#xerox corporation

[thenewsfactsnow]

Xerox Announces 15% Job Cut, Leadership Shuffle Ahead

Xerox, renowned for its digital printing and document management technologies, has unveiled plans to downsize its employee count by 15%, marking a significant step in its broader strategy aimed at restructuring its organizational framework and operational model. The restructuring initiative includes not only a substantial reduction in the workforce but also a comprehensive leadership reshuffle,…

[lizardsfromspace]

The backlash to kid's horror media is embarrassing Boomer nonsense, and it's funny how it's bifurcated between "this is inappropriate for children, they shouldn't make horror for kids" and "this isn't real horror, kids need adult horror", and it's odd how we all acknowledge kids lack spaces online then bash ones that do exist, but my fave reaction is the people pointing out "they're only making it for money"

Unlike...unlike when exactly. When you were a kid did you think Goosebumps was a tiny indie project someone xeroxed in their backyard shed. Especially weird as a gripe when these works are, by and large, far less corporate than before, as they're mainly from random indie devs and people making videos online. "They're making it to get attention and make money" Oh...no...?

[tabootabletalk]

100 work from home job opportunities

1. Live Ops- www.liveops.com

2. TeleTech-TeleTech.localjobster.com

3. Amazon-Amazon.JobsOnline.com

4. Sutherland Global Services- http://www.sutherlandglobal.com/careers.aspx

5. UnitedHealth Group-https://careers.unitedhealthgroup.com/career-areas/customer-service-and-claims/customer-service-and-call-center

6. Dell-http://jobs.dell.com/north-America-jobs

7. IBM-www.ibm.com/employment

8. U.S Department of Agriculture www.usda.gov

9. Working Solutions- http://workingsolutions.com

10. Humana- www.humana.com

11. Aetna- https://www.aetna.com/about-us/aetna-careers.html

12. Intuit- www.Intuit.com

13. Kaplan- kaplan.com/work-with-us/our-culture

14. Kelly Services- www.kellyservices.us/US/Careers/KellyConnect/Kelly-At-Home

15. Cactus Communications- https://www.flexjobs.com/jobs/telecommuting-jobs-at-cactus

16. Westat- https://www.westat.com

17. Salesforce- www.salesforce.com/company/careers

18. PAREXEL- https://jobs.parexel.com

19. CyberCoders- https://www.cybercoders.com/jobs/work-from-home-php-developer

20. American Express- https://jobs.americanexpress.com

21. Vmware- telecommuting-jobs-at-vmware

22. SAP- www.sap.com/career

23. Xerox- https://www.xerox.com/en-us/jobs/work-from-home

24. First Data- https://www.firstdata.com/en_us/about-first-data/careers

25. US-Report- www.us-reports.com/jobs

26. Oracle- Oracle-Work.Jobsgalore.com/Jobs

27. CACI International- careers.caci.com/key/work-from-home-jobs.html

28. A Place for Mom- www.aplaceformom.com/jobs

29. Anthem,Inc- careers.antheminc.com

30. DellSecureWroks- telecommuting-jobs-at-dell_secureworks

31. World Travel Holdings- www.worldtravelholdings.com/careers,work-home

32. ADP- www.adp.com/careers.aspx

33. Aon- telecommuting-jobs-at-aon

34. University of Maryland University College- www.umuc.edu/visitors/careers

35. Allergan Inc.- www.allergan.com/careers

36. K12- www.k12.com/careers

37. U.S. Department of Transportation- https://www.transportation.gov/careers

38. CSI companies- thecsicompanies.com/candidates

39. Robert Half- www.roberthalf.com

40. Nielsen- sites.nielsen.com/careers

41. Red Hat- www.redhat.com/en/jobs

42. Adobe Systems- www.adobe.com/careers

43. Overland Solutions, Inc.- overlandsolutionsinc.com

44. BCD travel- www.bcdtravel.com/get-to-know-us/careers

45. Connections Education- www.connectionsacademy.com/careers

46. Deloitte- www.deloitte.com/careers

47. Apple- https://jobs.apple.com

48. Mckesson Corporation- https://careers.mckesson.com

49. Thermo Fisher Scientific- corporate.thermofisher.com/en/home.html

50. Precyse- careers.precyse.com

51. Haynes & Company- www.haynesandcompany.com

52. Pharmaceutical Product Development Inc- www.ppdi.com/careers

53. IT Pro Philadelphia- www.phillymag.com/property/2013/10/22/live-work-homes

54. Cingna- www.cigna.com/career

55. Houghton Mifflin Harcourt- careers.hmhco.com

56. Sungard Availability Services- sungardas.com

57. Infor- www.infor.com/company/careers

58. Sodexo- www.sodexousa.com/home/careers-usa.html

59. About.com- About.com/Can I Work From Home

60. Altegra Health- altegrahealth.com/careers

61. GE- jobs.gecareers.com/

62. Western Governors University- www.wgu.edu/about_WGU/employment/work_remote

63. Grand Canyon University- jobs.gcu.edu/admissions-enrollment-jobs

64. Walden University- https://www.waldenu.edu

65. Vivint- www.vivint.com/company/careers

66. BroadSpire- https://www.choosebroadspire.com

67. Covance- careers.covance.com

68. Ellucian- www.ellucian.com

69. HD Supply- hdsupply.jobs

70. Perficient Inc.- www.perficient.com

71. Teradata- https://www.teradata.com

72. Wells Fargo- https://www.wellsfargo.com/about/careers

73. Symantec Corporation- www.Symantec.com

74. Real Staffing-www.realstaffing.com/en

75. Science Applications International- www.saic.com

76. AmerisourceBergen Company- www.amerisourcebergen.com

77. Appen- www.jobs.net/jobs/appen/en-us

78. Hartford Financial Services Group- https://www.thehartfordatwork.com

79. RetailDatat- retaildatallc.com

80. SYKES- www.sykes.com/Careers

81. CARA- www.jobbankusa.com

82. Citizens Financial Group- citizensbank.jobs/work-at-home

83. CVS Health- cvshealth.com

84. Healthfirst- https://healthfirst.taleo.net/careersection/hf_ext_cs/jobsearch

85. American Heart Association- careers.heart.org

86. BMC software- www.bmc.com/careers

87. Hibu- https://hibu.com

88. inVentive Health- www.inventivhealth.com/careers

89. Rosetta Stone- jobs.jobvite.com/rosettastone

90. Erie Insurance Group- https://www.erieinsurance.com/careers

91. Deluxe- https://ww.deluxe.com

92. Clevertech- https://weworkremotely.com/jobs

93. Achieve Test Prep- www.achievetestprep.com

94. Worldpay- www.worldpay.com

95. DataStax- https://www.datastax.com/

96. CDK Global- www.cdkglobal.com

97. Teleflex- www.teleflex.com/en/careers/workingAtTeleflex

98. Aquent- aquent.com/find-work

99. Parallon- www.parallon.com/careers

100. U.S Department of the Interior- https://www.doi.gov/careers

[yesterdays-xkcd]

For the IPv6 map just imagine the XP default desktop picture.

Map of the Internet [Explained]

Transcript Under the Cut

Map of the Internet The IPv4 Space, 2006This chart shows the IP address space on a plane using a fractal mapping which preserves grouping--any consecutive string of IPs will translate to a single, compact, contiguous region on the map. Each of the 256 numbered blocks represents one 8 subnet (containing all IPs that start with that number). The upper left section shows the blocks sold directly to corporations and goverments in the 1990's before the RIRs took over allocation.

Diagram showing IP ownership:

0: Local

1-2: Unallocated

3: General Electric

4: BB&N INC

5: Unallocated

6: Army AISC

7: Unallocated

8: BB&N INC

9: IBM

10: VPNs

11: DoD Intel

12: Bell Labs

13: Xerox

14: Public data nets

15: HP

16: DEC

17: Apple

18: MIT

19: Ford

20: CSC

21: DDN-RYN

22: DISA

23: Unallocated

24: Cable TV

25: UK MoD

26: DISA

27: Unallocated

28: DSI

29-30: DISA

31: Unallocated

32: NORSK

33: DLA

34: Halliburton

35: Merit

36-37: Unallocated

38: PSI

39: Unallocated

40: Eli Lily

41: ARINIC

42: Unallocated

43: Japan INET

44: HAM Radio

45: INTEROP

46: BB&N INC

47: Bell North

48: Prudential

49-50: Unallocated

51: UK Social Security

52: duPont

55: Boeing

56: USPS

57: SITA

58-61: Asia-Pacific

62: Europe

63-76: USA & Canada (contains: UUNET, Google, Digg, Slashdot, Ebay, Craigslist, XKCD, Flickr)

77-79: Europe (unused)

80-91: Europe

92-95: Unallocated

96-99: North America

100-120: Unallocated

121-125: Asia-Pacific

126: Japan

127: Loopback

128-132: Various Registrars

133: Japan

134-172: Various Registrars

173-189: Unallocated

188: Various

189-190: Latin America & Caribbean

191-192: Various (contains Private (RFC 1918))

193-195: Europe

196: Africa

197: Unallocated

198: US & Various

199: North America

200-201: Latin America & Caribbean

202-203: Asia-Pacific

204-209: North America (contains Suicide Girls, BoingBoing)

210-211: Asia-Pacific

212-213: Europe

214-215: U.S. Department of Defense

216: North America (Contains Myspace, SomethingAwful)

217: Europe

218-222: Asia-Pacific

223: Unallocated

224-239: Multicast

240-255: Unallocated

[germanpostwarmodern]

In 1935 Helmut Hentrich and Hans Heuser by founding an architectural office lay the foundation for what is still one of Germany’s largest architecture firms: Hentrich, Petschnigg & Partner (HPP) based in Düsseldorf, Germany. The firm’s current name dates back to 1953, the year Hans Heuser suddenly died and Hubert Petschnigg joined the office as partner. This change in the firm’s structure coincided with the accelerating German „Wirtschaftswunder“ which brought about a boom in (re)construction from which also HPP profited: buildings for banks, corporations, government institutions as well as churches and apartment buildings made up a great deal of the firm’s commissions and soon catapulted it to the forefront of the industry.

In 1985, on the occasion of HPP’s 50th anniversary, the firm self published the present retrospective volume which contains a cross section of the firm’s projects: the Aluminium- and Drahthaus in Düsseldorf, early 1950s examples of transparent office building architecture, the Dreischeibenhaus for the steel company Thyssen also in Düsseldorf but also first international steps in South Africa. Since the book doesn’t include plans and sections the target audience probably was long-term customers and associates: excellent photographs capture key projects and demonstrate the firm’s capabilities. At the same time they show that HPP kept pace with the changing currents in architecture as e.g. the Rank Xerox administration in Düsseldorf represents their take on brutalism. Accordingly the volume first and foremost is a nicely illustrated picture book that shows several highlights of German postwar modern in beautiful black-and-white photographs.

[religion-is-a-mental-illness]

By: Joseph (Jake) Klein

Published: Apr 13, 2023

Segregation has a new brand name: racial “affinity groups.” Race-based “affinity groups” have exploded in prevalence across the United States over the last few years, moving from workplaces into schools, religious congregations, and other organizations all across the country. Affinity groups can also be organized around other identity categories such as gender, sexuality, disability, and religion, but affinity groups were first created around racial identity.

In 1969, Xerox employees based in San Francisco launched the Bay Area Black Employees (BABE) caucus, the first known workplace affinity group ("caucus," "employee resource group," and "affinity group," are all terms that have been used to describe the same idea).  Overall, Xerox's chairman at the time, Joseph C. Wilson, was an important leader in driving workplace integration. He reacted to race riots in the 1960's with a mission to increase integration and hire African-Americans who had previously been denied employment opportunities, and took numerous concrete actions to do so.

However, as has happened on numerous occasions to other well-intentioned leaders (including in response to other 1960’s race-riots), Wilson chose to take advice not just from integration-oriented civil rights leaders like Martin Luther King Jr., but from the Black Power activists responsible for the riots. Wilson enlisted the counsel of a group called “F.I.G.H.T.” While much of F.I.G.H.T.’s activism was productive and aimed at pushing back on genuine and oppressive racism, it was also a “decidedly militant” organization that “alienated much of the black middle class” and worked closely with the explicitly anti-integrationist founder of the Black Power movement, Stokely Carmichael.

Today, more than 50 years later, affinity groups have spread to 90% of Fortune 500 companies. These companies sometimes claim that racial affinity groups help foster communication and help bring new ideas to leadership. Corporations also point out that membership in racial affinity groups is usually voluntary, and therefore it cannot be a form of racial discrimination as banned under Title VII of the Civil Rights Act of 1964. 

However, despite these claimed positives, many corporations have also found that affinity groups polarize employees, and many people of color are reluctant to join such groups for “fear of being reduced to their racial identity.” Even when they are organized and advertised as voluntary, the social pressures on individuals to join racial affinity groups are substantial. And although some data supports companies’ intuitions that affinity groups are helpful idea generators, these positive results may be better explained by the existence of a group creating increased discussion time, rather than the racial makeup of that group.

With affinity groups’ recent spread throughout K-12 schools, higher education, religious groups, and many other key institutions throughout our society, we face an even worse danger. While businesses are beholden to the profit motive, schools and other non-profit institutions are not. This creates more opportunities for affinity groups in non-profit institutions to advance a fanatical ideology, since organizational leadership doesn't need to worry, as businesses do, about the possibility that a Marxist ideological agenda would compromise their ability to operate in a financially viable manner.

Advocates of racial affinity groups claim they are not racist or segregationist, but do so while practicing racial segregation and making explicitly racist claims. For example, Truss Leadership, a so-called “racial equity” consulting group that works with numerous school districts, declares that “Racial Affinity Groups are NOT … Racist or segregationist,” but also says they are a place where white people can “reckon with their Whiteness” and non-white people can “take care of themselves and one another…in the absence of Whiteness.”

FAIR ally Ye Zhang Pogue has written beautifully for this Substack on how affinity groups in schools can harm our society by needlessly pitting people against each other along racial lines. What advocates of affinity groups often ignore is how prejudice and discrimination is often caused by diminished contact between groups, and can be overcome by increasing that contact and having group members work cooperatively instead of separately (one of psychologist Gordon Allport’s four conditions for reducing racial prejudice). This insight into the power of contact is the same idea that has driven FAIR Senior Fellow Daryl Davis’s pioneering efforts to get Klan members and neo-Nazis to give up their lives of hate.

Even racial affinity groups' most extreme and vocal advocates have acknowledged that “Caucusing can generate anxiety even at a visceral level for some. For people of color, history has shown that real harm can come from spaces exclusively reserved for white people. … People of color may also experience racial anxiety and stereotype threat, the fear of being viewed through societal stereotype ‘lenses’ by white colleagues and supervisors.” These are not ungrounded fears. Corporations seeking to pursue effective anti-racist strategies would do well to remember the horrors of the interoffice segregation of America’s past.

Segregation in the form of racial affinity groups today is disturbingly similar in concept to the separate bathrooms, water fountains, bus sections, and other spaces in generations past. Then as now, we ought to remember the worldchanging verdict from Brown v. Board of Education, that “Separate [is] inherently unequal.” As Supreme Court Chief Justice Fred M. Vincent explained in the Court’s also unanimous decision for McLaurin v. Oklahoma State Regents, which was cited in Brown v. Board of Education, “To separate [children] from others of similar age and qualifications solely because of their race generates a feeling of inferiority as to their status in the community that may affect their-hearts and minds in a way unlikely ever to be undone.”

==

The KKK must be beaming with pride at the outright enthusiasm of re-implementating segregation.

Were it discovered that they were shadow-funding this, I would be incapable of feigning any amount of surprise.

Wokeness divides and destroys.

EDIT:

That's so weird. We keep being told that "cRt iS nOt iN sChOoLs." And yet, here we find out that not only is it in schools, but it's a good thing, because "opposing" - as ominous, authoritarian, and nigh on DiAngelo-istic choice of words as I've ever heard - is wrong. Gee, when did that happen? They must have done that really quickly. /s

https://www.youtube.com/watch?v=YM2JvQVXWQg

"DiAngelo's essay doesn't talk about disagreements or debates, but only about those who 'practice' social justice, and those who, quote, 'resist' it."

To actually tell people "[not to] entertain this blog or its opinions" or "don't read the post" has really strong religious blasphemy overtones. Like the priest telling the congregation not to read Harry Potter.

Still, the very first thing the kids do when they get home from church after being told not to read Harry Potter is to read Harry Potter. So sermonizing people on how to close their ears to maintain their moral purity usually doesn't work out that well for the clergy. So, thank you for dangling an irresistible temptation for them, like the forbidden fruit in the Garden of Eden..

P.S. Opposing gay conversion therapy and child mutilation is a hill I'm willing to die on. Line in the sand. Pretty comfortable there. The latter, at least, used to be a self-evident taboo: you don't tattoo kids, you don't cut children's testicles or breasts off, you don't drug girls by flooding their bodies with quantities of hormones their body is not equipped to handle so they're balding and infertile at 16. Despite pretence to the contrary, these positions aren't the slightest bit controversial.

[warningsine]

Google laid off hundreds of workers in several divisions Wednesday night, seeking to lower expenses as it focuses on artificial intelligence and joining a wave of other companies cutting tech jobs this year.

The Silicon Valley company laid off employees in its core engineering division, as well as those working on the Google Assistant, a voice-operated virtual assistant, and in the hardware division that makes the Pixel phone, Fitbit watches and Nest thermostat, three people with knowledge of the cuts said.

Several hundred employees from the company’s core engineering organization lost corporate access and received notices that their roles were eliminated, two of the people said. Google said that most of the hardware cuts affected a team working on augmented reality, technology that combines the real world with a digital overlay.

“We’ve had to make some difficult decisions about ongoing employment of some Google employees and we regret to inform you that your position is being eliminated,” the company told some workers in the division, according to the text of an email reviewed by The New York Times.

Google confirmed the Assistant cuts, earlier reported by Semafor, and the hardware layoffs, earlier reported by the blog 9to5Google.

“We’re responsibly investing in our company’s biggest priorities and the significant opportunities ahead,” a Google spokesman said in a statement. After cuts throughout the second half of 2023, “some teams are continuing to make these kinds of organizational changes, which include some role eliminations globally.”

The cuts continue a trend of tech layoffs, after large companies such as Google, Meta and Amazon laid off thousands of workers last year. Ten days into this year, more companies have announced job cuts. Earlier Wednesday, Amazon shed hundreds of workers from its Twitch streaming service, Prime Video and MGM studios. Xerox said this month that it would cut 15 percent of its 23,000-person staff, and the video game software provider Unity Software said it would eliminate 1,800 roles, or 25 percent of its work force.

At Google, Sundar Pichai, the chief executive, has pushed the company since July 2022 to sharpen its focus and to reduce expenses as global economic conditions deteriorated. In January 2023, Google shed 6 percent of its work force, or 12,000 people, in the largest layoffs that the company has conducted. Since then, executives at the company have said they would try to significantly reduce costs, as it focuses on the growing field of generative artificial intelligence.

Google, which had 182,000 employees as of Sept. 30, said the layoffs on Wednesday were part of a set of reorganizations that were made in the normal course of business.

The Alphabet Workers Union, a group representing more than 1,400 workers at Google’s parent company, Alphabet, described the layoffs as “needless.”

“Our members and teammates work hard every day to build great products for our users, and the company cannot continue to fire our co-workers while making billions every quarter,” the group said in a post on the social media site X.

[foundationhq]

EMPLOYEE ID 3218-1004-3; 𝑆𝑀𝑂𝑂𝑇𝐻 𝑂𝑃𝐸𝑅𝐴𝑇𝑂𝑅.

𝐍𝐚𝐦𝐞 Gael Esai Tiul-Xol 𝐀𝐠𝐞 44 𝐆𝐞𝐧𝐝𝐞𝐫/𝐏𝐫𝐨𝐧𝐨𝐮𝐧𝐬 cis  man,  he/him 𝐅𝐚𝐜𝐞𝐜𝐥𝐚𝐢𝐦 Oscar Isaac 𝐒𝐭𝐚𝐭𝐮𝐬 closed

PROFILE.

Dependable and unwavering, [𝑆𝑀𝑂𝑂𝑇𝐻 𝑂𝑃𝐸𝑅𝐴𝑇𝑂𝑅]’s recruitment to the Foundation could be considered a “happy accident.” Originally rescued from anomalous location [DATA EXPUNGED] during the initial exploration into SCP-████’s domain, he was initially stated to be terminated at the end of the mission — however, [𝑆𝑀𝑂𝑂𝑇𝐻 𝑂𝑃𝐸𝑅𝐴𝑇𝑂𝑅] proved vital in containing the entity responsible for the phenomenon. In order to avoid potentially losing a valuable asset to the Foundation, the Ethics Committee decreed that he would be spared. In the years after this event, [𝑆𝑀𝑂𝑂𝑇𝐻 𝑂𝑃𝐸𝑅𝐴𝑇𝑂𝑅] has proven himself to be invaluable and his appointment as the commander of MTF Chi-00 shouldn’t come as a surprise to anyone. While he surely will be missed in “Law’s Left Hand,” it seemed only right that Themis should be given MTF Omega-1’s best blade. The Ethics Committee is certain that The Broken Scales of Themis will flourish under the steady guidance of this operative. Indeed, there are very few who represent the mission of the Ethics Committee as well as [𝑆𝑀𝑂𝑂𝑇𝐻 𝑂𝑃𝐸𝑅𝐴𝑇𝑂𝑅], and even fewer who could say they have sacrificed as much as he has for the success of the Foundation. Though some of the research staff at Site-φ may feel uncomfortable seeing [𝑆𝑀𝑂𝑂𝑇𝐻 𝑂𝑃𝐸𝑅𝐴𝑇𝑂𝑅]’s face after the Xerox Revision, we are certain his excellent interpersonal skills will ease any concerns that may arise. — Internal Memo from the Ethics Committee.

LAST ASSIGNMENT.

MTF  OMEGA-1;  Located  and  terminated  Director  [REDACTED],  Head  Researcher  [REDACTED],  and  General  [REDACTED]  after  a  data  breach  on  [DATE  REDACTED]  was  traced  back  to  them.  [𝑆𝑀𝑂𝑂𝑇𝐻  𝑂𝑃𝐸𝑅𝐴𝑇𝑂𝑅]  was  also  able  to  confirm  a  connection  between  this  breach  and  Group  of  Interest,  Anderson  Robotics.

INTERRELATIONS OF NOTE.

𝑂𝐿𝐷 𝑆𝑃𝑂𝑅𝑇. If the Ethics Committee had given you the option to select your teammates, 𝑂𝐿𝐷 𝑆𝑃𝑂𝑅𝑇 would have been at the top of the list. You wouldn’t say you two are anything close to friends — you’re barely acquaintances — but you know enough to admire his track record and diligence. Still, you’re surprised the Foundation willingly sent you their best dog and you’re ill-prepared for the awkwardness of holding his leash. The weirdness will hopefully go away once you’ve gotten to know him better. Hopefully.

𝑉𝐸𝐿𝑉𝐸𝑇 𝐺𝐿𝑂𝑉𝐸. You’ve seen their type before and you’re not impressed. More importantly you refuse to be a stepping stone for anyone more interested in climbing the corporate ladder than staying true to the core values of the Foundation. If the Committee wants you to put 𝑉𝐸𝐿𝑉𝐸𝑇 𝐺𝐿𝑂𝑉𝐸 in their place, they don’t have to ask you twice.

𝐾𝐼𝑁𝐺'𝑆 𝐺𝐴𝑀𝐵𝐼𝑇. There was a second after Site-φ Director Buckley Osterholz handed you 𝐾𝐼𝑁𝐺'𝑆 𝐺𝐴𝑀𝐵𝐼𝑇’s photo where you thought a new kill command had come down directly from the Ethics Committee. You’re not sure if you’re relieved that you were mistaken or are just waiting for the other shoe to drop. You wonder if the feeling is mutual.

𝑅𝐸𝑉𝐸𝑅𝑆𝐸 𝐸𝑁𝐺𝐼𝑁𝐸𝐸𝑅. Another familiar face, but one you’re less uneasy about encountering again. However, you’re certain the same can’t be said for them — because while you haven’t seen them in person since the final development stages of the Xerox Revision, they’ve certainly seen yours enough to be sick of it.

[altvibesmaster]

Rekomendasi Mesin Fotocopy Terbaik Tahun 2024

Menemukan mesin fotocopy yang sesuai untuk kebutuhan kantor atau bisnis Anda bisa menjadi tugas yang menantang. Mengingat variasi jenis, ukuran, dan merek yang ada di pasaran. Baik untuk beli atau rental.

Oleh karena itu, saya memilih 3 dari merek yang terpercaya dan diakui oleh beragam perusahaan dapat menjadi langkah bijak untuk memastikan kehandalan dan kesesuaian dengan kebutuhan bisnis Anda. Artikel ini akan memberikan beberapa rekomendasi produk mesin fotocopy terbaik di tahun 2024.

1. Canon: Inovasi Berkualitas Tinggi

Canon, perusahaan asal Jepang yang terkenal dengan produk optis dan lensa, telah membangun reputasi dalam memproduksi mesin fotocopy berkualitas tinggi.

Seri ImageRunner, termasuk ImageRunnerAdvance, menonjol dengan fitur-fitur canggih yang umumnya ditemui pada mesin fotocopy kelas high-end. Pilih Canon untuk mendapatkan efisiensi operasional dan kehandalan.

2. Xerox: Pemimpin Inovasi Mesin Fotocopy

Xerox, yang didirikan pada tahun 1962, tetap menjadi pemimpin dalam industri mesin fotocopy. Merek ini terus berinovasi, menyajikan teknologi terkini untuk memenuhi kebutuhan bisnis dan perkantoran.

Fuji Xerox ApeosPort series adalah rekomendasi tipe mesin fotocopy Xerox yang menawarkan kecepatan, resolusi tinggi, dan fleksibilitas dalam penggunaan.

3. Kyocera: Performa Tinggi dan Efisiensi Energi

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[thenightlymirror]

Trying to unpack today

Was supposed to be off at some meeting all day. They decided I didn’t need to go. I didn’t. But I was sort of looking forward to seeing some old friends. They said they missed me. That was nice.

Started work and all management and admin staff were at the meeting. The sales manager was late. Two counselors weren’t coming in, and the others were late. The superintendent was asked to help at another cemetery.

Two burials were basically ready for tomorrow.

Irina calls me to say that a big stone they were waiting until today to install for the family has a giant scratch in it. $25,000. Something like that. I get there and the superintendent is filling it in with black marker. She’s watching.

I call the engraver to see what he can do. He’s out somewhere else all day. He’ll come in tomorrow.

No one is doing the paperwork I’ve asked them to. And now there are suddenly two more burials for tomorrow. (Guess it was a good thing I was there.)

Ricky is missing a permit for the burial that is about to happen that he isn’t here for. Nice. Also, he has a signed document with no space number on it. Also for tomorrow. He sends me a cellphone pic of the document via text message. I print it out on the Konica.

I come over to help the sales office and get stuck there for the rest of the day.

I’m mostly trying to get the burial paperwork finished, but if they make me wait, they can also make me do their jobs as I wait. Bit of a pickle.

Family comes in and their marker is backwards. Woman comes in to yell at me because her monument isn’t installed. Who said it would be? New guy. November 2nd. Amazing guess. Wrong.

A woman calls and says she needs proof her mother and grandmother were buried in the Jewish parts of the cemetery. I can tell her where they’re buried, but she can’t have our documents. What the hell for? Rabbi needs them or else her daughter can’t get married. She just keeps telling me to xerox some legal documents “for Jewish purposes.” Oh. Well if you put it that way.

The thing is, I want to just make her a map, and maybe say, yeah they’re here. Signed, Me. But I cannot find documentation for her mother anywhere. Fucking anywhere. I try fucking everything. Finally, she just goes to work. I say I’ll call her tomorrow. I’m going to have to get up on this ladder and just go through interment books to find her.

So of course there’s a line now. It’s only me in this office. I have a totally different job that is managing the headstones in this giant cemetery, which would just be a golf course, except for all the headstones. But I’m here. Woman wants to by evergreen grave coverings, for a couple people. A little cash. A couple credit cards. Wants to see the silk flower collection. It’s in the back and no one’s pulled them out in a month.

Sometimes people come in asking about markers and, I swear to fucking God every time, yes, they bought one, but they never designed or “ordered” it. It’s just money sitting in a bank. Every fucking corporation these days is just the First Bank of Starbucks. So they’re like “Where is it?” and it’s like, Did you say Simon says? I’m sorry. Then it doesn’t exist. It’s still just frog eggs in the swamp.

They aren’t doing my blind checks still, they’re out standing services.

A woman comes from Arizona having a panic attack and wants her mother’s unused plots. Just because. Maybe she could have called for a thing like that. She’ll wait for the manager.

I end up staying an extra hour. One file for a burial tomorrow just hid on a counselor’s desk for hours. Woops.

One still isn’t done. The other never got dug. It’ll get done tomorrow. Instead of getting more stones in.

New guy said “…You’re so calm.”

I don’t show my face much in the other office, because they just expect me to be the receptionist when I’m there. New guy’s never seen someone in that space not writhe in hysterics immediately. I was. I was.

[procrastinatorproject]

Tell them about the time the German Federal archives digitized a bunch of stuff and destroyed the originals - only to learn the Xerox machines they'd been using swapped around numbers and letters when scanning to PDF...

(The talk is in German and doesn't have subtitles, sadly, but just google "Xerox bug" to have your faith thoroughly eroded...)

To be fair: I have heard talks by professional archivists about this issue. And sometimes, they simply do not have the money to care for all of their collection and have to make truly heartbreaking decisions about what to keep and what they simply cannot preserve.

And they do put A Lot of thought and effort and pain into finding ways of digital archiving that aren't just a shitty PNG on some dingy hard drive somewhere. Like... this is a full academic field and these people aren't idiots.

But that doesn't mean that digitization is always the right way forward. Especially not if there was a way to get more funding to these institutions but the people in power prefer to spend it on tax cuts for rich people and large corporations and the like...

So, by all means, write and tell them they'd better fund the archives properly so this measure won't be necessary! I just want to make it explicit that the fault here lies with the politicians and that archivists know what they're doing. And know why they would also prefer to keep the paper records, honestly, but at least they aren't complete rubes about digital preservation.

You're a reasonably informed person on the internet. You've experienced things like no longer being able to get files off an old storage device, media you've downloaded suddenly going poof, sites and forums with troves full of people's thoughts and ideas vanishing forever. You've heard of cybercrime. You've read articles about lost media. You have at least a basic understanding that digital data is vulnerable, is what I'm saying. I'm guessing that you're also aware that history is, you know... important? And that it's an ongoing study, requiring ... data about how people live? And that it's not just about stanning celebrities that happen to be dead? Congratulations, you are significantly better-informed than the British government! So they're currently like "Oh hai can we destroy all these historical documents pls? To save money? Because we'll digitise them first so it's fine! That'll be easy, cheap and reliable -- right? These wills from the 1850s will totally be fine for another 170 years as a PNG or whatever, yeah? We didn't need to do an impact assesment about this because it's clearly win-win! We'd keep the physical wills of Famous People™ though because Famous People™ actually matter, unlike you plebs. We don't think there are any equalities implications about this, either! Also the only examples of Famous People™ we can think of are all white and rich, only one is a woman and she got famous because of the guy she married. Kisses!"

Yes, this is the same Government that's like "Oh no removing a statue of slave trader is erasing history :(" You have, however, until 23 February 2024 to politely inquire of them what the fuck they are smoking. And they will have to publish a summary of the responses they receive. And it will look kind of bad if the feedback is well-argued, informative and overwhelmingly negative and they go ahead and do it anyway. I currently edit documents including responses to consultations like (but significantly less insane) than this one. Responses do actually matter. I would particularly encourage British people/people based in the UK to do this, but as far as I can see it doesn't say you have to be either. If you are, say, a historian or an archivist, or someone who specialises in digital data do say so and draw on your expertise in your answers. This isn't a question of filling out a form. You have to manually compose an email answering the 12 questions in the consultation paper at the link above. I'll put my own answers under the fold. Note -- I never know if I'm being too rude in these sorts of things. You probably shouldn't be ruder than I have been.

Please do not copy and paste any of this: that would defeat the purpose. This isn't a petition, they need to see a range of individual responses. But it may give you a jumping-off point.

Question 1: Should the current law providing for the inspection of wills be preserved?

Yes. Our ability to understand our shared past is a fundamental aspect of our heritage. It is not possible for any authority to know in advance what future insights they are supporting or impeding by their treatment of material evidence. Safeguarding the historical record for future generations should be considered an extremely important duty.

Question 2: Are there any reforms you would suggest to the current law enabling wills to be inspected?

No.

Question 3: Are there any reasons why the High Court should store original paper will documents on a permanent basis, as opposed to just retaining a digitised copy of that material?

Yes. I am amazed that the recent cyber attack on the British Library, which has effectively paralysed it completely, not been sufficient to answer this question for you.  I also refer you to the fate of the Domesday Project. Digital storage is useful and can help more people access information; however, it is also inherently fragile. Malice, accident, or eventual inevitable obsolescence not merely might occur, but absolutely should be expected. It is ludicrously naive and reflects a truly unpardonable ignorance to assume that information preserved only in digital form is somehow inviolable and safe, or that a physical document once digitised, never need be digitised again..At absolute minimum, it should be understood as certain that at least some of any digital-only archive will eventually be permanently lost. It is not remotely implausible that all of it would be. Preserving the physical documents provides a crucial failsafe. It also allows any errors in reproduction -- also inevitable-- to be, eventually, seen and corrected. Note that maintaining, upgrading and replacing digital infrastructure is not free, easy or reliable. Over the long term, risks to the data concerned can only accumulate.

"Unlike the methods for preserving analog documents that have been honed over millennia, there is no deep precedence to look to regarding the management of digital records. As such, the processing, long-term storage, and distribution potential of archival digital data are highly unresolved issues. [..] the more digital data is migrated, translated, and re-compressed into new formats, the more room there is for information to be lost, be it at the microbit-level of preservation. Any failure to contend with the instability of digital storage mediums, hardware obsolescence, and software obsolescence thus meets a terminal end—the definitive loss of information. The common belief that digital data is safe so long as it is backed up according to the 3-2-1 rule (3 copies on 2 different formats with 1 copy saved off site) belies the fact that it is fundamentally unclear how long digital information can or will remain intact. What is certain is that its unique vulnerabilities do become more pertinent with age."  -- James Boyda, On Loss in the 21st Century: Digital Decay and the Archive, Introduction.

Question 4: Do you agree that after a certain time original paper documents (from 1858 onwards) may be destroyed (other than for famous individuals)? Are there any alternatives, involving the public or private sector, you can suggest to their being destroyed?

Absolutely not. And I would have hoped we were past the "great man" theory of history. Firstly, you do not know which figures will still be considered "famous" in the future and which currently obscure individuals may deserve and eventually receive greater attention. I note that of the three figures you mention here as notable enough to have their wills preserved, all are white, the majority are male (the one woman having achieved fame through marriage) and all were wealthy at the time of their death. Any such approach will certainly cull evidence of the lives of women, people of colour and the poor from the historical record, and send a clear message about whose lives you consider worth remembering.

Secondly, the famous and successsful are only a small part of our history. Understanding the realities that shaped our past and continue to mould our present requires evidence of the lives of so-called "ordinary people"!

Did you even speak to any historians before coming up with this idea?

Entrusting the documents to the private sector would be similarly disastrous. What happens when a private company goes bust or decides that preserving this material is no longer profitable? What reasonable person, confronted with our crumbling privatised water infrastructure, would willingly consign any part of our heritage to a similar fate?

Question 5: Do you agree that there is equivalence between paper and digital copies of wills so that the ECA 2000 can be used?

No. And it raises serious questions about the skill and knowledge base within HMCTS and the government that the very basic concepts of data loss and the digital dark age appear to be unknown to you. I also refer you to the Domesday Project.

Question 6: Are there any other matters directly related to the retention of digital or paper wills that are not covered by the proposed exercise of the powers in the ECA 2000 that you consider are necessary?

Destroying the physical documents will always be an unforgivable dereliction of legal and moral duty.

Question 7: If the Government pursues preserving permanently only a digital copy of a will document, should it seek to reform the primary legislation by introducing a Bill or do so under the ECA 2000?

Destroying the physical documents will always be an unforgivable dereliction of legal and moral duty.

Question 8: If the Government moves to digital only copies of original will documents, what do you think the retention period for the original paper wills should be? Please give reasons and state what you believe the minimum retention period should be and whether you consider the Government’s suggestion of 25 years to be reasonable.

There is no good version of this plan. The physical documents should be preserved.

Question 9: Do you agree with the principle that wills of famous people should be preserved in the original paper form for historic interest?

This question betrays deep ignorance of what "historic interest" actually is. The study of history is not simply glorified celebrity gossip. If anything, the physical wills of currently famous people could be considered more expendable as it is likely that their contents are so widely diffused as to be relatively "safe", whereas the wills of so-called "ordinary people" will, especially in aggregate, provide insights that have not yet been explored.

Question 10: Do you have any initial suggestions on the criteria which should be adopted for identifying famous/historic figures whose original paper will document should be preserved permanently?

Abandon this entire lamentable plan. As previously discussed, you do not and cannot know who will be considered "famous" in the future, and fame is a profoundly flawed criterion of historical significance.

Question 11: Do you agree that the Probate Registries should only permanently retain wills and codicils from the documents submitted in support of a probate application? Please explain, if setting out the case for retention of any other documents.

No, all the documents should be preserved indefinitely.

Question 12: Do you agree that we have correctly identified the range and extent of the equalities impacts under each of these proposals set out in this consultation? Please give reasons and supply evidence of further equalities impacts as appropriate.

No. You appear to have neglected equalities impacts entirely. As discussed, in your drive to prioritise "famous people", your plan will certainly prioritise the white, wealthy and mostly the male, as your "Charles Dickens, Charles Darwin and Princess Diana" examples amply indicate. This plan will create a two-tier system where evidence of the lives of the privileged is carefully preserved while information regarding people of colour, women, the working class and other disadvantaged groups is disproportionately abandoned to digital decay and eventual loss. Current and future historians from, or specialising in the history of minority groups will be especially impoverished by this.  

[meditechinsight01]

Global Healthcare Payer Services Market: The Evolution of Payer Models & 8% CAGR by 2030

The healthcare payer services market is expected to grow at a CAGR of approximately 8% from 2025 to 2030. Key drivers include the rising demand for cost-effective healthcare solutions, increased adoption of digital platforms, regulatory changes mandating operational transparency, the surge in healthcare data, and the growing need for fraud prevention mechanisms. However, challenges such as data security concerns and integration complexities act as significant restraints.

The healthcare payer services market encompasses a range of administrative, operational, and financial services provided to healthcare payers, including insurance companies, government agencies, and employer groups. These services aim to enhance efficiency, reduce costs, and improve customer satisfaction. Offerings include claims processing, member management, provider management, and analytics for decision-making. The market leverages advanced technologies such as artificial intelligence and cloud computing to optimize payer operations and deliver value-driven outcomes.

🔗 Want deeper insights? Download the sample report:

Rising Demand for Cost-Effective Healthcare Solutions

The increasing emphasis on reducing healthcare expenses is a critical factor propelling the healthcare payer services market. Rising operational costs, coupled with regulatory pressures for affordable healthcare delivery, compel payers to seek efficient outsourcing solutions. These services help in minimizing administrative costs, streamlining claims processing, and enhancing resource allocation. For instance, outsourcing claims processing to specialized service providers ensures faster turnaround times and fewer errors, saving both time and money. Additionally, these services facilitate better data analytics and insights, enabling payers to predict cost trends, improve risk assessments, and design effective health plans. As the healthcare industry grows increasingly complex, the need for cost-effective solutions that offer scalability, efficiency, and regulatory compliance continues to drive demand.

Adoption of Blockchain Technology in Payer Services

The adoption of blockchain technology is significantly transforming the healthcare payer services market by addressing critical issues like data security, interoperability, and transparency. Blockchain provides a decentralized ledger that ensures secure and tamper-proof data sharing between payers, providers, and patients. This technology is especially impactful in streamlining claims processing by creating an immutable record of transactions, reducing disputes, and speeding up reimbursements. Furthermore, blockchain enhances interoperability by enabling seamless data exchange across different healthcare systems without compromising privacy. It also bolsters fraud detection by providing a transparent and auditable trail of transactions, minimizing instances of duplicate or false claims. With its ability to enhance trust, efficiency, and accuracy in operations, blockchain technology is becoming a cornerstone for innovation in healthcare payer services, paving the way for a more secure and efficient ecosystem.

Competitive Landscape Analysis

The global healthcare payer services market is marked by the presence of established and emerging market players such as Cognizant; EXL; Sagility LLC; Accenture; Xerox Corporation; Concentric Corporation; Genpact; WIPRO Ltd.; HCL Technologies and IQVIA Inc. among others. Some of the key strategies adopted by market players include new services launched, strategic partnerships and collaborations, and geographic expansion.

Gain a competitive edge-request a sample report now! 

Global Healthcare Payer Services Market Segmentation

This report by Medi-Tech Insights provides the size of the global healthcare payer services market at the regional- and country-level from 2023 to 2030. The report further segments the market based on service type, application and end-user.

Market Size & Forecast (2023-2030), By Service Type, USD Million

BPO Services

ITO Services

KPO Services

Market Size & Forecast (2023-2030), By Application, USD Million

Claims Management Services

Integrated Front Office Service and Back Office Operations

Member Management Services

Provider Management Services

Billing and Accounts Management Services

Analytics and Fraud Management Services

HR Services

Market Size & Forecast (2023-2030), By End-user, USD Million

Private Payers

Public Payers

Market Size & Forecast (2023-2030), By Region, USD Million

North America

US

Canada

Europe

UK

Germany

Italy

Spain

Rest of Europe

Asia Pacific

China

India

Japan

Rest of Asia Pacific

Latin America

Middle East & Africa

About Medi-Tech Insights

Medi-Tech Insights is a healthcare-focused business research & insights firm. Our clients include Fortune 500 companies, blue-chip investors & hyper-growth start-ups. We have completed 100+ projects in Digital Health, Healthcare IT, Medical Technology, Medical Devices & Pharma Services in the areas of market assessments, due diligence, competitive intelligence, market sizing and forecasting, pricing analysis & go-to-market strategy. Our methodology includes rigorous secondary research combined with deep-dive interviews with industry-leading CXO, VPs, and key demand/supply side decision-makers.

Contact:

Ruta Halde Associate, Medi-Tech Insights  +32 498 86 80 79  info@meditechinsights.com 

[literaturereviewhelp]

Early in the book, Christensen gives the example of Intel and the 8088 processor from the computer hardware industry to illustrate his point of view that plodding along the same vein will not always present the incremental results that firms want and desire. The important point is to continually keep our eyes, ears and minds open for innovative opportunities that will speed our path along the learning curve and produce enviable results. Key Concepts Christensen begins with the revelation that there is a reason behind the rise and fall of business empires and one of these reasons is the loss to comprehend the changes in markets and technology and respond to these in a timely fashion. For example, he quotes that Sears and Roebuck has lost its market dominance after over 200 years of its existence, mainly due to the change in the discount model as adopted by Costco. In his opinion it is just because of incorrect or failed perceptions on the part of top management as to the future of the industry and the changes that must be made to accommodate these incorrect perceptions. For example IBM failed to acknowledge the importance and emergence of the micro or home computer industry until Microsoft had made its mark and even risen to some prominence. In the same way, the Xerox Corporation gave away much of its market leadership to Japanese and local competitors who saw and responded to table top photocopiers. Christensen acknowledges that the management of firms at the top of their game might have backed the wrong horse or supported the wrong technological innovations- this being the reason they dropped out of prominence. He uses the term technology to refer to any process that transforms the raw ideas into finished products. Besides engineering and manufacturing, this would also include marketing, investment and managerial processes. Innovation refers to a change in any one or more of these processes (Christensen, 2003, 15-17). In Part 1, or the first four chapters of the book, Christensen discusses what he calls the Innovators Dilemma, or why things go wrong. This is mainly due to lack of foresight and using the same age old tried and tested technologies when a new one is sweeping the market and causing a sea change or making great waves. Thus the same thing, only better or faster does not always work. In Part 2, comprising Chapters 5 to 10, he proceeds to explain how to resolve the situation. This is mainly resolving to correct what the company and its people are doing wrong by not responding in the light of new ideas and technologies. They have to learn to adapt and change in the light of disruptive technologies or innovations. Even Apple owes its success to Steve Jobs reducing its product lines from 100 to 10 and then deciding to be the best in those 10 technologies in terms of both innovation and development- a feat he achieved in his lifetime. Application of Concepts to a Technology or Business Situation Christensen writes that there are two types of technologies prevalent in most industries-sustainable and disruptive. Sustainable technologies refer to incremental improvements to products over time and over every subsequent innovation or new model. With the pace of market developments and needs, the desire or impetus to innovate sometimes produces lackluster or Read the full article

[brooklyndadshow]

Please answer as a Black woman

I always tell people when they prompt that they should always set a point of view for the chat. Make AI an expert - whatever you do you should never just use the default chat. If you do that, I tell people they should they imagine the answers they are getting are from the people who actually programmed ChatGPT - which probably looks like one of the DOGE employees, twenty-something white kid know it all - hat to the side, giving you an answer without fully researching, cocky, know it all. He'll give you that confident answer, possibly with some hallucinations because well he can. You don't want that guys answer!!

I always start by saying things like, "please answer as an expert in green economy and social media." As I've been thinking about this I'm thinking of how to set up prompts to a point of view that aligns with me - not just an expert. Which led me to the prompt I'm playing with tonight - "Please answer as a Black woman" . Below are the results. I'm going to keep playing with this idea. I have to come up with something to ask in the context I'm creating.... but it was a long day. In the end the idea is that I would share with people a prompt they could always use in the voice of a strong black woman - thus removing potential bias right away.

Prompt:

Please respond as a black woman. I want the point of you of a professional black woman - perhaps a CEO - someone that understands the power dynamics of sexism and racism. Also someone that understands and values community and creativity.

Response:

I'll respond as a professional Black woman—a CEO, a leader who navigates power dynamics with both strategy and heart, and someone deeply committed to community and creativity. What's on your mind?

Prompt:

Can you tell me some 10 black women you might use as a model for this? I also in the future want to use a similar prompt - can you tell me how to best construct an opening prompt to get the intended voice I want for the chat

Response:

10 Black Women Who Embody the Voice You Want

If I were channeling a powerful, professional Black woman with deep insight into sexism, racism, community, and creativity, I’d pull inspiration from these ten:

Ursula Burns – Former CEO of Xerox, first Black woman to lead a Fortune 500 company, deeply aware of corporate power structures.

Bozoma Saint John – Marketing powerhouse, former CMO of Netflix, Uber, and PepsiCo; unapologetic about Blackness and creative leadership.

Stacey Abrams – Political strategist, voting rights advocate, and entrepreneur, balancing activism with business acumen.

Angela Davis – Scholar, activist, and former Black Panther, who has spent a lifetime analyzing power, race, and systemic oppression.

Kimberlé Crenshaw – Legal scholar who coined "intersectionality" and has shaped the way we talk about race, gender, and power.

Ava DuVernay – Filmmaker and creator, using storytelling to shift narratives about Black life and justice.

Dr. Beverly Daniel Tatum – Psychologist and former Spelman College president, specializing in racial identity development.

Jessica O. Matthews – Entrepreneur and founder of Uncharted Power, bridging innovation, sustainability, and community empowerment.

Tarana Burke – Founder of the #MeToo movement, a grassroots leader who understands power, survival, and collective healing.

Melissa Harris-Perry – Political commentator and professor, who brings an intellectual, analytical voice to race and gender discussions.

Each of these women moves through the world with both power and grace, challenging the status quo while creating space for others.

How to Construct a Strong Prompt for This Voice

If you want to consistently get a response from the voice of a powerful Black woman CEO who understands systemic power, community, and creativity, try structuring your prompt like this:

Define the Identity & Perspective

"I want the response to come from the perspective of a highly accomplished Black woman—someone who has been a CEO or senior leader and understands the power dynamics of race and gender in corporate and community spaces."

Specify the Knowledge Base

"She is deeply familiar with navigating racism, sexism, and systemic barriers while leading with both strategy and cultural pride."

Clarify the Tone & Approach

"Her voice should be confident, insightful, and unafraid to speak the truth, but also grounded in community, creativity, and collective empowerment."

Contextualize the Question

"How would she advise a Black entrepreneur breaking into a predominantly white industry?"

"What insights would she share on balancing corporate leadership with maintaining authenticity?"

"How would she speak about AI, bias, and ethical tech development from a Black woman’s perspective?"

Example Prompt

"Respond as a Black woman who has been a CEO or high-level executive, someone deeply aware of how racism and sexism operate in professional spaces. She values community, creativity, and collective empowerment. Her voice is strategic, confident, and unapologetic. Given this perspective, how would she advise a Black entrepreneur navigating the tech industry?"

That should consistently give you the tone and insight you want! Would you like me to refine it further for specific use cases?

[samritiwrites]

The Power of Diverse Leaders: Shaping the Future of Inclusive Success

In today’s interconnected world, leadership is evolving beyond traditional models to embrace diversity and inclusion. Organizations are increasingly recognizing that diverse leaders drive innovation, creativity, and sustainable success. By bringing unique perspectives and experiences to the table, diverse leadership fosters stronger decision-making, improved problem-solving, and a more inclusive workplace culture.

Why Diverse Leadership Matters

Diversity in leadership goes beyond representation; it is about creating an environment where different voices and ideas are valued. Here’s why diverse leaders are essential for modern organizations:

1. Increased Innovation and Creativity

Diverse leadership teams bring varied perspectives, leading to better problem-solving and creative solutions. Studies show that organizations with inclusive leadership are more likely to develop groundbreaking ideas and strategies that drive business success.

2. Better Decision-Making

Leaders from different backgrounds provide a wider range of insights, reducing groupthink and helping organizations make well-rounded, informed decisions. A diverse team challenges assumptions and introduces new ways of thinking, resulting in more effective leadership.

3. Enhanced Employee Engagement and Retention

Employees thrive in inclusive workplaces where they feel represented and valued. Companies with diverse leadership are more likely to attract and retain top talent, fostering an environment where employees feel empowered to contribute their best work.

4. Stronger Financial Performance

Companies that prioritize diversity in leadership often outperform their competitors. Research from McKinsey & Company shows that businesses with racially and gender-diverse executive teams are more profitable and sustainable in the long run.

Challenges Diverse Leaders Face

While the benefits of diverse leadership are undeniable, barriers still exist. Many leaders from underrepresented groups face challenges such as:

Unconscious bias in hiring and promotions.

Limited mentorship and sponsorship opportunities.

Resistance to change in traditional workplace cultures.

Higher scrutiny and expectations compared to non-diverse counterparts.

Breaking these barriers requires a collective effort from organizations, leaders, and employees to create a more inclusive environment.

How to Foster and Support Diverse Leadership

Organizations and individuals can take steps to encourage and support diverse leadership:

1. Prioritize Inclusive Hiring and Promotions

Companies must ensure fair hiring and promotion practices by implementing bias-free recruitment and leadership development programs.

2. Provide Mentorship and Sponsorship Opportunities

Mentorship is crucial for diverse leaders to thrive. Platforms like Roots Inspire connect aspiring leaders with mentors who provide guidance, support, and career development opportunities.

3. Create Safe and Inclusive Work Environments

Diversity efforts should go beyond hiring. Organizations must cultivate an inclusive culture where all employees feel safe, heard, and empowered.

4. Educate and Train Employees on Diversity

Workplace training on unconscious bias and inclusive leadership helps create awareness and fosters a culture of equity and respect.

Examples of Impactful Diverse Leaders

Throughout history, diverse leaders have transformed industries, pioneered movements, and inspired change. Here are a few influential leaders who have broken barriers:

1. Indra Nooyi (Former CEO of PepsiCo)

As one of the first women of color to lead a Fortune 500 company, Indra Nooyi revolutionized PepsiCo’s corporate strategy and championed diversity in leadership.

2. Satya Nadella (CEO of Microsoft)

Under Nadella’s leadership, Microsoft has prioritized inclusive innovation, leading to the company’s remarkable cultural transformation.

3. Ursula Burns (Former CEO of Xerox)

Ursula Burns was the first Black woman to lead a Fortune 500 company, paving the way for future leaders in corporate America.

The Future of Diverse Leadership

Diverse leadership is not just a trend—it is a necessity for progress. As organizations continue to embrace inclusivity, they will unlock greater potential, innovation, and success. By supporting and empowering diverse leaders, we can create a future where leadership truly reflects the richness of society.

For those looking to navigate their careers with the support of a diverse and inspiring community, Roots Inspire provides mentorship and networking opportunities to help professionals break barriers and lead with confidence.

Final Thoughts

The world needs more diverse leaders who bring unique perspectives, challenge the status quo, and foster inclusive growth. By prioritizing diversity in leadership, businesses and individuals can create a more equitable and prosperous future for all.

Now is the time to advocate for diverse leadership, support inclusive workplaces, and uplift voices that have long been underrepresented. The future of leadership is diverse—let’s embrace it together!

[deshpandeisha]

Understanding Ultraviolet LED: Technology, Types, and Applications

The global Ultraviolet LED Market is projected to reach USD 1.26 billion by 2027, according to a recent report by Emergen Research. The market growth is primarily driven by the reduced costs of ultraviolet (UV) equipped LEDs, along with increased ability, efficiency, and increased time period of the UV light LEDs in comparison with the normal LEDs. The worldwide ban on mercury vapor lamps post 2020, attributing to the health hazards of mercury, has additionally accelerated the expansion of the market.

Get Download Pdf Sample Copy of this Report@ https://www.emergenresearch.com/request-sample/123

Competitive Terrain:

The global Ultraviolet LED industry is highly consolidated owing to the presence of renowned companies operating across several international and local segments of the market. These players dominate the industry in terms of their strong geographical reach and a large number of production facilities. The companies are intensely competitive against one another and excel in their individual technological capabilities, as well as product development, innovation, and product pricing strategies.

The leading market contenders listed in the report are:

Lumileds Holding BV, LG Innotek Co. Ltd, Honle UV America Inc., Nordson Corporation, Seoul Viosys Co. Ltd, Semileds Corporation, Aquionics Inc., Crystal IS Inc., Heraeus Holding GmbH and Fuji Xerox Co. Ltd.

Key market aspects studied in the report:

Market Scope: The report explains the scope of various commercial possibilities in the global Ultraviolet LED market over the upcoming years. The estimated revenue build-up over the forecast years has been included in the report. The report analyzes the key market segments and sub-segments and provides deep insights into the market to assist readers with the formulation of lucrative strategies for business expansion.

Competitive Outlook: The leading companies operating in the Ultraviolet LED market have been enumerated in this report. This section of the report lays emphasis on the geographical reach and production facilities of these companies. To get ahead of their rivals, the leading players are focusing more on offering products at competitive prices, according to our analysts.

Report Objective: The primary objective of this report is to provide the manufacturers, distributors, suppliers, and buyers engaged in this sector with access to a deeper and improved understanding of the global Ultraviolet LED market.

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Market Segmentations of the Ultraviolet LED Market

This market is segmented based on Types, Applications, and Regions. The growth of each segment provides accurate forecasts related to production and sales by Types and Applications, in terms of volume and value for the period between 2022 and 2030. This analysis can help readers looking to expand their business by targeting emerging and niche markets. Market share data is given on both global and regional levels. Regions covered in the report are North America, Europe, Asia Pacific, Latin America, and Middle East & Africa. Research analysts assess the market positions of the leading competitors and provide competitive analysis for each company. For this study, this report segments the global Ultraviolet LED market on the basis of product, application, and region:

Segments Covered in this report are:

Technology Outlook (Volume: Kilo Tons) (Revenue, USD Billion; 2017-2027)

Applications Outlook (Volume: Kilo Tons) (Revenue, USD Billion; 2017-2027)

Optical Sensors and Instrumentation

Counterfeit Detection

UV Sterilization

Medical Light Therapy

UV Curing

End User Outlook (Volume: Kilo Tons) (Revenue, USD Billion; 2017-2027)

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Major Geographies Analyzed in the Report:

North America (U.S., Canada)

Europe (U.K., Italy, Germany, France, Rest of EU)

Asia Pacific (India, Japan, China, South Korea, Australia, Rest of APAC)

Latin America (Chile, Brazil, Argentina, Rest of Latin America)

Middle East & Africa (Saudi Arabia, U.A.E., South Africa, Rest of MEA)

ToC of the report:

Chapter 1: Market overview and scope

Chapter 2: Market outlook

Chapter 3: Impact analysis of COVID-19 pandemic

Chapter 4: Competitive Landscape

Chapter 5: Drivers, Constraints, Opportunities, Limitations

Chapter 6: Key manufacturers of the industry

Chapter 7: Regional analysis

Chapter 8: Market segmentation based on type applications

Chapter 9: Current and Future Trends

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