#Inclusive hiring practices

[verysaladobservation]

Unlocking Success: The Benefits of Outsourcing HR Recruitment for Healthcare Firms

In the rapidly evolving healthcare industry, where acquiring top talent is crucial for organizational prosperity, companies increasingly rely on HR outsourcing to streamline recruitment procedures and secure a competitive advantage. By partnering with recruitment firms, healthcare organizations can leverage expertise, resources, and strategic insights to build robust teams that drive innovation, improve patient care, and foster a culture of excellence. In this article, we delve into why businesses in the healthcare sector should consider outsourcing HR recruitment and how it can lead to sustainable growth and success.

1. Access to Specialized Expertise

Acquiring top-tier talent within the healthcare sector demands a comprehensive grasp of its distinctive challenges, regulations, and skill prerequisites. Healthcare entities can harness expertise and insight by entrusting HR recruitment to specialized firms with domain proficiency. These recruitment agencies boast dedicated teams of professionals adept in the nuances of healthcare staffing, encompassing the sourcing of qualified candidates and navigating credentialing protocols and compliance standards.

2. Strategic Hiring and Recruitment Strategy

Effective talent acquisition is more than just filling vacant positions—strategically aligning recruitment efforts with organizational goals and long-term objectives. Recruitment firms employ strategic hiring practices and develop tailored recruitment strategies designed to attract candidates who possess the requisite skills and qualifications and align with the company's mission, values, and culture.

By partnering with a recruitment agency, healthcare firms can benefit from strategic talent acquisition solutions that prioritize long-term success and organizational sustainability. From identifying emerging talent trends to implementing innovative recruitment techniques, these firms assist healthcare organizations in maintaining a competitive edge and constructing high-performing teams that propel business expansion.

3. Inclusive Hiring Practices and Diversity and Inclusion

In today's diverse and multicultural society, encouraging inclusivity and diversity in the workplace is not just a moral imperative but also essential for organizational success—it's also a strategic business imperative. Recruitment firms specializing in healthcare understand the importance of inclusive hiring practices and are dedicated to assisting organizations in constructing diverse and inclusive teams that mirror the communities they serve.

By outsourcing HR recruitment to agencies prioritizing diversity and inclusion, healthcare firms can tap into a more extensive talent pool and attract candidates from underrepresented backgrounds. These recruitment firms employ proactive strategies to mitigate bias in the hiring process, promote equal opportunities, and foster an environment of belonging where each employee feels appreciated and respected.

4. Cost Savings and Efficiency

Recruiting and hiring new employees can consume significant time and resources, especially for healthcare organizations with stringent hiring requirements and high turnover rates. By outsourcing HR recruitment, businesses can realize significant cost savings and operational efficiencies.

Recruitment firms leverage their networks, technology, and streamlined processes to source, screen, and onboard candidates more efficiently, reducing filling time and minimizing recruitment-related expenses. Additionally, by outsourcing recruitment functions, healthcare organizations can allocate internal resources more efficiently, allowing them to concentrate on core business activities like patient care and service delivery.

5. Flexibility and Scalability

Organizational staffing needs can fluctuate in the ever-changing healthcare sector based on patient demand, regulatory changes, and market trends. Outsourcing HR recruitment provides healthcare firms the flexibility and scalability to adapt to changing workforce requirements quickly.

Recruitment agencies offer scalable solutions that can be tailored to meet healthcare organizations' specific needs and budgetary constraints, whether seeking to fill a single position or ramp up hiring for a large-scale expansion project. This flexibility allows businesses to scale their recruitment efforts up or down as needed, ensuring agility and responsiveness in a competitive market landscape.

6. Enhanced Candidate Experience

A favorable candidate experience is vital for attracting and retaining top talent in the healthcare sector. Recruitment firms prioritize delivering candidates a smooth and tailored experience from initial contact to onboarding.

By outsourcing HR recruitment, healthcare organizations can ensure that candidates receive timely communication, valuable feedback, and a transparent view of the recruitment process. This enhances the employer's brand and reputation, making it more likely for top candidates to accept job offers and become long-term contributors to the organization's success.

Conclusion

In conclusion, delegating HR recruitment to specialized firms provides numerous advantages for healthcare organizations aiming to attract and retain top talent. From accessing specialized expertise and strategic hiring practices to promoting diversity and inclusion and realizing cost savings, outsourcing recruitment functions can be a game-changer for businesses looking to build high-performing teams and drive sustainable growth. By collaborating with recruitment agencies that comprehend the distinct requirements and obstacles of the healthcare sector, organizations can gain a competitive advantage and position themselves for success in an ever-changing market environment.

[constructionsafetynetwork]

Embracing Diversity and Inclusion in the Construction Field

The construction industry, historically known for its homogeneity, is increasingly recognizing the importance of diversity and inclusion in the construction field. This article explores why incorporating a diverse workforce and inclusive practices is not only a moral imperative but also a strategic advantage. We will delve into the benefits, challenges, and strategies for fostering diversity and…

[ourjobagency]

 Diversity and Inclusion in the Workplace: Why it Matters

In today's rapidly evolving business landscape, the significance of diversity and inclusion in the workplace cannot be overstated. Companies worldwide are recognizing that fostering a diverse and inclusive environment isn't just a moral imperative; it's a strategic advantage. In this blog, we will delve into why diversity and inclusion matter in the workplace and how they contribute to a thriving and innovative corporate culture.

1. Fostering Innovation and Creativity:

Diverse teams bring together individuals with different perspectives, backgrounds, and experiences. This diversity of thought fuels innovation by encouraging fresh ideas and unique problem-solving approaches. When employees from various backgrounds collaborate, they can create solutions that may not have been possible in a homogenous group. This innovation can give companies a competitive edge in a constantly changing market.

2. Better Decision-Making:

A diverse workforce enhances the quality of decision-making. When diverse teams come together, they bring a broader range of insights and viewpoints to the table. This diversity helps in evaluating options more thoroughly, reducing the risk of groupthink, and arriving at more well-rounded decisions that consider various perspectives.

3. Attracting Top Talent:

A commitment to diversity and inclusion can be a powerful magnet for top talent. Prospective employees, especially the younger generation, value workplaces that reflect their values and embrace diversity. Organizations that actively promote diversity are more likely to attract a diverse pool of candidates, ensuring access to the best talent available.

4. Increased Employee Engagement:

Inclusive workplaces foster a sense of belonging among employees. When individuals feel valued and respected, they are more likely to be engaged and motivated in their work. High levels of employee engagement are linked to increased productivity and lower turnover rates.

5. Better Customer Understanding:

A diverse workforce is better equipped to understand and serve a diverse customer base. Companies that reflect the diversity of their customers can better cater to their needs, leading to improved customer satisfaction and loyalty.

6. Legal and Ethical Considerations:

There are legal and ethical obligations associated with diversity and inclusion. Many countries have enacted laws and regulations to promote equal opportunities and prevent discrimination in the workplace. Organizations that fail to prioritize diversity may face legal consequences and damage to their reputation.

7. Enhancing Reputation:

A commitment to diversity and inclusion can significantly boost an organization's reputation. Companies known for their inclusive practices tend to receive positive media coverage and public recognition. A strong reputation can attract customers, investors, and partners who want to associate with socially responsible organizations.

8. Reflecting Global Markets:

In today's globalized economy, businesses often operate in diverse markets. Having a diverse workforce that reflects the diversity of these markets can be a strategic advantage in understanding and connecting with customers and partners worldwide.

9. Driving Profitability:

Studies have shown that companies with diverse leadership teams tend to be more profitable. McKinsey's "Diversity Matters" report found that companies in the top quartile for gender and ethnic diversity were more likely to outperform their peers in terms of profitability.

In conclusion, diversity and inclusion in the workplace are not just buzzwords; they are essential components of a successful and forward-thinking organization. Embracing diversity and fostering an inclusive culture can lead to greater innovation, better decision-making, increased employee engagement, and enhanced reputation. By recognizing the value of diversity and taking concrete steps to promote inclusion, businesses can position themselves for long-term success in an increasingly diverse and interconnected world.

[the-potato-beeper]

i've got an interview today! it's just to see if i'll do this job as an undergrad baby-TA again next semester, so i'm not too worried. it'll only be 15 minutes, and i've been fine with the job this semester

[sanchoyo]

interview in an hour send good vibes besties 🥺

[genderkoolaid]

In Los Angeles, one of the queerest cities in the United States, there are surprisingly few spaces where trans masculine individuals can find solidarity and community. For some, trying to fit into queer spaces after transitioning can be an isolating experience once they start to pass as men. “In general, people can’t necessarily look at me and know that I’m trans,” says Devyn Payne, jumping rope outside to warm up ahead of his match. It’s now different for him to enter LGBTQ+ rooms where lesbians might read him as a straight man or gay men might not recognize him as trans. “Passing as a Black man, my experience has been different in sapphic spaces ... I don’t necessarily feel welcomed [anymore].” The 27-year-old used to wrestle competitively in high school, but three years after coming out as trans he is now rediscovering his joy in the sport and reconnecting with the queer community in a different way — tonight by wrestling another trans man in a neon green jock strap under the alter ego “T-Payne.”

“Before I went to my first Trans Dudes of LA event, I had no trans men friends,” Payne says. “I can’t necessarily relate to [cisgender men]. So it’s great to have people who I can talk about the changes of being on testosterone.” [...] In this room full of transgender people, the weight of a gender binary disappears. Masculinity becomes play material, a performance to bend and break. People dressed for the part exude “Brokeback Mountain” homo-eroticism, another pair act out a construction worker role-play in a BDSM scene in which a plastic hammer is shoved in the mouth. Cal Dobbs, dressed for the part as a judge for the tournament, wears a white wig reminiscent of the founding fathers and a thong under his black robes. (“RBG, classic sex symbol,” Dobbs explained of his costume inspiration from the late Supreme Court Justice.) “Trans men and trans masculine people are redefining masculinity,” says the 27-year-old, who was the first trans person to run across the transcontinental United States. “[Wrestling] is a hyper masculine sport, [but the competitors] bring an element of humor and romance and cuteness to it that makes everyone feel really comfy and safe.” [...] In the weeks leading up to the big performance, Elías Naranjo and Arón Sánchez-Vidal had practiced their wrestling routine weekly for a month, familiarizing themselves with consent and boundaries to make sure they wouldn’t hurt each other. “I was asking them, ‘Is it OK if we kiss? Is it OK if I pick you up and grind on you?’ And he was like, ‘Yeah, I’m open to it,’ ” says Naranjo. But on the spot the two also decided to improvise as Sánchez-Vidal took his testosterone shot on the wrestling mat — a moment met with thunderous applause. The two entered the ring waving Mexican and Peruvian flags dressed as vaqueros. “EL VAQUERO... STR8 4 PAY?” read a sign that Sánchez-Vidal’s girlfriend had made to cheer on her partner. “There’s so much in being brown and trans and queer,” says Naranjo. “We want to show up and take up space ... we’re Peruvian, hot and trans.” The two won best partners, splitting a $150 cash prize at the end of the tournament. Inclusiveness was on the forefront of co-organizers Miller and Bandrowski’s minds as they planned this event. They prepped over 200 hot dogs to feed their hungry fans, a hot and heavy playlist to rally their attendees, and hired ASL interpreters to make the event accessible for deaf members of the queer community. This was their biggest event yet.

[chuplayswithfire]

Modern AU Stede is incredibly funny because he is incredibly cringe and obtuse in a well-meaning but embarrassing way. Like, you can translate his introduction to Spanish Jackie's bar and his approach to piracy in so many ways:

He's the guy who opens up a tattoo parlor and has all of the tattoo machines and ink and the designs and then decides well, guess I should learn how to tattoo!

He's the guy who opens a gay bar because he's always wanted to be part of an inclusive community and buys all of the liquors and mixers and gets the permits and hires the staff and then thinks to himself, well I guess it's time to learn how to mix drinks!

He's the guy who gets himself a table in artist's alley at San Diego Comic Con and then decides well it's time to learn how to draw!

He spends all the money and procures items needed to succeed first and acquires the practical skill dead last. He introduces himself in flamboyant and quite frankly embarrassing ways, never fits in, is always doing his own thing, and it's embarrassing as hell, but it's also utterly endearing.

He's not the guy who comes in and demands that people change their behavior or conform to standard, but he is the guy who utterly fails to understand the social norms of the room he's burst into.

[askagamedev]

Hi! I’m a Brazilian fan of your work, and I want to thank you for all the content you share. I often see heated discussions about the role of consulting companies in game development, and I’d love to hear your perspective. In practice, how much influence do these consultancies have on making changes to a game? Do you think they have the power to shape development in a meaningful way? Thanks for your time!

Consultants have as much power as the studio or publisher gives them. When Nintendo hires a consultant to act as the team's executive producer/director (e.g. Masahiro Sakurai via Sora Ltd.), then that consultant will have as much power as a director of the project, granting him broad authority to do what he wants. When the Tony Hawk Shred team hired a physics professor to consult on the physics of skateboarding, they tasked him with coming up with a control scheme that felt like actual skateboarding. He didn't have any more power or responsibility than that. In my experience, companies hire consultants to ask them questions about their specific area of expertise and then they can choose whether they want to listen.

I suspect your question is primarily about a particular consulting company about Diversity, Equity, and Inclusion. These folks aren't any different from the WWII consultants that were hired by the Call of Duty team to make sure the games felt real. Consultants are usually there to provide advice and answer our questions. It is up to the company's leadership above them to decide whether to make the choice. A company like Sweet Baby Inc. is generally brought on to answer questions about the representation of people within the game they're consulting on, since that is their field of expertise. Whether the devs doing the narrative design, quest design, cinematic design, character design, item design, etc. take their suggestions is dependent on the decisions of the team leadership.

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[ddollfface]

𝐀 𝐒𝐞𝐥𝐟𝐢𝐬𝐡 𝐉𝐞𝐚𝐥𝐨𝐮𝐬𝐲

𝙆𝙞𝙮𝙤𝙨𝙪𝙢𝙞 𝙆𝙖𝙩𝙤𝙪 𝙔𝙖𝙣𝙙𝙚𝙧𝙚 𝙃𝙚𝙖𝙙𝙘𝙖𝙣𝙤𝙣𝙨 (𝙋𝙖𝙧𝙩 1.)

Warnings; reader is a girl, yandere behaviors, misogyny, groping, letters/stalking, Kiyosumi is just an asshole, obsessive thoughts/idealizations, ngl this is a little rushed, bad writing, and me rambling some more :) If I missed anything, then please let me know ♡ Heyy, this is part two for the Kiyosumi headcanons. I'm still so confused as to why there's a word limit on Tumblr, nor do I know how I'm exceeding it?? Like I swear I've seen other authors go far pass what I'm writing (?). I don't know man... but we live on anyways :/

The second type of reader I can see Kiyosumi with is a spit-fire darling, someone who doesn't take any shit, and will call you out on it. She may or may not have some anger issues, willing to scream in your face if she thinks you've disrespected her (or someone she's close to). I like to think of this darling as an enemies-to-lovers troupe, and this darling is likely a fighter of some sort, bonus points if she practices karate.

Now, Kiyosumi originally hates you, absolutely wanting nothing than to tear you into pieces, pound his fist into your face.

Everything about you pisses him off, down to your stupidly soft hair, your firey eyes, your smooth skin, and god dammit, your muscles look abnormally nice today-

Okay, he may have a thing for you, but what can he say? You're a girl in the martial arts world, something that's not common whatsoever. And you're mildly attractive, just a pretty thing to look at, that's what he thinks anyway.

Kiyosumi will try to degrade you, saying that you're just a trophy wife, some inclusion hire, or some crap, anything to push off his feeling for you. He hates that he finds you attractive, strong, and all the things. He's jealous. He wants to be you, you, you.

Why do you get all the recognition? What does Doppo fawn over you, congratulating you on your success, teaching you new things? Why didn't he get that same treatment? It just isn't fair, he's just as good as you, no, he's better, stronger even.

Kiyosumi is no doubt a misogynist, someone who doesn't respect women on the level he should. He doesn't believe that women should be in the martial arts world, something about how they're far too weak, not capable enough to survive in that type of environment (if you're wondering, I think majority of the fighters have this type of sentiment, some more than others).

So imagine his surprise when he sees you waltzing into the arena/dojo, or whatever fighting environment the two of you are in. At first, he laughs, not beliving his eyes, then he's taken aback, eyes blown wide when you take down your opponet with ease. Now his ears are bright red, completely embarrassed that you clearly surpass him strength-wise.

I'm not too sure if you know this quote, but I first heard of it from this Holocaust survivor named Elie Wiesel, and he stated, "The opposite of love is not hate, but indifference..." I believe that to be immensely true, especially in this situation with a yandere Kiyosumi!

His hatred quickly turns into this selfish want, into a need to prove himself to you and keep you for himself. Though his thoughts were already twisted; how can they not? Especially when all he could think was how much better you'd look with your face crushed in, his hands bloody, and your legs contorted in all which ways (not like that). Nothing better than to see that kind smile wiped from your face, replaced with tear-stained cheeks and puffy eyes. Yeah... he likes that far better.

But what is he supposed to think when those dark desires become... warped. Now, when he thinks of you, he thinks of how pretty you'd look covered in... him, not blood, but something different. He begins to think you're pretty, not just covered in blood, with teary eyes, but in a sundress with your hair up. Not only that, but he stops cringing whenever you smile, instead, he thinks that the way your eyes crinkle is pleasing to the mind, or how your hair frames your face nicely. Your fighting style isn't stupid anymore. Now it's fuckin' awesome! And how dare those other men even glance at you while you look so badass? Who do they think they are? Do they think they even have a chance with a babe like you? Hell no, that's for him, him, him.

Oh boy, and when you meet Katsumi? Sheesh, that's when things go downhill. Kiyosumi is now paranoid, obsessing over you, you, you. Everything you do is monitored by Kiyosumi, whether you know so or not, wanting to know what you're doing at every waking moment. Kiyosumi has strayed from his original intentions. His feelings for you become warped as he slowly drifts further and further away from reality.

If you really think about it, Kiyosumi is like Katsumi but far grosser. Actually, I take that back. As yanderes, Kiyosumi and Katsumi are on the same level, but Katsumi hides behind this boy-next-door mask, allowing himself to get away with far more. Kiyosumi doesn't have that privilege, so he turns to... unorthodox methods of courting you.

Now you have these creepy ass fotos of you appearing at your work, doorstep, hell, even your purse! They're everywhere, and all you know is that it's from "K...", as your stalker titles it. (Kiyosumi is drunk out of his mind when he sends you these little letters, meaning his penmanship isn't the best... half the time he can't even write his whole name, leading to the K to be pronounced, but the rest of the letters to turn into scribbles lol)

Not only that, but now you feel like you're being watched, like there's a pair of eyes always on you, especially when you're taking a shower... creepy. It's as if there's some kind of shadow always looming over you, causing others to steer clear of you, not wanting to have to do anything with your stalker. It's as if he's right next to you.

And you have a hinting suspicion that it's Katou, seeing as he can't keep a straight face with you, baring his heart on his sleeve. Besides, you can't help but feel unwary whenever he's around.

He stands far too close to you, taking every chance to spare with you, touch you, smell you. Yeah... let's just say you've beaten his ass once or twice. The guy just won't take a hint! Now, it's beginning to piss you off, and you're just about ready to give him a piece of your mind!

Like who does this guy think he is? Touching you as if he has the right? Letting his hands wander down your thighs when you're just supposed to be having a friendly match, does he think you're going to let that slide? Yeah right! His advances just make you punch harder, and him fall deeper.

It's an endless cycle that's coming to a climax rapidly. This onesided romance is just brewing tension between the two of you, one is romantic, and definitely sexual, while the other one is spewing vile hatred.

Kiyosumi doesn't even take a hint when you scream in his face, telling him to fuck off. All he does is adjust his pants and grin, loving how heated you're getting, which just encourages your anger more.

He wants you to keep running your mouth. Yeah, get mad at him, yell at him, tell him how much you hate him. God, it really gets him hard when you talk to him like that, sweets. Don't you know you have quite the mouth? Don't worry, babe, he knows you love 'em, just give it time, time is all he needs.

[darkeagleruins]

Tim Walz' first executive order was to create a DEI council that derided America as systemically racist and proposed “anti-racist practices” as a solution to “whiteness.” Walz also hired a “Chief Inclusion Officer” tasked with adding DEI to hiring and promotion practices.

[verysaladobservation]

Strategic Hiring: The Crucial Role of Recruiting Firms in Building Inclusive Cultures

In the ever-changing terrain of contemporary workplaces, where the significance of diversity and inclusion transcends mere trendy expressions, the function of a recruiting firm has transformed into a strategic alliance that surpasses traditional hiring methods. This article delves into the multifaceted ways recruiting firms contribute to companies' success by identifying candidates who possess the necessary skills and align with the organization's values, fostering a positive and inclusive workplace culture.

Understanding the Shifting Paradigm of Talent Acquisition:

The traditional approach to talent acquisition, focusing solely on qualifications and experience, is undergoing a significant shift. As organizations recognize the benefits of a diverse and inclusive workforce, there is a growing emphasis on strategic hiring practices. With their expertise in talent acquisition, recruiting firms play a pivotal role in navigating this changing paradigm, aligning their strategies with the evolving needs of companies.

Tailoring Recruitment Strategies for Diversity and Inclusion:

Recruiting firms operate as strategic partners, tailoring their recruitment strategies to address their client's unique needs and goals. In the realm of diversity and inclusion, this involves developing targeted plans that actively seek out candidates from various backgrounds. By collaborating closely with the hiring company, recruiting firms ensure that the candidate pool reflects a diversity of perspectives, fostering creativity, innovation, and overall organizational success.

Cultural Alignment: Beyond Skills and Qualifications:

While skills and qualifications are undoubtedly crucial, a more nuanced approach to hiring considers cultural alignment a key factor. A recruiting firm stands out in pinpointing candidates who have the necessary skills and resonate with the company's values, mission, and overall workplace culture. This holistic evaluation ensures that candidates contribute positively to the workplace atmosphere, reinforcing a sense of belonging and shared purpose.

Inclusive Hiring Practices for Enhanced Performance:

Inclusive hiring practices are integral to creating an environment where employees feel valued and supported. Recruiting firms actively seek candidates who not only bring diversity but also contribute to the creation of an inclusive workplace. By focusing on hiring individuals with varied perspectives, backgrounds, and skill sets, these firms help organizations build teams that are adaptable, resilient, and capable of navigating the challenges of a rapidly evolving business landscape.

Strategic Talent Mapping: A Comprehensive Approach to Hiring:

Recruiting firms employ strategic talent mapping as a proactive approach to identifying potential candidates who align with the organization's goals. This involves creating comprehensive profiles that encompass both professional qualifications and cultural fit. By presenting a detailed overview of each candidate, including their potential contributions to the organizational culture, these firms ensure that the hiring process is not merely transactional but strategic and aligned with long-term organizational goals.

Reducing Turnover Through Cultural Fit:

The strategic approach taken by recruiting firms, emphasizing cultural fit, significantly contributes to reducing turnover rates. Candidates who align with the organizational culture are more prone to remain dedicated and involved in their positions. This not only saves organizations the costs associated with frequent turnover but also contributes to the overall stability and success of the company.

Fostering Positive Company Cultures: A Shared Responsibility:

A positive company culture is a powerful asset that goes beyond the immediate benefits of employee satisfaction. Recruiting firms actively contribute to the cultivation and enhancement of this culture by aligning the hiring process with the values and goals of the company. Whether through targeted recruitment campaigns, diversity initiatives, or cultural assessments, recruiting firms play a key role in cultivating a setting where employees flourish, collaborate, and are integral to the organization's overall success.

Continuous Adaptation in a Shifting Business Landscape:

The business landscape continually evolves, and recruiting firms are crucial in helping organizations adapt to these changes. This includes staying abreast of emerging trends in diversity and inclusion, adjusting recruitment strategies accordingly, and incorporating innovative approaches to talent acquisition. As workforce dynamics transform, recruiting firms act as strategic advisors, guiding companies toward building resilient, future-ready teams.

Conclusion: Transformative Partnerships for Future Success:

In conclusion, the partnership between recruiting firms and companies is no longer confined to the transactional aspects of hiring. It has evolved into a transformative alliance where the strategic expertise of recruiting firms aligns with the long-term goals of organizations. By emphasizing diversity, cultural fit, and inclusive practices, recruiting firms create positive workplace cultures that drive success in a competitive business environment. As organizations persist in maneuvering through the complexities of an ever-evolving world, the strategic guidance provided by recruiting firms stands as a beacon, illuminating the path toward sustained growth, innovation, and inclusive excellence.

[wlwcatalogue]

Female Queer Icons of Hong Kong // Yam Kim Fai (任劍輝) and Pak Suet Sin (白雪仙)

Photo 1: Promotional photo for 1955 contemporary movie The Model and the Car (玉女香車) (no video available) (Source: LCSD Museum Collection Search Portal)

Photo 4: Photo from Sin Fung Ming Opera Troupe's 1958 trip

Photo 5: Photo from a 1962 newspaper feature on Yam, Pak, and others at their (?) summer villa in Central, Hong Kong

Photo 6: Christmas celebrations with Yam, Pak, and their protégés of the Chor Fung Ming Troupe

Far and away the most iconic duo in Cantonese opera, Yam Kim Fai (任劍輝) and Pak Suet Sin (白雪仙) – commonly referred to simply as Yam-Pak (任白) – were famed for their partnership both on and off the stage… Click below to learn more!

Edit on 28/07/2023: Updated to link to a photo of the entrance to the Hong Kong Heritage Museum’s Pop Culture 60+ exhibit, and to add information regarding Yam and Pak's marriage status.

Iconic? How?

Yam-Pak are the face of Cantonese opera; you can't talk about the latter without mentioning the former. It's to the point where a gigantic picture of them graces the entrance to the Hong Kong Heritage Museum’s permanent exhibition on Hong Kong pop culture’s evolution across the past 60 years (“Hong Kong Pop 60+”) - they are the first thing you see upon entering!

Best known as the originators - with Yam playing the male leads and Pak the female leads - of five masterpieces of Cantonese opera, namely:

1. Princess Cheung Ping (帝女花) 2. The Legend of the Purple Hairpin (紫釵記) 3. The Dream Tryst in the Peony Pavilion (牡丹亭驚夢) 4. The Reincarnation of Lady Plum Blossom (再世紅梅記) 5. Butterfly and Red Pear Blossom (蝶影紅梨記) (Note: Princess Cheung Ping, Purple Hairpin, and Butterfly and Red Pear Blossom were made into abridged movie versions, with the Sin Fung Ming troupe members reprising their roles from the theatre productions. Also, the "Fragrant Sacrifice" (香夭) duet from Princess Cheung Ping (movie clip) is one of - if not the most - famous songs in Cantonese opera.)

Yam and Pak were the leading pair and co-founders of the legendary Sin Fung Ming Opera Troupe (仙鳳鳴劇團; 1956-1961), which is widely held to have pushed Cantonese opera forward as an artform due to Pak and scriptwriter Tong Tik Sang’s (唐滌生) emphasis on poetic libretti and adapting source material from Chinese literature and history. (Note: it has been common practice since the 1930's for Cantonese opera troupes to be founded by key actor(s).)

They were also very active in the Hong Kong film industry in the 1950's, being paired in over 40 movies together across roughly 8 years. One of those – the aforementioned Butterfly and Red Pear Blossom (蝶影紅梨記) – is the sole Cantonese opera movie on the Hong Kong Film Archive’s 100-Must See Hong Kong Movies list (IMDB list / archived version of the official PDF). It's a well-deserved inclusion - check out this beautifully-shot dance scene.

Even their post-retirement activities had a significant effect on the industry! In the early 1960’s, they held auditions for prospective students and provided - for free - systematic, hands-on training to those who passed; Yam and Pak even hired other veterans to teach skills they personally were not as familiar with. Prior to this, apprentices were expected to learn primarily from observing their masters, and to pay handsomely for the privilege. Yam-Pak’s methods proved exceedingly effective: the Chor Fung Ming Opera Troupe (雛鳳鳴劇團; 1963-1992) starring their apprentices reigned supreme in the 1970’s-1980’s. Following this success, Cantonese opera institutes - most notably the major 1900s-era guild, the Chinese Artists Association of Hong Kong (八和會館) - started to offer systematic coaching to young hopefuls in the 1980's.

Okay, so why are they queer icons specifically?

The lazy answer is that they're queer icons because nearly all of Yam's roles were male, so Gender is involved by default, and since most hit Cantonese operas of the time were romances, that means you get to see two female actors performing being in love onscreen (and also on stage, but there aren't any video recordings from back then). So far, so Takarazuka Revue.

Female actors playing male roles in Cantonese opera To give some context, each Cantonese opera performer specialises in one of four major role-types, and Yam was a sung (生) - i.e. an actor specialised in playing standard male roles. Female sung were fairly common in the 1910's-1930's due to women being banned from performing with men during that period, but when the ban lifted in the mid-1930's, many troupes shifted towards cis-casting. Yam was pretty much the only one whose popularity survived the transition. Just take a look at the huge number of Cantonese opera movies produced during the 1950’s-1960’s – you’ll be hard-pressed to find a female sung other than Yam, let alone one with top billing. Happily, thanks to Yam's immense popularity, her profilic film career (over 300 movies!), and the prominence of Sin Fung Ming works in the Cantonese opera canon, there has been a resurgence in female sung which endures to this day. Two noteworthy examples are Yam's protégé Sabrina Lee/ Loong Kim Sang (龍劍笙) - a star in her own right - and Joyce Koi/ Koi Ming Fai (蓋鳴暉), one of the biggest names still active in the industry. (Note: perhaps due to cinema being more "realistic" in nature, Yam's early movies often involved her playing female characters cross-dressing as men, including in some Cantonese opera movies. However, she received increasingly more male roles as her fame grew, and from the mid-1950's onwards she was playing male characters onscreen nearly exclusively-- even in non-Cantonese opera movies! See Photo 1 above.)

What sets Yam and Pak apart is that they were particularly known for their chemistry. Long before Sin Fung Ming's formation in 1956, the advertising copy for their first Cantonese opera movie together - Frolicking with a Pretty Maid in the Wineshop (酒樓戲鳳, 1952) - declared "Only this movie has Yam-Pak flirting on the silver screen" (source - 華僑日報 1952/05/23-26). And indeed, they were popular for their flirtatious duets: their Cantonese opera works invariably contained at least one, and such scenes made it into some of non-Cantonese opera (i.e. "contemporary") movies too. In fact, there are not one but two contemporary movies where Yam and Pak's characters are not paired up and yet still sing a duet together in such a way that their significant other(s) become convinced that the two are in romantically interested in each other - see 1952's Lovesick (為情顛倒) and 1956's The Happy Hall (滿堂吉慶) - a weirdly specific situation which doesn't crop up in the other, non-Yam-Pak movies I have seen.

Speaking of contemporary movies, let's talk about a certain plotline that keeps cropping up in works featuring the both of them and where Yam plays a woman! Six of the eleven movies which fit that criteria involve Yam's character cross-dressing as a man (a common characteristic across Yam's handful of female roles), and Pak's character falling for her. Nothing ever comes of it, of course, but, um. It was certainly a trend. Actually, even their very first movie together - 1951's Lucky Strike (福至心靈) - falls into this category.

Such storylines, and the emphasis on their chemistry, are particularly interesting given that both Yam and Pak remained ostensibly unmarried throughout. This was unusual for female performers of their stature, who tended to wed in their twenties, often to fellow-actors or wealthy men (e.g. Hung Sin Nui/紅線女, Fong Yim Fun/芳艷芬, and Tang Pik Wan/鄧碧雲)... In contrast, by the time Yam-Pak retired from the stage in 1961, they were both over 30 years old and without husbands.

Also, did I mention they were popularly believed to be living together? There doesn't seem to be any conclusive evidence either way... although it's a little strange that separate newspaper pictorials depicting "Yam at home" and "Pak at home" seem to be of the same location... however what is conclusive is that they did spent a lot of time together offstage. Pak has talked about how when they had no guests over, Yam would watch TV by herself while Pak was in the living room (source - p93), and protégé Mandy Fung/ Mui Suet Sze (梅雪詩) has said that Pak would sometimes cook for Yam at home (source - 03:53~). They would also celebrate birthdays, New Year's, and Christmas together (see Photo 6 for an example of the latter).

Shortly after Yam's passing in 1989, Pak set up the Yam Kim Fai and Pak Suet Sin Charitable Foundation (任白慈善基金) to support the arts and provide welfare for the elderly. In 1996, Pak made a large donation to Hong Kong University, resulting in one of the buildings being renamed Yam Pak Building (任白樓) in thanks (source).

Thanks for reading! Please feel free to DM me or send an ask if you have any questions, or are just interested in learning more.

If you made it here, have this bonus piece of trivia - Yam and Pak were also well-acquainted with Hong Kong's preeminent queer icon, Leslie Cheung (張國榮), who was a massive fan of theirs. Sadly there don't seem to be any pictures of them before Yam's passing, but here's one of Pak (centre) having afternoon tea with Cheung (left) and his long-term romantic partner Daffy Tong (唐鶴德) (right) at the Cova cafe in the Pacific Place shopping mall.

[covid-safer-hotties]

School’s back and so is a COVID-19 surge: Protecting kids and precarious workers - Published Aug 30, 2024

While the chance of dying has decreased, we should be concerned about the serious long-term complications that can follow an infection.

The 2024 school year is beginning amid one of the biggest COVID-19 waves of the pandemic.

One U.S doctor states, “This is a very significant surge. The levels are very high. They’re the highest we’ve ever seen during a summer wave.” It might be hard to think about, but we’re still in a pandemic and experts are warning against COVID-19 complacency in schools.

Dying with COVID-19 in the acute phase may have decreased, but complications from an infection exist — more than 2 million Canadians have “long COVID” (LC). In this context, societies that see themselves as equitable, inclusive and just need to consider if they’re doing the best job protecting their more vulnerable members, like children and many precarious workers. Research shows governments are not doing the best protecting the rights of children in a crisis, and reports from workers indicate some feel abandoned and left to deal with scary health situations, largely on their own. For school staff, students, their families and communities, this all seems quite cruel. It does not need to be this way.

Organizations are working to make Ontario schools safer. Ontario school safety advocates for cleaner air in schools and research shows schools are safer when things like masking and vaccination are in place. However, these measures are generally not being followed.

Dr. Pantea Javidan writes, “the lack of health and safety in schools resulting from zero-mitigation policies continues to cause great physical and psycho-social harms to children and families.” One study found 14 per cent of adolescents who have gotten COVID-19 developed some LC symptoms. Another study found 45 per cent of infected children with at least one persisting LC symptom. For workers with LC, about 14 per cent have not returned to work within three months since their infection. Many people have been knocked off career paths because of LC. It is a public health crisis for workers and youth.

Allowing uncontrolled spread in communities and schools will likely see the crisis grow, so schools need to be made safe. Not making schools safe violates children’s rights because children’s rights to education include the right to an environment that is safe and not harmful to one’s health.

Kids are major spreaders of COVID-19 and with certain policies, the schools they attend can be safer. HEPA filters should be in every classroom and always on.

Businesses like the Apricot Tree Café in Mississauga are committed to clean air, use HEPA filters and are considered a leader in COVID-19 safe business practices. The owner reports not being sick in four years despite working in a high-risk industry. If a private restaurant can provide clean air, so can the public school system. Not doing so may violate certain human rights.

Dr. Javidan argues “policies threatening the life, health, and education of children are cause for alarm among defenders of human rights.” Importantly, human rights overlap into workers’ rights. In the U.S., workers have been disabled at an unexpectedly high rate since the pandemic began, and researchers are wondering if there’s a COVID-19 connection.

My research looks at precarious occasional teachers (OTs) in Ontario during COVID-19 and ways to make work safer for them, which makes schools safer for students. For example, hiring more secure contract teachers can reduce class sizes making them safer. Higher OT pay, basic income, and paid sick days could help by enabling sick people to stay home. OTs in B.C. make significantly more money per day than Ontario OTs, so higher wages are possible.

Ontario OTs have no paid sick days and can be exposed to multiple schools and hundreds if not thousands of students and staff, which puts them and others at risk. Higher wages and/or a universal basic income allows OTs to have a buffer due to lost income from days absent. A policy of paid sick days can stop sick workers going to work and helps a robust economy.

There are many educational and employment policy options available to reduce COVID-19 levels and protect students and workers during the 2024/25 school year. To uphold the rights of children and workers, these policies should be advocated for by community groups and unions, and adopted by governments and school boards.

[end-otw-racism]

2023 Board Candidates

We have taken time to go over the bios and platforms presented by the current candidates, and will here present our thoughts for each on how we feel they align with our campaign's goals at this stage. We are particularly concerned with how willing and capable we feel they would be in helping the OTW meet its commitment towards developing anti-racist policies and practices.

We encourage everyone to read the platforms for themselves, and we look forward to getting to know each candidate more during the question-and-answer period. 

Anh P.

Gave no pronouns, the bio uses they/them.

Anh P. identifies the OTW's lack of transparency as a direct symptom of its current structure and human resource management not being up to the task of managing its 900+ volunteers, but does not offer solutions in their platform at this time. Their main focus seems to be reaching out towards new fans, particularly in non-English-language fandoms, for which their international, non-Anglo background and perspective are well-suited. However, they do not specifically acknowledge racism as a distinct problem nor do they indicate that they would prioritize anti-racist goals. They do not mention the Terms of Service (TOS), Policy and Abuse Committee (PAC), or their position on a Diversity, Equity and Inclusion (DEI) consultant, nor do they state a position on using funds towards hiring anyone for that position. 

Audrey R.

Gave no pronouns, the bio uses she/her.

Audrey R. has experience within the organization and has a background in policy and nonprofit work, which could translate well to the Board. The work she has done has been on the Strategic Planning committee, which has worked at a particularly slow pace (6 years for implementation of the strategic plan), which she acknowledges “does little to address immediate needs.” Her stated primary reason for running is to protect fandom from AI which, while admirable and important, is not our focus – and to that end, she does not mention racism or harassment at all. She expresses willingness to have paid employees and calls for a conflict resolution management system for volunteers.

Jennifer H.

Pronouns: she/they.

Jennifer H. specifically addresses the importance of communication with the OTW’s user base. She also speaks to the need for complete structural reform. Her platform indicates an experienced perspective on what she can accomplish as a Board member and a willingness to do the hard work to make things better. We find their platform promising in that they are directly addressing issues we have raised, show these issues to be a priority, and express an understanding of the difficulty of the road ahead, but a willingness to do the hard work anyway. She seems to have a bit less experience working for the org, having only joined in 2022, but that is not necessarily a point against them. 

Kathryn S.

Gave no pronouns, the bio uses she/her.

Kathryn S. has experience in non-profit work and community activism, implementing DEI efforts and Human Resources (HR) experience which seem to make her a good fit for the Board and realizing our goals. She explicitly prioritizes the hiring of a DEI consultant along with an HR position. She does mention “recent controversies” in her platform, though she does not specify which ones. Her experience with the OTW is significant, at 9 years. 

Qiao C.

Pronouns: she/her.

Qiao C also brings an international fandom perspective and focuses primarily on the importance of communication inside and outside the organization. She makes a very brief mention of updating the TOS. She does indicate she would like to hire an HR professional, but her platform – while it mentions the recent protests and spends time discussing diversity issues – makes no explicit mention of racial issues outside bringing in more diverse volunteers. We do feel that more diverse voices within the OTW are important, though diversity alone is not going to solve the issue of racist harassment currently allowed in the OTW’s policies and enforcement practices. There is nothing else in her platform that speaks to dealing with racist harassment, updates to the TOS, or hiring a DEI consultant. 

Zixin Z.

Gave no pronouns but the bio uses she/her.

Zixin Z would also bring an international presence to the board. She mentions the need for structural change, paid positions, and increased documentation to prevent the loss of institutional knowledge. She also mentions the need for outreach towards non-English-speaking fans and has a desire to provide support to volunteers from minority groups. She does not mention racism, racist harassment, or hiring a DEI consultant in her platform, so outside the outreach and support she mentions, there is not enough for us to conclude that these would be priorities for her.

[Edited July 10,2023. Revised Zixin Z.'s position on outreach to be "towards non-English speaking fans and has a desire to provide support to volunteers from minority groups" and add "outside the outreach and support she mentions" to the subsequent sentence. Original stated the outreach would be towards "Chinese-speaking fans". ]

[Post updated with explanation of the scope of these summaries. Please reblog the completed version if doing so]

[meli-writes]

'we will not wait around for someone else to build the future for us'

hey so yesterday my union launched our manifesto and voted to reveal our membership numbers (1500+ and across the entire uk games industry)!

i just do discord admin (make it bearable to use lol) and data entry, but everyone else has put in incredible work making this. seeing this union build up strength over the last 5 years has been awesome, and i'm excited for how the next 5 are gonna go.

some extracts if you don't wanna click on the link:

The manifesto, which can be viewed here, outlines the IWGB Game Workers' mission, core values, and planned campaigns. Its five core values are stated as democracy, solidarity and care, taking action, education, and equality and justice. And its campaigns are listed as follows:

- Union recognition: Have all members recognized by their employers - Working hours and overtime: End reliance on overtime and crunch culture, obtain either a 4-day work week or 6-hour workdays without salary reductions, end "presenteeism", and guaranteed mental health days - Compensation: Mandate annual pay increases, improve baseline pay, obtain studio profit sharing, end the gender pay gap, equal parental leave, residuals or royalties, and improved pension - Accountability and transparency: Holding C-suite executives accountable for mergers, acquisitions, and redundancies, salary transparency, open book accounting, and publicly available diversity and representation statistics - Job security: Better protections against firing and redundancy, better communication in the event of redundancy, better redundancy pay packages, AI regulations, one-month minimum notice periods, end abuse of fixed-term contracts, and forcing entry-level jobs to have entry-level job requirements. - Equity and inclusion: Accessible working options, improved support for disability, neurodiversity, LGBTQ+, and mental health, enforcement of policies for handling misconduct, guidelines for inclusive language, removing barriers for workers coming from lower income brackets, more inclusive hiring process, compulsory DEI best practice training - Training and education: Improved professional development support, and mandatory sexual misconduct and antitrust training for C-suite and management - Contractual terms: Removing unreasonable non-compete and non-disparagement clauses, guaranteed ownership of personal side projects, guaranteed credits

the complete manifesto has gotten even more going on tho, with our mission and core values. so if you're a game worker, or you wanna know what the people who make the games you love need, then check it out <3

im not gonna make like direct refs to what i do IRL that often but like ye, this is my union and where i put my political energy ✨

[obsessivevoidkitten]

Ok so another one. Not a fanfic but I am just genuinely curious about Synthis. Because HOLY FUCK YOU CAN'T JUST DROP A BANGER CONCEPT AND EXPECT US(me) TO JUST BE SATISFIED WITH BEING RAILED, WORSHIPPED, AND RAVAGED BY A HOT 7ft TALL BEEFY BULL MAN (I am beyond satisfied but still...)

A company that sells their actual employees, regardless if they're hired for actual work or just to be sold, is kinda a really [insert word that would describe what I am feeling rn because there are too many] concept. Like... you probably just did it to give Arrin a way to be able to get his darling mate when they live in another planet and no other reason but you kinda dropped a really cool concept.

A company sells their employees (even if they have family or friends or people that care for them deeply) to random people and still manage to keep their facade as this Disney-like or Amazon-like company that just happens to have many branches (I'm trying and failing to make an analogy-thingy here). That could get very dark very quickly. Get-A-Darling®. Come get your submissive and breedable darlings here. We offer a wide variety of cute darlings. We got sleek and slender, muscular and tall, and chubby and squish-- oh the chief already got the squishy one... Anyway, we at Synthis believe in inclusivity and giving our customers full satisfaction, of course. We might even give you their (worn) underwear to see/sniff/smell if they'd be a great fit before you get them~

Ok, I'm getting off topic. What I am saying is that a company manages to keep their image as this respectable as respectable as a corporation that owns everything I guess... corporation even while they sell their employees to various individuals with various intents. Like, darling might be one of the very lucky ones. Sold to a soft Yandere who just wants someone soft, squishy, chubby, sexy, and cuddly to love, worship, breed, and adore. What if someone got sold to a Yandere Asshole or a regular slimy asshole? Or just sold to plain old slavery? Or shitty warehouse job with abusive management? Or for their organs?

What if they're doing double duty as the Syndicate from the Strom (Yandere Assassin/Bounty Hunter) one shot?

You dropped this really cool concept about a company that dabbles in human trafficking in order to cater to people who we may call “human fuckers” (they're freaky and horni and squishy and cuddly) and I just wanna say that I think that's fucking great and awesome

Also...

Do you think Synthis gave out their (to be sold) employees' worn underwear to the people that were going to buy them?

No they don't sell people with loving friends and family! That would make it harder to operate.

Mostly sell only to very specific clients.

I do like the used undies sampler pack idea to help them pick a person.

Organs can be grown and sold cheaply (synthis synthetics organs department) so no worry of reader sold for organs.

Possible for slavery, but the robots of the future are stronger, more willing, and overall cheaper since there's no med cost or food or sleep or even a habitat required. So it just isn't practical.

Most customers are looking for something to love them or slide their dick in.