#group d recruitment 2018

[tomorrowusa]

It's ironic that the administration of the oldest president could be marked by the emergence of a fresh crop of politically savvy young politicians.

David Hogg, one of the organizers of March For Our Lives, is co-founder of a group dedicated to supporting young liberals who run for office.

Leaders We Deserve describes itself as an "EMILY’s List for young people" and that's a useful way to look at it.

The PAC was founded just over five months ago and it's off to a good start.

A Democratic group that aims to recruit and support young candidates for state legislative office announced it raised more than $3 million in the latest quarter of fundraising.   Leaders We Deserve — a group founded by activist David Hogg along with Kevin Lata, Rep. Maxwell Frost’s (D-Fla.) former campaign manager — announced Wednesday its fundraising haul between October and December. More than 100,000 donations were made, with the average contribution being $25, according to figures first shared with The Hill. The group received donations from every state.

Their original goal was to raise $1 million but they took in triple that. And they are using those funds to help younger candidates in races where they can make the biggest difference.

In an interview with The Hill, Hogg said that the goal last quarter was to raise at least $1 million. Hogg, a survivor of the Parkland high school shooting in 2018 who also co-founded March for Our Lives, said the group would be announcing its next slate of endorsed candidates “very soon” and was in the “final stages” of choosing the next picks.   “Part of what we’re doing is really narrowing in on the states where young people can have the biggest impact and not just in voting for these candidates, of course, but voting in statewide races where they may be more inspired to turn out and vote in the first place, especially in a place like Montana, for example, where we could potentially help to break the supermajority,” Hogg told The Hill. Hogg also noted the importance of keeping young voters engaged, as they’ve proven to make or break key races. “The number one reason why young people have turned out to vote so much over the past three election cycles is because of Donald Trump in terms of voting against him, but Donald Trump is not going to be there forever,” said the Leaders We Deserve co-founder.   “And from the work that young people [have] done in the movements over the past several election cycles like March for Our Lives, the environmental movement, the movement for racial justice and others, we know that young people are one of our best ways of stopping Democratic backsliding, ’cause they turn out and vote in such a high rate,” Hogg said. “But we can’t just keep voting against things. We have to vote for something, and we also need to see ourselves represented in office to know that our votes are actually mattering and having an impact and to give us what I perceive to be the greatest way to help our democracy, which is hope.” 

People who vote are taken more seriously than people who don't vote. And one thing which encourages voting is having candidates who reflect the electorate.

Briefly mentioned in the article is that Leaders We Deserve places a high priority on state legislative races. Many disturbing anti-abortion and anti-LGBTQ laws get passed in red states because MAGA Republicans have supermajorities in legislatures.

If you're interested, visit their site. If you do contact them, encourage them to become active on Tumblr.

Leaders We Deserve | Invest in Young People

And because state legislative races deserve more attention, look up who represents you in your state capital. If it's MAGA Republicans, get active in the campaign of their Democratic opponents.

Find Your Legislators Look your legislators up by address or use your current location.

Thinking of running for state legislature yourself? The age and residency requirements are mostly lower than for Congress. See what the requirements are in your state.

Eligibility Requirements to Run for the State Legislature

Presidents Franklin Roosevelt, Jimmy Carter, and Barack Obama (among others) all served in their state legislatures at one time.

Perhaps you are one of the leaders your state deserves. 🙂

[religion-is-a-mental-illness]

By: Adrienne Lu

Published: May 31, 2023

As a growing number of colleges around the country have stopped using diversity statements, a lawsuit filed against the University of California system in May appears to be the first to directly challenge their legality. Experts are divided on whether the use of such statements by public colleges will pass legal muster.

John D. Haltigan, the plaintiff, is being represented pro bono by the nonprofit Pacific Legal Foundation. He is arguing that the University of California system’s use of diversity statements in hiring violates the First Amendment and represents unconstitutional viewpoint discrimination. Haltigan wants to apply for a tenure-track position in the psychology department at the University of California at Santa Cruz and is asking the court, among other things, for an injunction that would allow him to apply without submitting a diversity statement. The university system has required diversity statements in applications for tenure-track positions and promotions since 2018.

Haltigan describes diversity statements as modern-day loyalty oaths, comparing them to the anti-Communist pledges demanded of faculty members during the McCarthy era — a particularly sensitive topic at the University of California, which was notorious for firing professors over the pledges.

Haltigan argues that his commitment to colorblindness and viewpoint diversity, his objections to diversity, equity, and inclusion “ orthodoxy,” and his belief that a person should be considered based solely on individual merit mean he cannot compete for the Santa Cruz job. He referred a request for comment to his lawyers but posted on a blog in February that he believes “the DEI rubric in the academy has … contributed to creating a corrosive and hostile environment that is intolerant of viewpoint diversity and is anathema to high-quality research and teaching.”

The blog post includes a passage he wrote in response to the diversity-statement portion of the job application. He wrote that he has served as a mentor to “several students from underrepresented minority groups” and described how his previous research, “published in Child Development, provided insight into how the legacy of economic hardship may, in conjunction with biological and genetic factors, contribute to different stylistic ways of talking about early-life-attachment experiences among African American pregnant women.” The Pacific Legal Foundation has been seeking a plaintiff to challenge diversity statements for years and connected with Haltigan after his blog post was published.

Diversity statements typically ask job applicants — or employees seeking promotion or tenure — to discuss how they can contribute to a college’s diversity, equity, and inclusion goals. Supporters say the statements allow colleges to take relevant skills and experience into account as they seek to recruit and retain a diverse student body, a challenge that has grown increasingly critical as the nation’s demographics shift and many institutions battle shrinking enrollments.

Diversity statements have been used in higher education for nearly a decade, but they took off after the murder of George Floyd. In recent months a handful of states, universities, and state university systems dropped them, typically citing concerns about academic freedom. Lawmakers in 10 states have filed bills to ban colleges from using diversity statements, according to the Chronicle’s database of legislation to restrict DEI efforts in higher education.

Public universities have a First Amendment right to have their own values and mission statements, said Zach Greenberg, a senior program officer with the Foundation for Individual Rights and Expression, which has warned that diversity statements could be used as political litmus tests. But colleges may not force students or faculty members to adhere to values and mission statements, Greenberg said, “if they’re in political terms.”

“So, a university may say that we are antiracist, we believe in DEI, but we also welcome those with opposing views,” Greenberg said. A university can even encourage faculty to share those views, as long as it doesn’t cross the line into compelling them, he said.

While private employers are generally allowed to practice viewpoint discrimination, public universities, like other public employers, typically cannot discriminate based on political beliefs. “A public university can’t require its faculty to have certain beliefs,” said Brian Leiter, a professor of jurisprudence and director of the Center for Law, Philosophy, and Human Values at the University of Chicago, who has been a vocal critic of diversity statements. “No matter how laudable one thinks the beliefs are, it’s not allowed. And that’s just true of any public employer. There are very narrow exceptions.” Courts have ruled that government can base hiring decisions on political viewpoints only in very limited cases, such as political appointments, Leiter added.

But do diversity statements require a particular political viewpoint? Keith E. Whittington, a professor of politics at Princeton University, said that diversity statements, as they are commonly used in academe, “definitely run afoul of these kinds of viewpoint discrimination concerns.” For example, Whittington pointed to evaluation rubrics from the University of California system that downgrade applicants who say they treat every student equally. The rubric used by the University of California at Santa Cruz, for example, gives applicants less credit if they describe “only activities that are already the expectation of our faculty such as mentoring, treating all students the same regardless of background, etc.”

“There’s a real tendency to want to extrapolate from people’s political views, that may be publicly expressed, to make inferences about how they might treat students in the classroom,” said Whittington, who also serves on the academic committee of the Academic Freedom Alliance, a group of faculty members who seek to uphold academic freedom, which has urged colleges to stop requiring diversity statements.

Brian Soucek, a professor of law at the University of California at Davis, has argued that diversity statements can be constitutional, if used correctly. He previously served as chair of a systemwide committee on academic freedom for the University of California that provided input for the university system’s latest recommendations on the use of DEI statements.

Soucek recommends that in order to avoid infringing on academic freedom, faculty members, rather than administrators, should determine how to judge applicants. In order to avoid comparisons to loyalty oaths, he recommends that colleges ask what applicants “have done or plan to do, not what they believe, when it comes to advancing diversity, equity, and inclusion in their field.”

And regarding viewpoint discrimination, Soucek argues that the central question is not whether applicants are being judged on their viewpoints, but whether those perspectives are relevant to the position in question. An immigration-asylum clinic, for example, could legitimately ask about an applicant’s views on immigration, Soucek said, but it would appear to be constitutionally problematic if a law school asked an applicant for a bankruptcy professor position about immigration.

In Haltigan’s case, Soucek said, the University of California at Santa Cruz is hiring for an assistant professor of developmental psychology to enhance the program’s “long-established strengths in studying the lived experiences of children and youth from diverse backgrounds.” According to the job posting, the department seeks candidates whose research explores areas such as “cultural assets that promote healthy development in the contexts of inequities related to gender, ethnicity/race, social class, and/or sexuality” and “conditions and practices that leverage the psychological strengths of children from historically underserved backgrounds in the U.S. or other countries.”

For that particular position, Soucek said, “it would seem especially strange for somebody to come in and say, ‘I believe in colorblindness and refuse to see people’s race or ethnicity.’”

“The position, after all, is about the diverse, lived experiences of children of different backgrounds,” Soucek said.

[ Via: https://archive.is/smZQN ]

==

How dystopian have things become when "merit" and "colorblindness" are disqualifying values?

🥜

[reasoningdaily]

Could AI bias cost you a job? NJ lawmaker wants more scrutiny of hiring software

There's a good chance an employer has used artificial intelligence to determine whether you’re the right fit for a job. 

Nearly one in four organizations said they either use or plan to adopt AI and other computerized processes for hiring and recruitment, according to a survey last year by the Society for Human Resource Management. Software is taking over much of the routine work of hiring, screening and information gathering, said Chinmay Hegde, an associate professor of computer science at New York University.

But skeptics worry about a dark side: that AI systems trained on past hiring decisions will simply automate racial and cultural biases that have previously shut out women, minorities, people with disabilities or other groups.

In response, some lawmakers in New Jersey want more scrutiny of how employers use AI in their hiring decisions.

“This isn’t banning the use of this software, it’s just making sure that we are checking and auditing and putting some boundaries in place to ensure equity processes,” said one of the bill’s main sponsors, state Assemblywoman Sadaf Jaffer, D-Mercer.

How the state would regulate AI

Employers also would have to notify job candidates if automated software was used in the hiring process. A first violation would trigger a $500 fine and up to $1,500 for each subsequent violation.

Jaffer's bill cleared a first hurdle when the Assembly Labor Committee approved it by an 8-1 vote on Jan. 19. A state Senate version, S1926, was introduced to that chamber's labor committee last March but so far has not received a vote.

How AI is used in hiring

Employers in the Society for Human Resource Management survey said they use AI and automation for everything from screening resumes to choosing applicants for interviews to scoring candidates on skills assessments and even administering interviews.

Sixty-four percent of HR professionals told the society they used software to automatically filter out "unqualified" applicants. Employers said the tools save them time and help them to swiftly identify top choices.

"AI systems can help analyze a large volume of resumes and more quickly search for qualified candidates," said Beena Ammanath, executive director of the Deloitte AI Institute. "Chatbots and other automated messaging systems can streamline communications with potential candidates."

What is AI bias?

While such tools can save companies time and money, without care they also "may result in unlawful discrimination," the U.S. Department of Justice warned in a notice to employers last May.

Indeed, Reuters reported in 2018 that Amazon had stopped using an AI recruiting tool because it penalized applicants with resumes that referred to "women's" activities or degrees from two all-women's colleges.

The Justice Department, in its guidance last year, warned that automated hiring can violate the Americans with Disabilities Act.

For example, the department said, a visually impaired employee who has to take an evaluation using a keyboard could fare poorly, potentially costing them a promotion or other job opportunity even if their typing skills weren't relevant to the work.

A chatbot screener might automatically reject someone with employment gaps that were caused by a disability. Or the chatbot might reject an applicant in a wheelchair who indicates that they can’t stand for long periods of time, even if they could do the job while seated. 

The department’s Equal Employment Opportunity Commission said employers must consciously take actions that don’t leave out disabled applicants and employees. 

Bill of Rights: On fourth try, 'temp worker bill of rights' passes final hurdle in NJ Legislature

NJ employers urge caution

The New Jersey Business and Industry Association said more information is needed from employers on how they use artificial intelligence, and that several amendments are necessary before the group can support the bill.

“I think we don’t have a lot of concrete data about how these tools are being used in the workplace,” said Alexis Bailey, the association's vice president of government affairs. 

"We’ve heard anecdotes here and there about different issues that have arisen, but I think until we fully understand exactly what these tools are, exactly how they’re being used in the workplace, it’s hard to say where we as a state should come down on regulations,” Bailey said. “We say tread carefully, just because there’s a lot of unknowns and things are changing, as it always does with technology.” 

Last year, the New York City Council approved one of the nation's first laws to regulate AI in hiring. But the city has delayed implementation, after being inundated with questions about what sorts of automation fall under its rules, who will conduct audits and what they should measure.

How to hack AI used in hiring

Job seekers can tailor their resume to look more appealing to algorithms by including terms or phrases from the job description, said Ammanath, of the Deloitte AI Institute.

"Creative or unusual resumes" should be avoided, as "images, artwork and unusual fonts typically do not work well with AI models," Ammanath added. "When it comes to resume formats, candidates should use standard resume templates and common fonts."

But Ridhi Shetty, a policy counsel at the Center for Democracy & Technology in Washington, D.C., said that "at the end of the day, having workers try and think of ways to circumvent these tools really just puts the onus on workers to avoid being discriminated against, rather than doubling down on employers and vendors, who should be more accountable for their practices."

[spookysaladchaos]

Pallet Four-way Shuttle, Global Market Size Forecast, Top 10 Players Rank and Market Share

Pallet Four-way Shuttle Market Summary

According to the new market research report “Global Pallet Four-way Shuttle Market Report 2023-2029”, published by QYResearch, the global Pallet Four-way Shuttle market size is projected to reach USD 772.6 million by 2029, at a CAGR of 28.3% during the forecast period.

Figure.   Global Pallet Four-way Shuttle Market Size (US$ Million), 2018-2029

Based on or includes research from QYResearch: Global Pallet Four-way Shuttle Market Report 2023-2029.

Market Drivers:

Factors such as high labor costs and difficulty in recruiting workers due to the gradual fading of the demographic dividend have led companies to turn to smart warehousing.

Driven by the demand for innovation and development of emerging business models such as e-commerce and new retail, the intelligent and digital transformation of all aspects of the logistics industry has become an inevitable trend.

Restraint:

The scenario of smart warehouses is relatively closed, and the research and development of car bodies is more customized development based on scenarios, so smart warehousing manufacturers (or manufacturers with related resources) are generally involved.

System technical barriers are high. In addition to hardware car body technology, it may also involve hardware equipment such as layer-changing elevators, track conveyor lines, and racking systems, as well as software such as equipment dispatch control systems WCS/WMS. This means that the product needs to be developed from R&D to The landing period will be relatively longer.

Opportunity:

With the growth of market demand for intelligent logistics equipment, more and more companies have begun to enter the fields related to intelligent logistics equipment. The influx of a large number of companies has made the market competition increasingly fierce.

As pallet four-way shuttles are put into use in more and more scenarios, different scenarios have also put forward new demands for shuttles. More stable movement, more precise positioning and higher efficiency will become the research and development of future manufacturers. direction. At present, China's four-way vehicle cross-layer dispatching technology is not very mature, and there is a lot of room for improvement in systems and algorithms.

On the one hand, with the impact of COVID-19 on traditional supply logistics, the world is accelerating the construction of smart logistics, and companies are increasingly investing in intelligence and automation. On the other hand, rising labor costs have also prompted some companies to turn to digital logistics.

Figure.   Pallet Four-way Shuttle, Global Market Size, The Top Five Players Hold 55% of Overall Market

Based on or includes research from QYResearch: Global Pallet Four-way Shuttle Market Report 2023-2029.

This report profiles key players of Pallet Four-way Shuttle such as SURAY Information Technology, INTPLOG (upedge), Nanjing Inform Storage Equipment (Group) Co

In 2022, the global top five Pallet Four-way Shuttle players account for 55% of market share in terms of revenue. Above figure shows the key players ranked by revenue in Pallet Four-way Shuttle.

Figure.   Pallet Four-way Shuttle, Global Market Size, Split by Product Segment

Based on or includes research from QYResearch: Global Pallet Four-way Shuttle Market Report 2023-2029.

In terms of product type, Load capacity 1-1.5t is the largest segment, hold a share of 55%.

Figure.   Pallet Four-way Shuttle, Global Market Size, Split by Application Segment

Based on or includes research from QYResearch: Global Pallet Four-way Shuttle Market Report 2023-2029.

In terms of product application, Cold Chain is the largest application, hold a share of 32%.

Figure.   Pallet Four-way Shuttle, Global Market Size, Split by Region

Based on or includes research from QYResearch: Global Pallet Four-way Shuttle Market Report 2023-2029.

About The Authors

Wangzhuang - Lead Author

Email: wangzhuang@qyresearch.com

John is a technology & market senior analyst specializing in semiconductor devices, materials, and equipment. Wang has 3 years’ experience in semiconductor and focuses on Chemicals, consumer goods, food and beverages, machinery and equipment, software and business services, etc. He is engaged in the development of technology and market reports and is also involved in custom projects.

About QYResearch

QYResearch founded in California, USA in 2007.It is a leading global market research and consulting company. With over 16 years’ experience and professional research team in various cities over the world QY Research focuses on management consulting, database and seminar services, IPO consulting, industry chain research and customized research to help our clients in providing non-linear revenue model and make them successful. We are globally recognized for our expansive portfolio of services, good corporate citizenship, and our strong commitment to sustainability. Up to now, we have cooperated with more than 60,000 clients across five continents. Let’s work closely with you and build a bold and better future.

QYResearch is a world-renowned large-scale consulting company. The industry covers various high-tech industry chain market segments, spanning the semiconductor industry chain (semiconductor equipment and parts, semiconductor materials, ICs, Foundry, packaging and testing, discrete devices, sensors, optoelectronic devices), photovoltaic industry chain (equipment, cells, modules, auxiliary material brackets, inverters, power station terminals), new energy automobile industry chain (batteries and materials, auto parts, batteries, motors, electronic control, automotive semiconductors, etc.), communication industry chain (communication system equipment, terminal equipment, electronic components, RF front-end, optical modules, 4G/5G/6G, broadband, IoT, digital economy, AI), advanced materials industry Chain (metal materials, polymer materials, ceramic materials, nano materials, etc.), machinery manufacturing industry chain (CNC machine tools, construction machinery, electrical machinery, 3C automation, industrial robots, lasers, industrial control, drones), food, beverages and pharmaceuticals, medical equipment, agriculture, etc.

[khabritukda1]

The Harsh Truth of "Kerala Story"

The forthcoming Bollywood movie 'The Kerala Tale' has sparked a huge political uproar, with the curren Left Democratic Front (LDF) government, the opposin United Democratic Front (UDF) and the Congress party all expressing their disapproval of the film.  

The disputed movie illustrates the process of how numerous adolescent females were indoctrinated into becoming members of the Islamic State (IS) and travelling to nations such as Syria and Afghanistan.  

About The Kerala Story And Movie  

The Kerala Story's trailer was unveiled on April 26 and sparked reactions and controversy. Vipul Amrutlal Shah's film seeks to narrate the story of how Kerala women were deceived and smuggled to the conflict zone of Syria's Islamic State of Iraq and Syria (ISIS). Sudipto Sen's film follows the journey of four female college students from Kerala who join the Islamic State.   

The movie is labelled as inspired by a true story, but the authenticity of the data displayed lacks concrete proof. It alludes to the controversial concept of Love Jihad in Kerala, where Hindu girls are purportedly enticed by Muslim men to convert to Islam.

On 3rd November 2022, the trailer was unveiled, featuring Adah Sharma portraying the role of Fathima Ba, a Hindu nurse from Kerala who adopted Islam and joined ISIS, ultimately landing in an Afghan prison. She claims to be one of the 32,000 girls hailing from Hindu and Christian communities who have gone missing in Kerala and have been recruited by ISIS after converting to Islam. However, these statistics are grossly inaccurate and based on flawed translations, misquoted statements, and mis interpreted data.  

The Factual And Accurate Story

According to a report by the Observer Research Foundation in 2019, approximately 60 to 70 individuals from Kerala had joined ISIS between 2014 and 2018. The data provided by the Indian government indicates that the number of Indians joining the organization has been relatively low, with only 100-200 individuals joining to date, which is among the lowest figures for any country with a significant Muslim population. The US Department of State's 2020 terrorism report stated that at that time, 66 people from India were associated with ISIS. The events depicted in the film are believed to have been inspired by the actions of four women from Kerala who converted to Islam and went to Afghanistan with their husbands to join ISIS between 2016 and 2018. They were among the 21 individuals from Kerala who joined ISIS in 2016 and have been detained in Afghanistan since they surrendered in 2019. The Indian National Congress and Communist Party of India (Marxist), the only two parties to have governed the state since Independence, have opposed the movie's release, claiming that it promotes communal misinformation. They have also accused the filmmakers of advancing the agenda of the Sangh Parivar to slander Kerala and promote the notion of "love jihad," a Hindutva conspiracy theory. In response to these allegations, the producer Shah has stated that "we will provide evidence for everything we say," and Sen conducted extensive research for the film over four years.

Opposition About The Movie  

Sudipto Sen, the director behind 'The Kerala Story' claims to uncover the truth behind the vanishing of approximately 32,000 women in the southern state. The movie incorrectly insinuates that these women converted to extremist Islam and were dispatched on terrorist operations in India and worldwide. Minister of Culture and Youth Affairs, Saji Cheriyan, expressed his strong disapproval of the film in a Facebook post, stating that it is a tool of the Sangh Parivar to propagate animosity and stir up unrest among communities. He further added that this is a well-known strategy employed by the group to incite chaos in society.

V D Satheesan, the leader of the opposition in the State Assembly, rejected the claims made by the filmmakers and asserted that the upcoming movie had the intention to malign the state's reputation globally. The Congress leader insisted that the movie, which baselessly alleges that 32,000 women in Kerala have embraced Islam and joined ISIS, should not be allowed to be exhibited.

Conclusion And People Review 

According to Producer Vipul Amrutlal Shah, The Kerala Story is the culmination of extensive research and authentic accounts that have never been disclosed before. The film aims to reveal numerous concealed truths and raise awareness about the grave threat of radicalization that women in our country face. Will address various queries regarding the film's plot and setting. The trailer will showcase the protagonists' radicalization and loss of identity, providing the audience with a glimpse of what to anticipate from the movie.

The film aspires to be the voice of countless women worldwide who have been brainwashed and manipulated into terrorism and other offences. Adah Sharma leads the cast of The Kerala Story, which also includes Yogita Bihani, Sonia Balani, and Siddhi Idnani. Sunshine Pictures Private Limited, established by Vipul Amrutlal Shah, who serves as the Producer, Creative Director, and co-writer of the film, is financing The Kerala Story. The movie is scheduled to hit theatres worldwide on May 5th, 2023. 

Following a complaint made by a journalist from Tamil Nadu to the chief minister of Kerala, alleging the spread of false propaganda against Kerala and the destruction of communal harmony, the Kerala state police chief Anil Kant instructed the Thiruvananthapuram City Police to initiate an inquiry based on a report by the hi-tech crime inquiry cell of the Kerala Police.

However, as of 15 November 2022, an FIR has not been registered on the advice of legal counsel.The film is currently under investigation as of 9 November 2022. 

[jahspice-blog]

Railway Mumbai Recruitment notification 2018 CEN 01/2018

If you haven’t checked railway Mumbai Group D recruitment result of RRB Mumbai then go for it and check your regional cutoff and Merit List.

[kidwikkyd-blog]

Check out RRB Ranchi result

Now all the candidates who have appeared for Railway group D and ALP exam can check out RRB Ranchi Group D Result online at rrbranchi.gov.in

[silencesandpatiences-blog]

Mumbai Railway board Big Announcement

Here is a big announcement of Railway Recruitment Board Mumbai. Now Candidates can Download RRB Mumbai Admit Card online on their Official Website.  

[worklabournewsresearch]

The Truth About the ‘Great Resignation’ – Who Changed Jobs, Where They Went and Why

Carrillo-Tudela, C., Clymo, A. & Zentler-Munro, D. (2022, March 28). The truth about the ‘great resignation’ – who changed jobs, where they went and why. The Conversation. https://theconversation.com/the-truth-about-the-great-resignation-who-changed-jobs-where-they-went-and-why-180159

Carlos Carrillo-Tudela, Alex Clymo, & David Zentler-Munro write: "There was indeed a great resignation in the UK, according to the data. The chart below shows that resignations rose sharply from the end of 2020 and significantly exceeded their pre-pandemic levels in the final quarter of 2021. However this is not because workers decided to abandon work and leave the labour force. Instead, we are seeing a rise in workers resigning primarily to start new jobs for other employers. The only age group where there has been an increase in people leaving the labour force has been among the over-50s, who have been retiring in larger numbers than normal. So, why have people been resigning to work for other employers in above-average numbers? Some commentators have suggested that the rise has been propelled by individuals looking to make drastic career changes, as workers reevaluate their lives after the pandemic. In fact, this is not borne out by the data."

"Could the rise in resignations be contributing to rising labour shortages? The latter half of 2021 saw many reports of firms facing difficulties filling vacancies, raising the possibility that rising resignations could be causing these recruitment difficulties. We found that there was a higher rate of resignations among workers coming from the five “shortage” sectors finding it hardest to recruit people: construction, manufacturing, accommodation, health, and food, administration and support...Instead of being the cause, the increases in resignations in these five sectors are more likely to be a symptom of their labour shortages: employers “poaching” staff from rivals by offering better conditions as the economy rebounded from the depths of the pandemic. Losing staff will obviously have created additional pain for employers who were already struggling to recruit. In sum, contrary to what some might be hoping, the so-called great resignation of 2021 has not significantly improved the career paths of workers. Workers who have been willing and able to change employers have been rewarded with improved pay, while wage growth for those who have stayed put will be slower and insufficient to offset large increases in the cost of living."

Additional Information

Carrillo-Tudela, C. et. al. (2022). Search and Reallocation in the Covid-19 Pandemic: Evidence from the UK. CESIFO Working Papers, no. 9621. https://www.cesifo.org/DocDL/cesifo1_wp9621.pdf

(2022). Older workers after the pandemic: creating an inclusive labour market. TUC. https://www.tuc.org.uk/research-analysis/reports/older-workers-after-pandemic-creating-inclusive-labour-market

Cominetti, N. et. al. (2022). Changing jobs? Change in the UK labour market and the role of worker mobility. The Economy 2030 Inquiry. https://economy2030.resolutionfoundation.org/wp-content/uploads/2022/01/Changing-jobs.pdf

Photo Source: Jasmund, M. (2018). Exit [Photograph]. Unsplash. https://unsplash.com/photos/t-WxNy6CMyU

[e-vasong]

What's the five-doesn’t-get-stuck-in-the-future-but-things-turn-out-the-same AU like??

:D I waited until I’d watched season 2 to answer this because I wanted to see if it gave me more ideas (which it did...but I’ll put those in another post if people want so I don’t have to spoiler tag this one).  This AU was brainstormed with @smallerthanzer0​ a while back, and they deserve extra credit because they are the one who listened to me going “lmfao what if Five didn’t get stuck in the future and decided to try and get rid of their dad” and said: wait. eva.  THIS COULD BE GOOD.  

so basically.  in this verse:

 Five does not time travel at age 13 and leave his family behind. he considers it, just as in canon, but something stops him.  Outside interference, maybe, or just a niggling voice in his head that cautions him that the risk isn’t worth it.

What Five does do is snoop.  And what he finds is a journal in their father's study with damning notes on Vanya.

He confronts their father about it.  Reginald doesn’t take the challenge to his authority well.

Five is tired and hurting and at some point he realizes: their dad is never going to stop.  And then he thinks: but I could make him.

So Five starts making a plan.

A plan that, should it come to fruition, would knock the Apocalypse off-course entirely.  The Commission, already interested in Five for his abilities, decides that Five needs to be removed from the equation. 

 Notes start arriving for Five in strange places.  Telling him things no one could possibly know, making promises no one could possibly keep.  Warning of the end of all things.  

Five is no fool.  He crumples them up and throws them in the trash.

Then Ben dies on a mission

They’re 15, going on 16, and something goes wrong.  A mission gets all fucked up.  They think things are over, and then a gun goes off.  Ben’s body jerks.  There’s a spray of blood.  He stumbles, and then the beast comes tearing out.

 Run, Ben begs, and his siblings do, because there’s nothing else for them to do.  Not unless they want to die too.

 But Five can’t.  He promised.  He promised that he’d protect them.   And if he leaves Ben here…that means he’s already failed.  Blood is pouring from the bullet wound in Ben’s shoulder, dribbling down the corner of Ben’s mouth.  He’s hovering in the air, limp and unconscious.

Someone, Klaus maybe, makes a sickened noise and lunges for Ben.  But Luther stops him, catches him around the waist and bodily carries him out.

 Go, Five says, as his siblings make it to the door.  Allison is the last one out.  

Come on, come on, Five, she says, holding a hand out to him.  There’s tears trickling down her face, but she’s trying so hard to keep it together, and Five hates to break her heart any more.  He smiles at her.  

Sorry sis, he says, and slams the door in her face.

Ben’s tentacles are still violently attacking anything within reach; the only reason why Five is still in one piece is because Ben is unconscious and without Ben, the tentacles don’t seem to have eyes or any idea what to aim for.

 But it’s too late.  Five’s been doing this long enough to know when someone is fatally injured.

 But Five has one last trick to try.  And if it doesn’t work…well then.  At least he died giving it his best shot.

 Are you watching? He snarls at the ceiling.  Are you watching?  This is me saying yes.  The deal.  I’ll take your fucking deal, god damn it.

 His world goes hazy, and he doesn’t register the pinprick of pain until the drug is already rushing through his system.

 Huh, he thinks, and then passes out.

From outside, all that’s distinguishable is the sound of Ben’s body tearing itself apart.  Five yells, something inaudible, words swallowed by the din.  There’s a flash of light.  And all is quiet.  

 Ben's body disappears along with Five’s and no one knows what happened to them, except for the fact that they must certainly be dead.

OK I’m putting the rest under a read more because this is long and I don’t want to be rude lmfao.

The Commission wants Five to kill people, just like in canon.  And Ben is...well, the Commission works with time and reality.  They have uses for a boy who can open portals between dimensions, though none of them are very pleasant. 

 In return...Ben gets to live, and at the end of it all the Commission will let them retire with time, money, and the resources to do whatever they want to Reginald Hargreeves.  

(Neither of them buys that, of course.  They're both too valuable.  Five is habitually suspicious, and they both have their doubts about where that mystery bullet that hit Ben came from.  And of course, though Ben and Five don't know it yet, the Commission is killing two birds with one stone with this trick, because taking both of them out of the picture is key for making sure the scheduled apocalypse happens).

So Five kills people for the Commission; Ben becomes a test subject

And things are different, and in many ways they are the same

Five and the Commission are using each other—Five to save Ben and his siblings.  The Commission want to use Five’s powers, and they want to keep him from knocking the Apocalypse off track 

Five has to go hard and fast in this verse: he’s young, the Commission has less patience for his mistakes, and his coworkers are gunning for him because it is embarrassing to be out done by a 16-year old.  There’s no room for weakness or error.

He only ever allows himself moments of softness with Ben, because Ben…Ben needs it.  And isn’t that why Five is doing this?  Isn’t it why he does everything? To be what his siblings need and more?

Hazel hears about this new test subject they got in the labs.  sibling to the new recruit.  powers like they never saw before.  and Hazel meets Five, and...doesn't like the kid, really, but a kid is a kid and that already sits poorly with Hazel.  

But he has got to get a look at what they're cooking up in the labs, so he drops by the medical wing at one point.

And there's this kid laying in a hospital bed.  bandages wrapped around his chest--not as scrawny as Five, but somehow he just seems smaller. Warm eyes, a bright, real smile--so different from his brother already.  And so they get to talking

And Hazel talks to Ben, and Ben is...fuck, he's such a good kid.  And Five must be too, because Ben is always reading some book or another that he says Five snuck in for him. (Please don't tell, Ben says, wide-eyed.  Hazel crosses his heart, and starts bringing books by the dozen.  They trust him much more than they do Five, and they don't mind that Ben is reading, really.  They just worry that Five is scheming.)   

And at first, Hazel tries to convince himself that he's not going to do anything stupid (though--some part of him knows from day one that if Ben asked, really really asked for his help...Hazel would say yes).  But it gets harder.  The surgeries get more invasive, Five gets more desperate, Ben's skin gets sallower and his smiles get weaker.

Hazel spends a bunch of his free time in the medical wing, keeping Ben company when Five can't.  Reading to him, discussing theoretical physics with him.  Until one day he overhears something he shouldn't--plans for Ben.  Idk what.  Maybe they aren't fatal, maybe they're just painful.  Maybe it's the same as normal, but hearing about this child talked about like a science experiment to pull apart and discard is just too much.  And the next time Hazel and Five brush shoulders in the hall, Hazel grabs Five by the wrist.  Makes a big show of seeming mad.

And Five is watching him with cold, dangerous eyes. He's barely resisting the urge to break Hazel's arm and Hazel knows it.  But something must hold him back; Hazel hopes that Five knows that Hazel isn't faking caring about Ben.  That Hazel wouldn't just attack Five in the middle of a hallway.  He must, because he snaps back a couple times, leans into the banter with witty retorts rather than violence.  And then after all that posturing and threatening, Hazel says: "So I know you think you're hot shit around here, but you listen here.  If you ever talk that way to me again I'll...well," and then he leans down, whispers in Five's ear: "the Handler is going to be out of her office in two hours.  Get the key.  East hallway.  There's a collection of spare briefcases, last room on the left."

 And then he keeps walking.  Ben and Five are gone by that night, and the Commission launches a search mission right away.

They aim for October 1, 2008—the day their siblings are supposed to turn 19, which is the age Ben and Five are now.  They fuck up.  Five is distracted, maybe a patrol bursts through the door and opens fire.

They arrive on October 1, 2018, on their siblings’ 29th birthday.  The briefcase is smoking and sparking, a dozen bullets buried in the side of it.  It’s useless.  Five throws it in the trash.

The family is scattered and ten years older than they planned for.  Reginald Hargreeves is still alive.  The Commission is coming for Five and Ben.  The Apocalypse is looming.

Things are so very different than in canon, but in many ways they’re exactly the same.

Five and Ben take off on a quest to reunite their separated siblings.  Luther, Diego, Allison, Klaus, and Vanya now have two traumatized adolescent brothers to take care of.  It does wonders for group cohesion.

And there’s so much more, but this is ridiculously long already lmfao so I’ll leave off here unless people ask for more deets.  I just have a lot of feelings about this AU.

[tanz-der-salome]

Dear Yuletide writer,

Thank you so much for taking on my request! This is my very first Yuletide fic exchange, so I'm very excited. I hope this letter finds you well and that Yuletide is a welcome distraction for all the mess that is the world as of right now.

Onto the stories, where I’d like to say that first and foremost I enjoy when my stories are a bit dark as I tend to like rather morally grey up to downright villainous characters. I appreciate a happy ending, but they’re not essential for me to enjoy a story. I’m happy with whichever rating from G to E, although I do prefer there being some plot alongside the porn, should there be porn. I’d be overjoyed with the ships I mentioned

Things I like in a fic (gen):

Character study and/or reflection on a character’s motivations

Dialogue!

Unreliable narrators

Dysfunctional family/sibling relationships

Manipulation and mindgames

Power imbalances

Violence

Hurt & Comfort

Canon Divergence AUs

Pre-canon / backstories

Non-linear story telling

Characters being repressed

Codependency

Dark humour

Enemies or Rivals-to-lovers

Obsession (be it one-sided or mutual)

Outsider POV

Ships and Smut:

Belligerent and/or Unresolved Sexual Tension

One-sided attraction/lust (especially if it ends up not being one-sided)

Kissing everywhere but on the mouth when two characters have a sexually charged but otherwise complicated relationship and kissing on the lips would be crossing a line (I hope that’s somewhat understandable)

D/s dynamics

Awkward, weird sex

When F/M, a focus on female pleasure

Non-penetrative sex (penetrative is fine as well!)

Possessive sex

Spontaneous sex

Phone sex

Dirty talk

Humiliation

Non-con/dub-con

Sibling incest

Forbidden pleasures

Infidelity and the guilt that comes with it from the cheater

Jealousy

Do Not Wants:

Mundane AUs especially in period dramas and/or futuristic settings

Overt fluff

A/B/O

Unrequested sex changes to canon characters

Crossovers

Time Travel

Reincarnation

Requests:

1. Vincenzo - Jang Han-seo, Jang Jun-woo | Jang Han-seok, Choi Myung-hee

I chose Jang Han Seo, Jang Han Seok, and Choi Myung Hee because as someone who finds herself always fascinated with the antagonists (even if Han Seo does switch sides later on, and you may include Han Seung-hyuk since he’s also a part of the squad), I would love to read something about the Babel & Wusang "””family”””.

I’ll be happy with any potential ship constellation between the characters, with a slight preference towards Jangcest, Han-seok x Myung-hee, Han-seo/Seung-hyuk, and Seung-hyuk/Myung-hee. If you go for Jangcest, I’d only request that Han-seo is at least 15 or 16.

Prompts:

Pre-Canon AU for the Jang brothers set around the time where their father was ill.

Post-Canon where all of them survive and have to navigate their lives after the fall of the Babel Group

2. Ready Player One (2018 movie) - Nolan Sorrento, F’nale Zandor

As a villain enthusiast, both Sorrento and F'nale were characters that immediately caught my interest when watching the film, and when I found out that Andy Weir had written a fanfic called "Lacero" with Sorrento as the central character, which then was met with enthusiasm by the writer of the Ready Player One novel, I really wanted to read more about him. F'nale as a tough-as-nails henchwoman made me wish for more of her, especially since she is an original character in the movie and there’s plenty of chance to expand on her.

Ship-wise, I do like the scenario of them having mad tension that might get resolved, with both of them wrestling for control but not wanting to give in to the other.

Potential prompts:

How F’nale came to work for IOI, whether she was recruited by Nolan or approached him

Them plotting to take over the world find the Egg and at the same time trying to play against each other while knowing the other is a valuable ally

F’nale having aspirations to get rid of Nolan but still playing the part of the somewhat loyal henchwoman

3. HBO Rome (2005) - Octavia of the Julii, Gaius Julius Caesar Octavianus | Octavian | Emperor Augustus

Octavia and Octavian/Augustus were pretty much my favourite characters in the entire show, the Julii as a whole are so wonderfully messed up and I would love to read something centred on the siblings, although Atia, Caesar, and arguably Mark Antony, Livia, and Servilia can also be featured. Should you go for the platonic route, I’d still ask you to not ignore the canon events.

Potential prompts:

Post-canon where Octavia remains a close ally and adviser to Augustus

Outsider POV where someone else considers how close they are (and the rumours of them having once been lovers)

4. Succession (TV) - Kendall Roy, Shiv Roy

I do love the relationship between Ken and Shiv, and arguably what got me properly hooked to them was the scene between them in Season 2 where Shiv confronts her brother about why he stopped going after Logan. I won’t lie when I say that I also ship them very hard, especially with Shiv being the only one around whom Ken is openly vulnerable, and now in S3 him trying to get her on his team, but again, shippy dynamics need not necessarily be brought in if you’re uncomfortable with writing it.

If you chose to go for the ship: feel free to make it as messy, weird, and nasty as you like!

Potential prompts:

Backstory on them and their younger years! Roman can be included in that, along with Connor, Logan, and Caroline

As of now, this is AU-ish, but it might become canon: Shiv chooses to back up Kendall in his war against Logan and we get to see Team KendallSiobhan in all of its power duo glory.

[creepingsharia]

U.S. Congressmen and Women for (Terrorist) Hamas

Rashida Tlaib and ‘useful idiots’ on parade at anti-Israel AMP conference.

By Joe Kaufman

As Progressives continue to make the vilification of Israel a core issue for the Democratic Party, members of Congress continue to line up to embrace the hate. On Tuesday, September 15th, American Muslims for Palestine (AMP) will be sponsoring an online virtual advocacy event (‘Palestine Advocacy Days’) featuring at least five US Representatives. But this is not just an exercise in demanding "Palestinian rights" or supporting the toxic BDS calls for boycotting Israel. AMP is rooted in Hamas, and its leadership does not shy away from its roots, so having numerous Congressmen and women involved in this type of event is beyond outrageous.

Created in 2006. AMP was the byproduct of now-defunct groups that made up the US Palestine Committee, a terror umbrella organization led by then-global head of Hamas, Mousa Abu Marzook. As such, the group celebrates violence against Israelis. During its January 2018 ‘JERUSALEM IS A RED LINE’ rally, AMP repeatedly led chants of “Long live Intifada” – Intifada meaning Palestinian violent uprising. AMP’s Chairman, Hatem Bazian, who also founded Students for Justice in Palestine (SJP), notoriously called for an American intifada, at an April 2004 rally in San Francisco. Citing uprisings in “Palestine” and Iraq, he asked, “How come we don't have an intifada in this country?”

One AMP board member, Salah Sarsour, allegedly had involvement with Hamas, itself. According to a December 1998 Israeli Police memo, Salah’s brother Jamil Sarsour, in the course of an interview, claimed that Salah was involved with Hamas and did fundraising for Hamas via the Palestine Committee’s Holy Land Foundation (HLF). Jamil also claimed that Salah had plotted an attack on Israel, as revenge for the September 1998 killing of Salah’s friends – Hamas military wing Qassam Brigades leaders and brothers, Imad and Adel Awadallah – by Israeli soldiers. Previously, Salah had spent eight months in a Ramallah prison.

AMP is a part of the US Council of Muslim Organizations (USCMO). Sitting on the board of USCMO is Mazen Mokhtar, a former US-based administrator for qoqaz.net, a now-defunct al-Qaeda recruitment/financing site. Mokhtar, who has spoken at AMP events, has called Hamas acts “heroic” and suicide bombings “an effective method of attacking the enemy.” Also on the board is Siraj Wahhaj, a Brooklyn, New York imam who was cited by the US government as an “unindicted co-conspirator” in the 1993 World Trade Center bombing. Wahhaj has been linked to the bomb maker of the attack, Clement Rodney Hampton-El, and has praised the spiritual leader of the attack, Omar Abdel Rahman.

Representing AMP on USCMO’s Board of Directors and speaking at Tuesday’s virtual advocacy event is AMP Executive Director Osama Abu-Irshaid, who, last month, called Muslim leaders, who support UAE peace with Israel, “dirt bags” and “traitors.” Prior to AMP, he served as editor of Al Zaytounah, the official newsletter of the Palestine Committee’s Islamic Association of Palestine (IAP). This past January, Abu-Irshaid stated at an AMP event, “Palestinians, if they don’t take what they want willingly, they will take it forcefully. We promise you this, we’re going to liberate our land and we’re going to liberate our people, whether they like it or they don’t like it. Well, they have picked the wrong enemy!”

Also speaking at the AMP’s virtual advocacy event is PLO Executive Committee Member Hanan Ashrawi. Under the Anti-Terrorism Act of 1987, which is still law, the US government designated the PLO a terrorist organization and a threat to America. Ashrawi, herself, has been labeled an “apologist for terror.” During a November 1991 interview with the New York Times, Ashrawi dismissed Palestinian terror as “essentially a human voice” and a “cry from the heart.” She said, “Desperate people commit desperate acts.” In May 2019, Ashrawi’s American visa was rejected and she was denied entry into the US.

Another speaker at AMP’s event is Muslim activist and National Committeewoman for the Florida Young Democrats (FYD) Rasha Mubarak. Mubarak has made a number of statements claiming that Israel, a sovereign nation, has no right to self-defense, and she has attacked prominent figures on social media for saying otherwise. In November 2012, Mubarak tweeted, “Lies I’m tired of hearing, Israel has the right to defend herself.” She has posted pictures of Hamas celebrations, and she has had involvement in Hamas-related groups, CAIR and Islamic Relief. This past July, Mubarak retweeted an infamous call for violence in the US made previously by 60s radical, Kwame Ture.

One would expect people like Abu-Irshaid, Ashrawi and Mubarak to speak at such an incendiary event. They have all been associated with groups linked to terror. However, what you do not expect is for members of US Congress to be featured with them. Yet, this is exactly what is happening on Tuesday. At least five US Representatives will be featured at the AMP virtual advocacy event. They include: Betty McCollum (D-Minnesota), Rashida Tlaib (D-Michigan), Donald Payne Jr. (D-New Jersey), Debbie Dingell (D-Michigan), and Judy Chu (D-California). While AMP is working to mainstream Hamas in America, these representatives are helping in the process.

It is no secret that many of these Congressmen and women embrace and enable Islamic extremism. This infiltration of Islamists into the highest levels of the US government – allowed by our nation’s representatives using their positions to sabotage American values – is a page taken straight out of the Muslim Brotherhood's playbook on how to destroy America from within. Non-Muslim leftist allies are pandering to their Muslim constituencies by working with pro-terror groups, like AMP.

In the interests of national security, these government officials need to cancel their speaking engagements for this event and, instead, denounce AMP and call for the group’s closure. They took a Congressional oath “to protect America from all enemies both foreign and domestic,” and they need to make clear to the American people whose side they are on. Choosing to speak at an AMP event says it all.

[jahspice-blog]

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[currentaffairs01]

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[comrade-meow]

Big Banks With Big Investments in the Gender Identity Industry

Last week I did a deep dive into the bankers behind the leadership of the LGBT agenda. Let’s now take a look at the banks themselves, twisting themselves five ways from Sunday to support the tiny part of the population calling themselves “transgender.”

Again, before we begin this exploration, lets contemplate for a moment, the enormous and rapid, global changes underway in institutions, corporations, stores, governments, schools, medical facilities, women’s organizations, etc. for people avoiding the biological reality of their sexed bodies and how expensive these changes are. Dictionaries are being overhauled, laws are being fought to allow men into women’s sports and safe spaces, young women who’ve elected to have their breasts amputated and who believe they are now and have always been male, are being used in corporate advertising, signaling progress. Corporations, stores, bars, restaurants and institutions are overhauling their bathrooms and their health insurance policies. Pronouns are being added to everything and a gargantuan global, political infrastructure has been built to drive the normalization of body dissociation. AND, supposedly, this is all happening because governments, politicians, Amnesty International, the ACLU, the UN and other myriad organizations, care so much about these people with identity issues. Dang, I have a bridge to sell anyone who is buying this nonsense.

But, let’s move on. Banks. Who are the giants making way for .03% of the population?

Last year, Mastercard created the very first credit card for people calling themselves “transgender” and “non-binary,” as if they were some subset of humans and not the males and females they were born as. “True Name” Pride credit card, was the name given to this roll out, which basically allows people to use whatever the hell name they want on their credit cards. I doubt they’re allowing for a change of social security number along with it.

According to Business Statement for “Transgender “ equality, Bank of America, Citi Bank, BNP Paribas, BNY Mellon, Deutsche bank, Ernst & Young, HSBC, JP Morgan Chase and Co., Morgan Stanley, US Bank, and Visa are just a handful of banks, credit card companies, and investment houses that are all-in for trans, under a banner of “inclusivity and diversity (I&D).” This I&D corporate-speak is being rolled out everywhere and looks a helluva lot like uniformity of thought and behavior that people are being punished for not abiding by.  Citi Bank, Bank of America and Capital One Banks are all-in supporters of PLFLAG. Rolddy Leyva, Vice President of Global Diversity, Inclusion & Belonging (DIB is a variation on I&D) for Capital One is particularly concerned with black “trans women," who he believes, become targets of hate and violence with appalling regularity, when of course there is no proof of any such thing. According to several reports, the number of men of color pretending to be women killed in the US in 2019 was 20. Twenty men who like to wear dresses and perform femininity, many working as prostitutes, a dangerous experience to begin with, were killed by other men over the course of one year. Let’s put this into perspective. In 2018, there were 238 women killed by male single-offenders in the state of Texas alone, not to mention the other 49 states. Somehow, none of these corporations, stores, restaurants, bars, medical institutions, or banks care about the vulnerability of females. There have been no special workshops to create a safe environment for women at work. No encouragement for employees to be an ally to women, no lacquered placards denoting allyship and no education to enlighten employees to the fact that women are basically under siege in the US, let alone elsewhere in the world.  

Wells Fargo, funding GLAAD, is making it very comfortable for their male employees to pretend to be female.

In 2007 Goldman Sachs added health-insurance coverage for unnecessary genital surgeries on people rearranging their sex markers, as part of a push to attract top talent and recruit and retain a more “diverse” workforce. The surgery alone could cost an individual anywhere from $5,000 to $150,000 if they paid out of pocket, depending on their particular situation. That figure doesn't include hormone and other drug treatments. Goldman Sachs (GS, Fortune 500)' plan covers the actual surgery, as well as “transgender”-related prescription drugs, such as wrong-sex hormone injections. Goldman is not the only financial firm that offers such “benefits.” Bank of America (BAC, Fortune 500), Deutsche Bank (DB) and Wachovia (WB, Fortune 500) also offer some level of coverage for brutal, dangerous and unhealthy sex characteristic rearrangements.

Maeve DuVally, a male managing director at Goldman Sachs with a penchant for black, high-heeled pumps, finds it easy to pretend to be female at work. Sachs has made it not only effortless, but surely provided part of the impetus for DuVally to discover his “transness” after attending a meeting last year at the bank.  Prior to the meeting in March, DuVally was only comfortable dressing in “women’s clothes” at home. Then, “an invitation went out to the bank’s employees: Goldman’s L.G.B.T. network was hosting a panel on “how to be stronger allies to the transgender and gender non-conforming community.” DuVally showed up to the event, in Goldman’s auditorium, in a wig and makeup, and afterward he introduced himself to some bank employees. At the November 22nd meeting employees were instructed to stop using pronouns which recognize the average biological, physiological, and psychological distinctions between men and women, and included a video and complex instructions on the new order of business.

“DuVally found the event encouraging. One co-worker, who watched it remotely from London, took copious notes and emailed them to the communications group afterward. Everyone who attended received laminated cards explaining correct pronoun usage. DuVally realized, he said, that it was time to come out as “transgender” at Goldman.” He went on to “come out” on various international talk-shows and news platforms as well.

Goldman has also begun an initiative to update its banks internal directory to allow employees to designate their preferred pronouns.

Barclays has long been leading the charge on LGBT+ rights in the workplace. The bank was headline sponsor at Pride 2018 around the world. Head of Region for Home Solutions West at Barclays, Amy Stanning, another male pretending to be a female, has been made quite comfortable at work too.

Aside from the obvious cognitive dissonance of these corporate D&I programs which in part seek to balance out sex-based inequality on their staff, but then hire men that can then be counted as women, there is the curious massive corporate interest for .03% of population pretending to be the opposite sex, or to not have a sex. At least, this should make people curious, and yet if they are, they aren’t talking.  It almost seems as if these corporations are expecting a lot more people identifying as something they are not.

Let us not lose sight of the powerful lunatic behind this façade of inclusivity and his agenda. Martine Rothblatt, the founding father of the transgender empire, headed a luncheon with Beth Brooke-Marciniak in 2016 to celebrate LGBT OutWOMEN Business Leadership. Brooke-Marciniak, head of public policy at Ernst & Young and Co-Chair for Partnership for Global LGBTIQ+ Equality, was voted one of the most powerful women in the world ten times. Rothblatt is a transhumanist that supports corporate I&D events while simultaneously promoting the idea that transgender is an onramp to transhumanism at other events, events funded by Arcus Foundation, the most powerful LGBT NGO in the world. “The re-creation of the human body has already begun,” Rothblatt tells us.

It would make far more sense that these D&I policies purportedly for .03% of the population, are in actuality for the generation of biologically augmented humans bound to follow the corporate normalization of body dissociation for profit.