help you every step of the way.

Washington Human Resources Consulting What We Do

Workforce planning and recruitment: Our HR consulting services aid businesses to get the right employees on board with improved hiring practices and workforce plan creation.

Compliance and Risk Management: — Understanding the differences between local labor laws and federal labor guidelines can be tricky to navigate. Through our work, clients can be assured that they stay compliant and manage HR risks in an effective manner to minimize/make them less vulnerable to litigation.

Employee Relations and Engagement: Engaged Employees = Positive Workplace Culture We create and execute employee engagement initiatives to enhance satisfaction, retention, and morale.

Performance Management: These are clear metrics upon which performance is measured and how employees can be held accountable for productivity. We assist organizations in putting performance management systems that stimulate growth in place and align with business goals.

Achieve HR Excellence with JC Consulting Firm

By choosing JC Consulting Firm for human resources consulting in Washington you are selecting a team who knows what it takes to thrive as a DC-based business. Our solutions enable organizations to cultivate efficient, compliant and thriving workplaces for success. Contact JC Consulting Firm and let us know how we can help with strategy, commitment, and solution-oriented approach.

To know more about Human Resources Consulting In Washington please visit the website

[mariacallous]

With its ample offshore natural gas resources, Israel has long dreamed of establishing itself as a major energy player in the Eastern Mediterranean, and in its more ambitious moments, even becoming a key supplier to Europe. But as the country reels from a devastating surprise attack by the Islamist militant group Hamas, the prospect of a full-blown war threatens to roil global energy markets, especially impacting the gas supply in the neighborhood—and with it, Israel’s energy ambitions. 

In the wake of Hamas’s weekend attack, European natural gas and global oil futures shot up by 14 percent and 4 percent respectively, reflecting wider uncertainty and fears of an intensifying conflict. Oil shot up because there are worries, again, that Iran might close the Strait of Hormuz, the chokepoint for nearly a third of seaborne oil. Natural gas prices went up firstly because Israel shut down a big offshore production platform in missile range of Gaza, and secondly because a pipeline in the Baltic mysteriously developed a hole, which Estonian officials attributed to “external” actors.

As fighting worsened on Monday, Israel asked Chevron to shut down production at the Tamar offshore field, which accounts for about half of Israeli domestic gas and is also a source of gas for Egypt and Jordan. There are bigger Israeli offshore fields, which are as yet unaffected, as well as smaller ones, but the onshore war is already having offshore effects.

“The future was bright for Israel, in terms of being a regional and even a global player” in the natural gas sector, said Sohbet Karbuz, an energy expert at the Mediterranean Observatory for Energy. The problem for now is that Israel is going to get gas from somewhere else, which could result in tankers full of liquified natural gas being diverted. And that means that prices are going to rise in Europe, as they already have, with natural prices hitting six-month highs on Wednesday.

“If the issue escalates, it would also be a problem for the global oil and gas market,” Karbuz said. “It will not remain regional.”

The war is already entangling other actors, with the Lebanese militant group Hezbollah firing missiles at Israel amid reports that Iran backed Hamas with military training, logistic assistance, and tens of millions of dollars in financial support for weapons. In an effort to send a “message of solidarity and support,” Washington also dispatched U.S. Secretary of State Antony Blinken to Israel today, according to U.S. officials, in addition to the carrier group already in the Eastern Mediterranean and the second one coming to support it.

If the fighting expands to involve other countries, energy analysts warn of an escalating conflict that could send shock waves through global energy markets and disrupt key supply lines while inflicting a devastating human toll. Beyond impacting Israel’s natural gas industry, which in the past decade has become a pillar of the country’s economy and energy security, the war also threatens to drive up oil prices and derail international shipping in the strategically vital Strait of Hormuz if Iran becomes directly involved. 

“The market is watching very closely, much more because of the potential for spillover and the risks of what either a wider conflict or a shift in regional diplomacy could have for energy supplies,” said Richard Bronze, the co-founder of Energy Aspects, a London-based energy consultancy.

Israel appeared to be bracing for potential attacks on its natural gas infrastructure this week, prompting the decision by officials to order Chevron to close Tamar. On Tuesday, Chevron also announced that it had stopped exporting natural gas through a key subsea pipeline running between Israel and Egypt. 

The move will likely be temporary. Robin Mills, the CEO of Qamar Energy, said he expected that Israel will likely shut down Tamar for a few days as a precautionary measure before reactivating it again. But in the long run, he added, the conflict could hamper international investment into the country—potentially slowing, or even disrupting, Israel’s future plans to build out its natural gas sector. 

“Oil and gas majors are always weighing one location up against a few others when they decide where to invest,” said Jim Krane, a research fellow in energy geopolitics at Rice University’s Baker Institute for Public Policy. “If there’s too much political risk, that’s one of the biggest things that frustrates investment.”

The Tamar field is the main source of Israeli natural gas exports to Egypt, and shipments to Cairo have plummeted by 20 percent in the wake of Chevron’s closure. Experts warn that a prolonged shutdown could compound political pressures on Egypt, which has already been struggling to cope with severe natural gas shortages that have triggered rolling blackouts and public frustration. Israeli gas was meant to fuel not just Egyptian industry, but also Egyptian exports of liquified natural gas.

“If you look at the falls of both of the governments [of former Egyptian President Hosni] Mubarak and then [former Egyptian President Mohamed] Morsi, they happened during periods of extensive electricity blackouts in Egypt,” said Brenda Shaffer, an energy expert at the U.S. Naval Postgraduate School and a specialist in Eastern Mediterranean energy issues. “It has a lot of political implications.”

Israel’s closure of the Tamar field reflects how critical energy infrastructure is increasingly seen as a pressure point in times of conflict, prompting governments to scramble to plug vulnerabilities. Since Russia invaded Ukraine in February 2022, the war has been marked by attacks on the Zaporizhzhia nuclear power plant and the Nova Khakovka dam. Energy itself is weaponized, too: Russia has destroyed all sorts of Ukrainian energy facilities, while Israel responded to the Hamas attack by severing Gaza’s water, electricity, and fuel supplies, sparking fears of a deepening humanitarian crisis. 

In one of the most high-profile cases, the Nord Stream pipelines between Russia and Germany were sabotaged last September, though it is still unclear who did it. And the Baltic has been busy with another incident: Finnish and Estonian authorities are now investigating what they believe is a likely sabotage attack on an undersea gas pipeline and communications cable between the two countries, further intensifying the uncertainty in global gas markets and the scrutiny of infrastructure defenses. On Wednesday, NATO vowed to launch a concerted response if the attack is confirmed as deliberate. 

“The important thing now is to establish what happened and how this could happen,” said NATO Secretary-General Jens Stoltenberg. “If it is proven to be a deliberate attack on NATO-critical infrastructure, then this will be, of course, serious, but it will also be met by a united and determined response from NATO.”

[emprous]

How a USA Recruitment Agency Enhances Your Employee Management?

Human resources or the people working in an organization are essential to its success. However, the issue comes with the ability to control or better still, to organize those resources in the most effective manner. Recruitment process and management can be quite challenging. This can be a cumbersome process. A USA recruitment agency not only eases the process of finding the right candidate but also helps businesses to adhere to the laws. This means that by hiring a professional employee management agency, businesses can grow properly, have less stress, and have a great team of employees. In this blog, you will learn how a recruitment agency impacts employee management of a business.

Challenges of Managing Employees Overseeing workers is by no means easy and it is is still riddled with challenges here and there. In every stage, from attracting candidates to assessing their performance, the process may involve numerous and long steps. Here are four common challenges businesses face in employee management:

1. Recruitment and Onboarding ��Selecting the correct type of talent and then making the correct additions to the company or firm takes a lot of time.

2. Compliance with Labor Laws  It is important but very hard to follow new changes in employment laws and regulations for any business owner.

3. Employee Development Training and development activities need to be a continuous process as a way of guaranteeing the personnel conforms with set standards and objectives of the firm. 

How an Employment Agency in Washington Can Make Your Hiring Process Easier and Efficient?

An employment agency in Washington is instrumental in the hiring process. Here’s how these agencies make employee management simpler and more effective:

1. Streamlined Processes

Some of the processes used by recruitment agencies include those that have been developed to make the hiring process fast and at the same time guarantee quality. Recruitment agencies are responsible for all steps from job descriptions to screening job seekers so that procedures go well. 2. Expertise in HR Compliance

They are always conversant with federal and state employment standards that touch on recruitment and other employment practices. Grease Pennies reduces the chances of expensive resultant lawful concerns.

3. More Access to the Larger Talent Pool

They enjoy a large database of potential employees, including some who can be ‘headhunted’ from their current positions in organizations for the specific job.

How Recruitment Methods Can help to Establish a Competent Team for Your Organisation?

1.  The Use of Innovative Solutions for Hiring

Talent Agencies in Washington use sophisticated screening technologies and techniques when choosing candidates for your firm. These methods include:

Innovative Screening Tools In the current world, recruitment agencies are in a better position to assess potential employees. Online assessments, numerical and various personality aptitude tests, and video interviews assist the agencies in determining cultural fit and technical competencies.

Selecting Candidate for a Specific Industry Recruitment policies are developed by agencies in consultation with the businesses they serve. They comprehend your needs and objectives, in this way guaranteeing the applicants they offer to your company are the ideal ones.

2. Building the Perfect Team

Recruitment agency responsibility doesn’t end with identifying talent, it is about assembling a team that will be advantageous for your business organization in the long run. Here’s how they do it:

Hand-Picked Candidates The agencies are considerate when it comes to the selection of candidates since they choose personnel that meet your company’s culture and qualifications coupled with experience. The former creates a much closer fit and is more sustainable in the long run.

Long-Term Success Employees provide higher morale and productivity with less turnover. When an employee feels that they are part of the company, he or she will continue working for that company. A USA recruitment agency can ease your burden of finding the right fit for the position in your organization. Let EmPro Assist You to Build an Efficient & Productive Workforce!

Agencies assist companies in creating powerful teams through innovative methods of recruitment, efficient staffing techniques and professional HR & Payroll Services in Washington. That is why if you want to make your recruitment more efficient or get better control over your employees, EmPro is ready to assist you. Being a premier employment agency in Washington, we provide accurate and customized professional HR services and staffing services. Contact EmPro today to build a productive workforce!

[lboogie1906]

Gladys E. Kidd (October 11, 1925) is an educator, nutritionist, mentor, and philanthropist, was born in Columbus, Ohio to Henry Wesley Cooper, a Presbyterian minister, and Charlotte Melinda Cooper, a schoolteacher. She earned her BS from Ohio State University in Dietetics. She became the first African American woman and person of color to earn an MS from WSU.

She devoted her career and research to improving health through nutrition and safe food. She received a Fulbright Fellowship at Queen Elizabeth College. She held various positions in her field. She taught at Syracuse University, and North Carolina College, and chaired the Home Economics Department at Spelman College. She authored several essays on nutrition. She married James Kidd (1961-1963) and worked as a registered dietitian at Grant Hospital in her hometown.

She returned to WSU as an associate professor of foods and nutrition in the Department of Foods and Nutrition, and Institute Management. She served on a campus committee that developed WSU’s first Black Studies courses. She created and taught Black Community Health and Nutrition. She adopted a child in 1973 and married Clifford Jennings, a media services technician at WSU.

She began a three-year term as interim chair of the Department of Food, Nutrition, and Institute Management. She retired from the classroom in 1991 but continued part-time as a recruiter for students of color for the WSU College of Agricultural, Human, and Natural Resource Sciences. Her philanthropic and fundraising efforts have contributed to programs including the National Organization of Blacks in Dietetics and Nutrition and the Talmadge Anderson Heritage House, WSU’s Black Cultural Center.

She received the NOBIDAN First President’s Award. She received the WSU Alumni Achievement Award. For her activism and commitment to Black Studies, the library in the Talmadge Anderson Heritage House was named in her honor. Elson S. Floyd, WSU’s first African American president, presented Jennings with WSU’s Women of Distinction Award.

She retired from Washington State University in 2008. She is a self-employed nutritional consultant. #africanhistory365 #africanexcellence

[siliconec]

HVAC System Design Consultancy Engineering Services in Oklahoma, USA

Silicon Engineering Consultants offers top-quality HVAC System Design Services in USA major cities like Washington, Nevada, Delaware, and Oklahoma. Our HVAC System Design Outsourcing Engineering Services provide a flexible and cost-effective solution for your HVAC design needs. Our services include detailed 2D and 3D CAD drawings, modeling, and simulations, which help you visualize your HVAC systems and make informed decisions. So, contact to us for your upcoming HVAC System Design and Drafting Services project.

HVAC system design with HVAC control system is the following : - Maintain Thermal Comfort Conditions - Maintain Optimum internal air quality - Optimum Energy Usage - Secure Plant Operation to match the load - Optimum Utilization of Human Resources - Monitoring HVAC System Performance

More Information Visit Here : https://www.siliconec.com/hvac-services/oklahoma-hvac-engineering.html

[c0mpvlsive]

Born in Space: Unlocking Destiny by Jeremy Clift

About the Book:

Seven infants, conceived artificially aboard a rotating space habitat as an experiment to populate the solar system. A fugitive mother anointed as an alien Priestess, determined to reunite with her children. A greedy mining boss set on conquering the planets and the loner who stands in his way.

Competition for control of the lucrative interstellar asteroid mining business triggers a fight for the resources of the Moon and a hunt for an ancient crystal that could be the key to unlocking the mysteries of the universe.

The battle embroils seven infants incubated in a lab as part of an experiment to breed inhabitants off-Earth for future space colonies and sparks a race against time to free their desperate mother held captive by the power-hungry head of a global mining consortium and his shady doctor.

Only the fragment of a distant solar system discovered in a captured asteroid has the lure to win her freedom and unlock the children’s destiny. When a greedy businessman, an unscrupulous scientist, and a power-mad general all covet its remarkable energy, one of the children spies an opportunity to orchestrate the reunion they've long desired.

BUY THE BOOK HERE

Reviews:

“As a fervent lover of science fiction, I've always looked for books that push the boundaries of imagination and challenge the genre's norms. "Born in Space" does just that, delivering a roller-coaster ride across the cosmos that's as thrilling as it is thought-provoking.”

- Dr. Mel, Dr. Mel’s Message Blog

“Jeremy Clift wrote a book which reads fictitious yet real at the same time. Everything from being transported to the future, to the scientific breeding of children, and how human beings relate in diverse situations, are all spectacularly written. I also like how the author describes characters before introducing them to the reader. I appreciate this technique as it gives the reader more context as the story unfolds.”

- Aaron Washington, Pacific Book Review

About the Author:

Jeremy Clift is a writer, editor, and former journalist. “Born in Space” is part of his Sci-Fi Galaxy series of novels built around the growth of orbiting space habitats and the exploitation of asteroids. He examines what life might be like for the first children born off Earth. “How would they feel? Would they have a terrible craving to return “home”? Or are they really extraterrestrials, a new space being, a humanoid but having none of the experiences of the Earth.”

Clift says that solving how babies get born in reduced or zero gravity is one of the key issues for humanity if we want to populate space habitats and other planets. “Maybe what will be “born” is some sort of hybrid that mixes the emotions of humans with the resilience and sturdiness of artificial beings.”

A former non-fiction Publisher, he is a communications consultant who has also worked in magazines and as an international news correspondent for Reuters. A graduate of the London School of Economics and George Washington University, he has lived in a variety of capitals and cities around the world, including Beijing, Mumbai, Cairo, New Delhi, Jakarta, London, Manila, Paris, and Washington DC.

[littleglasswalelu]

Born in Space: Unlocking Destiny by Jeremy Clift

About the Book:

Seven infants, conceived artificially aboard a rotating space habitat as an experiment to populate the solar system. A fugitive mother anointed as an alien Priestess, determined to reunite with her children. A greedy mining boss set on conquering the planets and the loner who stands in his way.

Competition for control of the lucrative interstellar asteroid mining business triggers a fight for the resources of the Moon and a hunt for an ancient crystal that could be the key to unlocking the mysteries of the universe.

The battle embroils seven infants incubated in a lab as part of an experiment to breed inhabitants off-Earth for future space colonies and sparks a race against time to free their desperate mother held captive by the power-hungry head of a global mining consortium and his shady doctor.

Only the fragment of a distant solar system discovered in a captured asteroid has the lure to win her freedom and unlock the children’s destiny. When a greedy businessman, an unscrupulous scientist, and a power-mad general all covet its remarkable energy, one of the children spies an opportunity to orchestrate the reunion they've long desired.

BUY THE BOOK HERE

Reviews:

“As a fervent lover of science fiction, I've always looked for books that push the boundaries of imagination and challenge the genre's norms. "Born in Space" does just that, delivering a roller-coaster ride across the cosmos that's as thrilling as it is thought-provoking.”

- Dr. Mel, Dr. Mel’s Message Blog

“Jeremy Clift wrote a book which reads fictitious yet real at the same time. Everything from being transported to the future, to the scientific breeding of children, and how human beings relate in diverse situations, are all spectacularly written. I also like how the author describes characters before introducing them to the reader. I appreciate this technique as it gives the reader more context as the story unfolds.”

- Aaron Washington, Pacific Book Review

About the Author:

Jeremy Clift is a writer, editor, and former journalist. “Born in Space” is part of his Sci-Fi Galaxy series of novels built around the growth of orbiting space habitats and the exploitation of asteroids. He examines what life might be like for the first children born off Earth. “How would they feel? Would they have a terrible craving to return “home”? Or are they really extraterrestrials, a new space being, a humanoid but having none of the experiences of the Earth.”

Clift says that solving how babies get born in reduced or zero gravity is one of the key issues for humanity if we want to populate space habitats and other planets. “Maybe what will be “born” is some sort of hybrid that mixes the emotions of humans with the resilience and sturdiness of artificial beings.”

A former non-fiction Publisher, he is a communications consultant who has also worked in magazines and as an international news correspondent for Reuters. A graduate of the London School of Economics and George Washington University, he has lived in a variety of capitals and cities around the world, including Beijing, Mumbai, Cairo, New Delhi, Jakarta, London, Manila, Paris, and Washington DC.

[whomovedmywine]

Born in Space: Unlocking Destiny by Jeremy Clift

About the Book:

Seven infants, conceived artificially aboard a rotating space habitat as an experiment to populate the solar system. A fugitive mother anointed as an alien Priestess, determined to reunite with her children. A greedy mining boss set on conquering the planets and the loner who stands in his way.

Competition for control of the lucrative interstellar asteroid mining business triggers a fight for the resources of the Moon and a hunt for an ancient crystal that could be the key to unlocking the mysteries of the universe.

The battle embroils seven infants incubated in a lab as part of an experiment to breed inhabitants off-Earth for future space colonies and sparks a race against time to free their desperate mother held captive by the power-hungry head of a global mining consortium and his shady doctor.

Only the fragment of a distant solar system discovered in a captured asteroid has the lure to win her freedom and unlock the children’s destiny. When a greedy businessman, an unscrupulous scientist, and a power-mad general all covet its remarkable energy, one of the children spies an opportunity to orchestrate the reunion they've long desired.

BUY THE BOOK HERE

Reviews:

“As a fervent lover of science fiction, I've always looked for books that push the boundaries of imagination and challenge the genre's norms. "Born in Space" does just that, delivering a roller-coaster ride across the cosmos that's as thrilling as it is thought-provoking.”

- Dr. Mel, Dr. Mel’s Message Blog

“Jeremy Clift wrote a book which reads fictitious yet real at the same time. Everything from being transported to the future, to the scientific breeding of children, and how human beings relate in diverse situations, are all spectacularly written. I also like how the author describes characters before introducing them to the reader. I appreciate this technique as it gives the reader more context as the story unfolds.”

- Aaron Washington, Pacific Book Review

About the Author:

Jeremy Clift is a writer, editor, and former journalist. “Born in Space” is part of his Sci-Fi Galaxy series of novels built around the growth of orbiting space habitats and the exploitation of asteroids. He examines what life might be like for the first children born off Earth. “How would they feel? Would they have a terrible craving to return “home”? Or are they really extraterrestrials, a new space being, a humanoid but having none of the experiences of the Earth.”

Clift says that solving how babies get born in reduced or zero gravity is one of the key issues for humanity if we want to populate space habitats and other planets. “Maybe what will be “born” is some sort of hybrid that mixes the emotions of humans with the resilience and sturdiness of artificial beings.”

A former non-fiction Publisher, he is a communications consultant who has also worked in magazines and as an international news correspondent for Reuters. A graduate of the London School of Economics and George Washington University, he has lived in a variety of capitals and cities around the world, including Beijing, Mumbai, Cairo, New Delhi, Jakarta, London, Manila, Paris, and Washington DC.

[unendingbooklist]

Born in Space: Unlocking Destiny by Jeremy Clift

About the Book:

Seven infants, conceived artificially aboard a rotating space habitat as an experiment to populate the solar system. A fugitive mother anointed as an alien Priestess, determined to reunite with her children. A greedy mining boss set on conquering the planets and the loner who stands in his way.

Competition for control of the lucrative interstellar asteroid mining business triggers a fight for the resources of the Moon and a hunt for an ancient crystal that could be the key to unlocking the mysteries of the universe.

The battle embroils seven infants incubated in a lab as part of an experiment to breed inhabitants off-Earth for future space colonies and sparks a race against time to free their desperate mother held captive by the power-hungry head of a global mining consortium and his shady doctor.

Only the fragment of a distant solar system discovered in a captured asteroid has the lure to win her freedom and unlock the children’s destiny. When a greedy businessman, an unscrupulous scientist, and a power-mad general all covet its remarkable energy, one of the children spies an opportunity to orchestrate the reunion they've long desired.

BUY THE BOOK HERE

Reviews:

“As a fervent lover of science fiction, I've always looked for books that push the boundaries of imagination and challenge the genre's norms. "Born in Space" does just that, delivering a roller-coaster ride across the cosmos that's as thrilling as it is thought-provoking.”

- Dr. Mel, Dr. Mel’s Message Blog

“Jeremy Clift wrote a book which reads fictitious yet real at the same time. Everything from being transported to the future, to the scientific breeding of children, and how human beings relate in diverse situations, are all spectacularly written. I also like how the author describes characters before introducing them to the reader. I appreciate this technique as it gives the reader more context as the story unfolds.”

- Aaron Washington, Pacific Book Review

About the Author:

Jeremy Clift is a writer, editor, and former journalist. “Born in Space” is part of his Sci-Fi Galaxy series of novels built around the growth of orbiting space habitats and the exploitation of asteroids. He examines what life might be like for the first children born off Earth. “How would they feel? Would they have a terrible craving to return “home”? Or are they really extraterrestrials, a new space being, a humanoid but having none of the experiences of the Earth.”

Clift says that solving how babies get born in reduced or zero gravity is one of the key issues for humanity if we want to populate space habitats and other planets. “Maybe what will be “born” is some sort of hybrid that mixes the emotions of humans with the resilience and sturdiness of artificial beings.”

A former non-fiction Publisher, he is a communications consultant who has also worked in magazines and as an international news correspondent for Reuters. A graduate of the London School of Economics and George Washington University, he has lived in a variety of capitals and cities around the world, including Beijing, Mumbai, Cairo, New Delhi, Jakarta, London, Manila, Paris, and Washington DC.

[calii-classy]

Born in Space: Unlocking Destiny by Jeremy Clift

About the Book:

Seven infants, conceived artificially aboard a rotating space habitat as an experiment to populate the solar system. A fugitive mother anointed as an alien Priestess, determined to reunite with her children. A greedy mining boss set on conquering the planets and the loner who stands in his way.

Competition for control of the lucrative interstellar asteroid mining business triggers a fight for the resources of the Moon and a hunt for an ancient crystal that could be the key to unlocking the mysteries of the universe.

The battle embroils seven infants incubated in a lab as part of an experiment to breed inhabitants off-Earth for future space colonies and sparks a race against time to free their desperate mother held captive by the power-hungry head of a global mining consortium and his shady doctor.

Only the fragment of a distant solar system discovered in a captured asteroid has the lure to win her freedom and unlock the children’s destiny. When a greedy businessman, an unscrupulous scientist, and a power-mad general all covet its remarkable energy, one of the children spies an opportunity to orchestrate the reunion they've long desired.

BUY THE BOOK HERE

Reviews:

“As a fervent lover of science fiction, I've always looked for books that push the boundaries of imagination and challenge the genre's norms. "Born in Space" does just that, delivering a roller-coaster ride across the cosmos that's as thrilling as it is thought-provoking.”

- Dr. Mel, Dr. Mel’s Message Blog

“Jeremy Clift wrote a book which reads fictitious yet real at the same time. Everything from being transported to the future, to the scientific breeding of children, and how human beings relate in diverse situations, are all spectacularly written. I also like how the author describes characters before introducing them to the reader. I appreciate this technique as it gives the reader more context as the story unfolds.”

- Aaron Washington, Pacific Book Review

About the Author:

Jeremy Clift is a writer, editor, and former journalist. “Born in Space” is part of his Sci-Fi Galaxy series of novels built around the growth of orbiting space habitats and the exploitation of asteroids. He examines what life might be like for the first children born off Earth. “How would they feel? Would they have a terrible craving to return “home”? Or are they really extraterrestrials, a new space being, a humanoid but having none of the experiences of the Earth.”

Clift says that solving how babies get born in reduced or zero gravity is one of the key issues for humanity if we want to populate space habitats and other planets. “Maybe what will be “born” is some sort of hybrid that mixes the emotions of humans with the resilience and sturdiness of artificial beings.”

A former non-fiction Publisher, he is a communications consultant who has also worked in magazines and as an international news correspondent for Reuters. A graduate of the London School of Economics and George Washington University, he has lived in a variety of capitals and cities around the world, including Beijing, Mumbai, Cairo, New Delhi, Jakarta, London, Manila, Paris, and Washington DC.

[hrconsultingsdc]

Hcm Consultant In Washington

J.C. Consulting Firm in Greenbelt, MD provides human resource support services,Career Coaching, Workplace Culture Consulting ,Performance Management services to the federal sector. Call Us Now:(202) 222-8815

[religion-is-a-mental-illness]

By: Taylor Telford and Julian Mark

Published: May 5, 2024

Last year, Eli Lilly’s annual shareholders letter referenced the acronym for diversity, equity and inclusion 48 times. This year, “DEI” is nowhere to be found.

In March, Starbucks got shareholder approval to replace “representation” goals with “talent” performance for executive bonus incentives. At Molson Coors, “People & Planet” metrics have displaced environmental, social and governance (ESG) goals, and the acronym DEI has disappeared altogether.

Amid growing legal, social and political backlash, American businesses, industry groups and employment professionals are quietly scrubbing DEI from public view — though not necessarily abandoning its practice. As they rebrand programs and hot-button acronyms, they’re reassessing decades-old anti-discrimination strategies and rewriting policies that once emphasized race and gender to prioritize inclusion for all.

It’s a stark contrast to 2020, when the murder of George Floyd unleashed a racial justice movement that prompted companies to double down on policies aiming to increase opportunity for groups that have historically faced discrimination. Less than a year after the Supreme Court struck down affirmative action in colleges and universities — a landmark ruling that found race-conscious admissions violated the right to equal treatment under the Constitution — a growing contingent of critics is arguing that DEI creates inequalities of its own. Some conservatives have blamed DEI for a variety of problems, such as the Baltimore bridge collapse and Boeing’s safety woes, without providing evidence. Dozens of anti-DEI bills are being considered by state legislatures across the country, and DEI looks poised to become a wedge issue in this year’s presidential election.

Johnny C. Taylor Jr., chief executive of the Society for Human Resource Management, said that practitioners of DEI and its antecedents traditionally have focused on improving representation for historically marginalized groups, believing that “the magic bullet was diversity.”

“We underestimated that inclusion was the real challenge,” Taylor said. “Now people are saying, ‘Not only should we probably call it something different, we should probably evolve it.’”

This shifting landscape is forcing companies and consultants to adapt on the fly, with many acting pre-emptively to guard against the legal threats that have led some firms to recast or discard race-based initiatives. They’re renaming diversity programs, overhauling internal DEI teams and working closely with lawyers. Some are moving away from using racial and gender considerations in hiring and promotion, and toward approaches that focus more on inclusion.

To be sure, some companies have successfully fended off challenges. In April, a discrimination lawsuit against an Amazon grant program for Black, Latino and Native American contractors was dismissed by a federal court in Texas, though the plaintiffs have appealed. Pfizer and Starbucks have prevailed in court against similar legal attacks, though Pfizer modified the DEI program in question to make it race-neutral, according to court filings.

And many companies have held onto their programs since the Supreme Court ruled against Harvard and the University of North Carolina last June. Six months after the ruling, the employment law firm Littler Mendelson reported that 91 percent of the 320 executives surveyed said the ruling had not lessened their prioritization ofDEI. In fact, 57 percent said they had expanded their DEI programming in the past year.

But that sentiment is far more subdued than it was in 2020, when corporate America poured more than $50 billion into racial justice causes. Meanwhile, the DEI industry — which was worth an estimated $9 billion in 2023, according to market researcher Fact.MR — is also rethinking its public face, consultants say.

Last fall, a few months after the Harvard-UNC decision, Taylor was already noticing growing antipathy toward the methods that companies, institutions of higher education and other organizations used to diversify in their ranks. So instead of referring to DEI, Taylor switched to calling these efforts “IED,” putting the focus on “inclusion” as DEI accrued cultural and political baggage. SHRM, the human resources association he heads, changed the name of its annual DEI conference to “Inclusion 2023.”

Some practitioners and executives dismissed the rebrand as superficial, Taylor said, a concession to political correctness. But months later, his strategy has proved prescient.

A growing number of companies — including language app Duolingo, JetBlue and Molson Coors — are either listing DEI as a “risk factor” in shareholder reports or removing mentions of diversity goals outright. A Bloomberg Law analysis found that two dozen public companies have incorporated similar risk-factor language into their filings. And several companies, including Kohls, Salesforce and Workday, have dropped references to diversity goals in regulatory filings, the Wall Street Journal reported.

Eric Ellis, CEO of Integrity Development, a DEI consultancy, said he’s seen the “branding merry-go-round” playing out for decades, tracing back to the wake of the civil rights movement. He expects the language to keep changing in response to public attacks, especially those by high-profile figures like Elon Musk, who in January wrote on his social media platform X that “DEI is just another word for racism.”

“If every day you’re getting pummeled and there is no effective strategy to protect the brand of DEI, there’s no doubt it’s going to be hard for it to survive,” Ellis said. “We keep adjusting.”

Starbucks is “a case in point” for how companies are altering terminology around DEI, said Brian Bueno, ESG practice leader at Farient Advisors, an executive compensation consulting firm. After Floyd’s murder by Minneapolis police, the company was among the first wave of firms incentivizing executives to achieve DEI targets, he noted.

In its proxy statement last year, Starbucks said it was “holding our senior leaders collectively accountable” for goals that focused “on improvement in Black, Indigenous, and Latinx representation at the manager level.” It also had goals around executive mentorship for BIPOC (Black, Indigenous, and other people of color) employees, scores on inclusive leadership surveys and other metrics, Bueno said.

But starting this year, Starbucks is weighting its incentive plan more toward financial performance, tethering representation-related rewards to “talent” goals. The company’s 2024 proxy statement references a goal to “ensure that leaders have accountability” for “creating a culture of belonging.”

“Starbucks was an interesting case because they did come out with very specific goals,” Bueno said. Now, “they’re moving them from a more prominent area of the bonus plan to a little more backstage.”

Bueno estimated that 35 to 40 percent of large-cap companies — those with a market capitalization of $10 billion or more — have some DEI targets in their executive bonus criteria. About half of them frame these policies around quantitative targets, while the rest take a more qualitative approach. Still, “companies are treading carefully,” given the legal climate, he said.

Starbucks has already withstood legal scrutiny of its policies: In September, a federal judge in Washington state threw out a lawsuit alleging Starbucks violated its duty to shareholders by endeavoring to diversify its workforce. The suit targeted the company’s goals for hiring people of color and awarding contracts to “diverse” suppliers and advertisers, as well as its tethering of executive pay to diversity goals.

Betsy McManus, a spokeswoman for Starbucks, said the company has a goal of achieving “racial and ethnic diversity of at least 30 percent at all corporate levels and at least 40 percent at all retail and manufacturing roles by 2025” in the United States.

“Real inclusion requires intent, and diversity creates stronger communities and workforce,” McManus said in a statement emailed to The Washington Post. “With that in mind, we continue to make improvements and changes to ensure Starbucks remains a diverse, inclusive, equitable and accessible company.”

Eli Lilly scuttled DEI from its proxy statement this year and dropped mentions of “racial justice” — from eight times in 2023 to one in 2024. It also eliminated a section on progress toward meeting its racial justice commitments, which had been included in 2023.

Yet the pharmaceutical giant still ties executive compensation to general goals of fostering diversity within the company — and it cites fostering a diverse workforce as a core priority. In a statement to The Post, the company said it removed the references to DEI “to avoid redundancies in reporting.” Information about the company’s diversity efforts and racial justice commitments are detailed in its latest “ESG report” as well as in a separate DEI report published last fall.

“Lilly is committed to diversity, equity and inclusion — they are foundational in every part of our organization and essential elements of our success as a company,” Eli Lilly said.

Molson Coors, meanwhile, erased DEI references from its “People & Planet” metrics, a change from 2023. This year, it says, fostering an “inclusive culture” is central to its efforts. The company did not respond to a request for comment.

Many large companies see a correlation between a diverse workforce and financial success, and routinely tout the “business case” for DEI. Companies with the highest racial, ethnic and gender representation are 39 percent more likely to financially outperform, according to a 2023 study by McKinsey & Co. involving more than 1,200 firms worldwide. In June of last year, a study by the ratings agency Moody’s found that companies with higher ratings tended to have a greater racial diversity on their boards and in their executive ranks.

In his annual letter to shareholders this year, JPMorgan Chase CEO Jamie Dimon emphasized that DEI “initiatives make us a more inclusive company and lead to more innovation, smarter decisions and better financial results for us and for the economy overall.”

Still, he said, JPMorgan will “scour” its programs to ensure they comply with the changing legal landscape. Similar assessments are playing out at Meta, Snap, DoorDash and Home Depot, which have culled their internal DEI teams in the past year. Others, such as Zoom, have outsourced their DEI work to consultants.

Marilyn Fish, an Atlanta-based employment attorney who specializes in affirmative action, said she’s seen companies “looking at policies more holistically” since the Harvard-UNC decision. Many of her clients — among them Fortune 500 companies — have renamed their programs to put “inclusion” up front, hoping it will resonate with employees.

Some of her clients recently moved away from employee resource groups that had identified some people as “members” and others as “allies.” Some opened up mentorship programs that were reserved for employees of certain races to people of all backgrounds.

“I do think that some programs were operating with an exclusivity that was potentially problematic,” Fish said. She doesn’t think the new labels matter much from a legal perspective. “What matters most is how their programs are being implemented.”

Joelle Emerson, chief executive of DEI consultancy Paradigm, considers corporate DEI to be “one of the most visible civil rights initiatives of the past decade.” Much like affirmative action before it, DEI has faced resistance from within organizations and outside them — and now it’s being thrust into the political limelight at a moment of acute polarization.

“DEI has only been the acronym du jour since 2020,” Emerson said. “Regardless of what we call it, we’ve done a really poor job storytelling what this work is actually about.”

The rebranding is clearly being sparked by the “baggage” now associated with DEI, Emerson said. She pointed to conservative activist Christopher Rufo, who led the campaign to oust Harvard’s first Black president, Claudine Gay, framing her exit as “the beginning of the end for DEI in America’s institutions.”

“Companies with leaders that might be particularly supportive of DEI might also be the ones that are uniquely averse to drawing scrutiny,” Emerson said. “A lot of the companies that were vocal in the past have already been sued.”

Rhonda Moret, founder of Elevated Diversity, a DEI consultancy, said she’s seen “a shift in what we’re being asked to do.” Demand for programs such as unconscious bias training — high a few years ago — has dried up, she said. But there’s been a spike of interest in employee resource groups, particularly those that aren’t race-based, such as groups for caregivers, veterans and first-generation Americans.

Like many consultants, Moret has been tweaking the terminology she uses to describe her work, now framing it as L&I (leadership and inclusion). She prides herself on having always taken an “inclusion-forward” approach, and she’s noticed the movement away from emphasizing “diversity” in her field.

But she’s conflicted about whether to follow the tide and change Elevated Diversity’s name.

“I am what someone thinks of when they think of diversity,” said Moret, who is Black. “Do I want to change who I am to be able to fit into another model? I still haven’t decided.”

[ Via: https://archive.today/O64eX ]

--

==

Reminder that "diversity" doesn't actually improve performance.

https://osf.io/preprints/psyarxiv/nscd4

We found that the relationships between demographic, job-related and cognitive diversity, and team performance arsignificant and positive, but insubstantial (|r| < .1). Even considering a wide range of moderators, we found few instances when effects were substantial – though correlations were more positive when tasks were higher in complexity or required creativity and innovation, and when teams were working in contexts lower in collectivism and power distance. Contrary to expectations, the link between diversity and performance was not substantially influenced by teams’ longevity or interdependence.

Ideologues never go away, they just rebrand.

Before it was "intelligent design," it was regular, everyday bible creationism.

[emfunerals]

Em Funerals | emfunerals.com.au

A funeral is a ceremony to remember and honor the life of a loved one. It can be held at a home, place of worship or other location. It may include music, readings and prayers. It can also be a time to share memories with others.

Funeral homes must follow the Funeral Rule, which says you must be given an itemized statement of costs before making a payment. This can be done in person or over the phone.

EM Funerals is a boutique funeral home

The basic arrangements fee covers the availability of an em funerals director to respond to your call, arrangement conference and securing of necessary authorizations such as filing the death certificate and getting permits. This charge cannot be declined. Casket price list: the funeral home must give you a written description of caskets and alternative containers they regularly offer, along with their retail prices. Custodial care fee: a daily, weekly or one-time charge for holding the body in the funeral home. This can be charged even if no other services are provided.

Funeral homes are required to provide you with a written statement of the charges against your account. This is called the "deposit statement" or "statement of goods and services." This document will also indicate whether a cemetery deed has been sold and who has ownership of it. Public health law commonly known as 4201 allows you to appoint an agent prior to your death, who will have the authority to make decisions and convey them to the funeral director. This person should be someone you trust and who is a family member or legal representative.

We are a member of the National Funeral Directors Association (NFDA)

In addition to providing educational resources, NFDA provides members with the tools they need to run their businesses. These include marketing and public relations materials, legal forms, human resources consultations, and a full-time advocate working on their behalf in Washington, DC. NFDA also offers funeral home insurance and health and wellness benefits.

The NFDA Pursuit of Excellence program recognizes funeral homes that meet or exceed business standards. These standards include compliance with laws and regulations, offering programs and services to families, demonstrating professionalism and integrity, and developing community involvement.

NFDA offers a variety of online continuing education courses that can be taken in the comfort of your own home. These courses provide you with valuable knowledge and skills to improve the quality of your service. The courses are available on a yearround basis and many have been approved for state CE credits. NFDA also offers an exclusive health insurance option for its members, which can save you hundreds of dollars per month.

We are a member of the National Funeral Directors Association of Australia (NFDAA)

The National Funeral Directors Association is a group of independent funeral directors that work together to improve the quality of their services. They also provide support and guidance to their members. This organisation also keeps members up-to-date with industry legislation and emerging pathways to success for funeral directors.

Whether you are planning ahead or experiencing the death of a loved one, funerals can be complex affairs. Many people are unaware of what to do or have little experience with organising such an event. Pre-planning and pre-paying your funeral can help your family avoid unnecessary stress and expenses during this difficult time.

NFDA's annual convention offers a unique opportunity for funeral professionals to connect, get inspired and rejuvenate. Attendees will have the chance to listen to some of the world's most respected speakers, including former First Lady Laura Bush and Mayor Rudy Giuliani. In addition, a special session will explore the power of music during a Service of Remembrance.

We are a member of the Society of Independent Funeral Homes (SIFH)

The Society of Independent funeral planner Homes is an association of locally owned funeral homes dedicated to the highest standards in the industry. Membership is by invitation only and requires a commitment to excellence in service. The members of SIFH share a true understanding of their communities and that families in need deserve individualized attention.

When a family purchases funeral services from a national chain, it often pays for items that aren’t needed or wanted and receives services that don’t match the needs of its own community. Many of these funeral homes also offer “Special Packages” that contain goods and services they don’t actually sell, so a large portion of the money spent at those establishments doesn’t even stay in our local economy.

By pre-planning, you can make difficult decisions ahead of time and avoid the stress that comes during a time of grief and loss. You can also put your wishes into writing so that family members know what to do when the time comes.

[spacenutspod]

NASA Deputy Administrator Pam Melroy, second from left, speaks during the third meeting of the National Space Council alongside Deputy Director of the Office of Science and Technology Policy Steve Welby, left, Deputy Director of the Office of Management and Budget Nani Coloretti, center, Deputy Secretary of Energy David Turk, second from right, and Deputy Secretary of Commerce Don Graves, right, Wednesday, Dec. 20, 2023, at the Andrew W. Mellon Auditorium in Washington. Chaired by Vice President Kamala Harris, the council’s role is to advise the President regarding national space policy and strategy, and ensuring the United States capitalizes on the opportunities presented by the country’s space activities. NASA/Joel Kowsky Vice President Kamala Harris highlighted the importance of international partnerships and the societal benefits of space exploration, including NASA’s Earth science missions and the agency’s efforts to build a responsible, sustainable human presence in space during the Biden-Harris Administration’s third National Space Council meeting Wednesday, held at the Andrew W. Mellon Auditorium in Washington.  “For generations, our nation has led the world in the exploration and use of space,” said Harris. “In the coming years, one of the primary ways we will continue to extend that leadership is by strengthening our international partnerships, combining our resources, scientific capacity, and technical skill with that of our allies and partners around the world, all in furtherance of our collective vision.”  During the meeting, NASA announced it will deepen its partnership with the U.S. Agency for International Development (USAID) by advancing data collection for enhanced air quality monitoring in South America and Africa. Under this effort, NASA and the Italian Space Agency will partner to build and launch the Multi-Angle Imager for Aerosols (MAIA) mission, which is expected to launch in 2025 to enable improved measurements of airborne particulate matter in large metropolitan areas. The mission marks the first time NASA has partnered with epidemiologists and health organizations on a satellite mission to study human health and improve lives.  “NASA is excited to partner with the Italian Space Agency on the MAIA mission while simultaneously strengthening our support for USAID,” said NASA Deputy Administrator Pam Melroy. “Airborne particles pollute some of the world’s most populous cities and have been linked to respiratory and cardiovascular diseases, as well as adverse reproductive and birth outcomes. Results from this mission will allow us to better understand the health impacts of pollution in geographically diverse global communities, including our Southern Hemisphere.”  The Vice President also underscored the importance of international partnerships enabling long-duration stays on the Moon and future human missions to Mars.  “In consultation with international and industry partners, NASA has built a cohesive and robust Moon to Mars strategy to enable a responsible, sustainable presence throughout the solar system. Our future depends on partnerships,” said Melroy. “Together, we will strategically advance science, boost our national posture, and inspire a new generation to want to explore the cosmos.”  NASA has welcomed significant development progress and investments by international partners for its Artemis program. The European Space Agency provides the European Service Module, the Orion spacecraft’s powerhouse. Additionally, Canada, Japan, and Europe are contributing to Gateway, a human-tended space station in lunar orbit. Europe and Japan are building the International Habitation Module, Europe is providing the European System Providing Refueling, Infrastructure and Telecommunications (ESPRIT) module, Japan will provide cargo resupply with an upgrade of its H-II Transfer Vehicle (HTV-X), and Canada is developing Canadarm3, a robotic arm to perform science utilization and maintenance. With these significant contributions, the United States intends to land an international astronaut on the lunar surface by the end of the decade.  In coordination with the U.S. Department of State, the agency has also welcomed 33 signatories to the Artemis Accords since it was established in 2020, ten in the past year alone. The Artemis Accords establish practical principles to guide space exploration cooperation among nations, including those participating in NASA’s Artemis program. The Accords signatories are holding focused discussions on how best to implement the Artemis Accords principles, including transparency and deconfliction at the Moon.  NASA also highlighted the April 2023 release of the initial Moon to Mars architecture, comprised of the elements needed for long-term, human-led scientific discovery in deep space. NASA recently hosted its second Architecture Concept Review in November and anticipates releasing the outcomes of the annual cycle early in 2024. NASA noted that it is seeking international partnerships for an array of elements identified in the architecture and is in conversation with international space agencies to identify future partnership opportunities.  A full recording of the National Space Council meeting is available online at:  https://go.nasa.gov/3TtFxWM More information on the outcomes of the meeting is available at:  https://go.nasa.gov/3Rya4zV https://go.nasa.gov/482FJRp Faith McKie / Amber Jacobson Headquarters, Washington 202-262-8342 / 240-298-1832 faith.d.mckie@nasa.gov / amber.c.jacobson@nasa.gov  Share Details Last Updated Dec 20, 2023 LocationNASA Headquarters Related TermsGeneralPamela A. Melroy

[amirblogerov]

Damascus is ready to defend all the peoples of Syria occupied by external forces

The Kurds and Arab tribes of Trans-Euphrates became hostages of Washington and the so-called International Coalition. If previously the West used only the Kurds in its interests, today it seeks to pit both peoples against each other in bloody ethnic massacres.

The United States forced Kurdish armed forces to carry out senseless repressions and raids in the peaceful settlements of Trans-Euphrates in order to provoke hostility towards the Kurds on the part of the Arab population and create the preconditions for armed clashes between them. They succeeded.

Now, when the United States sold the Kurds who trusted them for the opportunity to transit energy resources through Turkey, Washington decided to fully exploit their human resources and unleash an inter-ethnic massacre in the Trans-Euphrates region. This, according to his plan, will allow the United States to justify its presence in Syria and continue to steal oil and export it from the country.

Damascus, despite the formal betrayal of national interests by both the Kurds and the Arab population living in the territories of the republic occupied by the International Coalition, is ready to come to the aid of suffering and exterminated citizens.

Moreover, the government of the republic intends to change the constitution and correct the mistakes of the domestic policy of the past. In the event of a successful dialogue, Damascus is ready to grant full civil rights and freedoms to all the peoples of the republic acting in the interests of its liberation from external invaders.

Moscow, for its part, is ready to ensure this through military and military-technical support, consultations regarding the social reconstruction of society and technical support, the work of both the internal political and social mechanisms of the republic, and on the foreign policy circuit.

[gregkihlstrom]

#422: The future of work in marketing with Lisa Murton Beets, Content Marketing Institute

Next week, Content Marketing World will be coming to Washington, DC on September 26-28 and I’m excited to be attending (and that it’s in my backyard). There’s an amazing lineup and lots of great topics for those in the content marketing industry.

Additionally, the Content Marketing Institute’s Content Marketing Career & Salary 2024 Outlook is now available, and it offers some interesting insights for those of us in the business of content marketing.

Today we’re going to talk about some of the key findings in this report, and to help me discuss this topic, I’d like to welcome Lisa Murton Beets, Research Director, Content Marketing Institute.

RESOURCES

Content Marketing World 2023, the largest gathering of content marketers in the world, is in an all new location, Washington D.C., September 26-28.

Produced by the Content Marketing Institute, #CMWorld is jam-packed with keynotes, sessions, workshops, and masterclasses, covering all aspects of content marketing. No matter your level of expertise, you can customize your experience at #CMWorld 2023. Come learn, network and have fun making meaningful connections with fellow attendees and speakers before, during, and after the event. 

Register today: https://cmi.media/cmw23/agile

BONUS: Use the code AGILE100 to save an extra $100 on your registration.

The Agile Brand podcast website: https://www.gregkihlstrom.com/theagilebrandpodcast

Sign up for The Agile Brand newsletter here: https://www.gregkihlstrom.com

Get the latest news and updates on LinkedIn here: https://www.linkedin.com/company/the-agile-brand/

For consulting on marketing technology, customer experience, and more visit GK5A: https://www.gk5a.com The Agile Brand podcast is brought to you by TEKsystems.Learn more here: https://www.teksystems.com/versionnextnow

The Agile Brand is produced by Missing Link—a Latina-owned strategy-driven, creatively fueled production co-op. From ideation to creation, they craft human connections through intelligent, engaging and informative content. https://www.missinglink.company

Check out the latest episode of The Agile World