Earlier in the day, Leonard was deemed questionable while getting treatment on his hip. Toronto coach Nick Nurse spoke to reporters 90 minutes before tip-off and said he was uncertain about Leonard’s status.The Raptors improved their NBA-best record to 23-7. They beat the Los Angeles Clippers 123-99 without Leonard on Tuesday night and then completed a season sweep of the two-time defending champion Warriors.FEATURED STORIESSPORTSPrivate companies step in to help SEA Games hostingSPORTSSEA Games: Biñan football stadium stands out in preparedness, completionSPORTSUrgent reply from Philippine football chiefToronto beat Golden State 131-128 in overtime on Nov. 29. The Warriors played that game without All-Stars Stephen Curry and Draymond Green, both of whom were back in the lineup for the rematch Wednesday. TS Kammuri to enter PAR possibly a day after SEA Games opening SEA Games: Biñan football stadium stands out in preparedness, completion Phoenix pounces on chance to get more experience, trades away no. 4 PBA draft pick Is Luis Manzano planning to propose to Jessy Mendiola? Don’t miss out on the latest news and information. FILE – In this Tuesday, Nov. 27, 2018, file photo, Toronto Raptors forward Kawhi Leonard huddles with teammates before an NBA basketball game against the Memphis Grizzlies in Memphis, Tenn. Leonard sat out Toronto’s showdown against the Golden State Warriors on Wednesday, Dec. 12, because of a bruised right hip. (AP Photo/Brandon Dill, File)OAKLAND, California — Kawhi Leonard sat out Toronto’s showdown against the Golden State Warriors because of a bruised right hip.The star forward was inactive for the second straight game Wednesday night, but the Raptors cruised to a 113-93 win at Golden State.ADVERTISEMENT Private companies step in to help SEA Games hosting Sports Related Videospowered by AdSparcRead Next PH underwater hockey team aims to make waves in SEA Games PLAY LIST 02:42PH underwater hockey team aims to make waves in SEA Games01:44Philippines marks anniversary of massacre with calls for justice01:19Fire erupts in Barangay Tatalon in Quezon City01:07Trump talks impeachment while meeting NCAA athletes02:49World-class track facilities installed at NCC for SEA Games02:11Trump awards medals to Jon Voight, Alison Krauss Hotel management clarifies SEAG footballers’ kikiam breakfast issue MOST READ SEA Games: Biñan football stadium stands out in preparedness, completion View comments LOOK: Joyce Pring goes public with engagement to Juancho Triviño Lacson: 2019 budget delay due to P75-B House ‘insertion’ LATEST STORIES
Searching for a SiteThe Pakistan Government’s bid to carry out an experimental atomic explosion on the Chinese ranges in Tibet has run into a snag. According to sources, negotiations with the Chinese leadership are said to have floundered.Now the Pakistanis are said to be desperately trying to choose between the,Searching for a SiteThe Pakistan Government’s bid to carry out an experimental atomic explosion on the Chinese ranges in Tibet has run into a snag. According to sources, negotiations with the Chinese leadership are said to have floundered.Now the Pakistanis are said to be desperately trying to choose between the limited number of sites in their own country. Their search has acquired urgency especially since intelligence sources have confirmed that Pakistan will have capability of a delivery system in the form of F-16s by 1983.Toning it DownNo international sporting event is free of political hurdles and the Asian Games scheduled to take place in New Delhi this November is no exception. However, the first of its hurdles regarding which countries to invite to the Games seems to have been overcome with only token resistance.Last fortnight, the Asian Games Committee extended invitations to all the countries that come under the geographical embrace of Asia with two exceptions – Israel and Kampuchea. Israel was expected but Kampuchea is a prickly question since India officially recognises the Heng Samrin regime while other members of the Asian Federation do not.Kampuchea’s inclusion in the Games would have meant possible pull-outs, especially by countries in South-east Asia. To avoid further eruptions of the Israel question, India has spearheaded a move that Israel should in future be included in the European sector as far as future international sporting events are concerned.Misreading the MessagePolice with the PLA bombsThe accidental discovery of three time bombs placed in Palika Bazaar, the huge underground market in the heart of the capital, last week had a bizarre prelude. A week earlier, the Intelligence Bureau had tipped off the Centre about possible terrorist activity by the PLA (People’s Liberation Army), the extremist Manipur organisation. However, by the time the alert was passed on to the Special Branch of the Delhi Police it was wrongly misread as PLO (Palestine Liberation Organisation) and connected to the visit of PLO leader Yasser Arafat. Once Arafat had left, the Special Branch cancelled the alert. Days later, the bombs were discovered and claimed by the PLA only then did they realise the extent of their goof. However, the threat is still not defused. According to intelligence sources, the PLA has recently stepped up terrorist activity in Manipur and plan to extend their acts of terrorism to other parts of India.advertisementPolitical HurdlesYasser Arafat and Mrs Gandhi in New Delhi: No US-baitingMrs Gandhi is restraining criticism of the United States in preparation for her forthcoming visit to Washington. Palestine Liberation Organisation (PLO) Chairman Yasser Arafat who had bitterly attacked the US Administration from Indian soil for playing a “subversive role” in West Asia failed to get any kind of criticism or condemnation in the joint communique issued at the end of his visit.There was no reference to the US at all in the communique and South Block saw to it that even the Indian Ocean was not mentioned since Arafat would then insist on a demand for elimination of the Diego Garcia base. Mrs Gandhi has been lately avoiding any unkind references to the US in her speeches.No Barters for BeijingThe Chinese team which came to Delhi for border talks is said to have rejected outright the historical records produced by India claiming certain portions now under Chinese occupation. The Chinese also put across their view that the Aksai Chin area belonged to them, and could not be bartered.The Chinese team suggested that delicate negotiations on the border should be tackled only at the political level and that there could be no cartographic solution to the dispute. They also renewed their invitation to External Affairs Minister P.V. Narasimha Rao to visit Beijing. The Chinese also let drop hints that once the basics were sorted out at the political level the two sides could move to a higher political plane, meaning of course a summit between Mrs Indira Gandhi and Deng Xiaoping.
croatiaGrand SlamMarin Cilicrafael nadal First Published: September 4, 2019, 1:47 PM IST Rafael Nadal defeated Croatia’s Marin Cilic 6-3, 3-6, 6-1, 6-2 on Monday to advance to the quarter-finals of the US Open 2019. In his post-match press conference, the 33-year-old said how he had worked on his serve over the years and how it will help him have a longer career. “I improved my serve especially over the last couple of years and this year a bit more. Happy with the way I am serving, especially the second serve. I increased the speed, which helps. I always knew I needed to improve my serve to try to have a longer career and that’s something we have been working hard on,” Nadal said. Nadal, whose career has been hit by several injuries, said the change may be easy to describe, but it was difficult to make.The second seed is now the firm favourite to add to his tally of three US Open titles after Roger Federer suffered a shock exit on Wednesday after a back niggle. Top seed Novak Djokovic had earlier suffered a shoulder injury and retired hurt in the fourth round.But Nadal has been in top form in the tournament and his fitness was in display in the round of 16 as he chased a shot and hit a return around the net that stunned spectators. “I don’t know, I think I followed the ball good because he had a good volley and I saw it, I ran fast to the ball and I saw at the last moment there maybe be a small space on that side,” he said after the match. “I think it was the only way to win that point. I hit it well, but to hit that spot you need some luck,” he added.The 18-time Grand Slam champion Rafael Nadal will play Argentine 20th seed Diego Schwartzman in the quarter-finals. Get the best of News18 delivered to your inbox – subscribe to News18 Daybreak. Follow News18.com on Twitter, Instagram, Facebook, Telegram, TikTok and on YouTube, and stay in the know with what’s happening in the world around you – in real time.
A 10-month absence from the sport, as she recuperated A 10-month absence from the sport, as she recuperated from surgery, saw her ranking slip to 126, but she was back in 2012, capturing the French Open to become the 10th woman to complete a career Grand Slam and adding Olympic silver to her resume that year.Her 2014 French Open title was another high after a dispiriting injury low.More injury troubles followed before the bombshell announcement of her positive test for the banned heart drug meldonium at the Australian Open — where she fell in the quarter-finals to Williams. With Williams, she endured her most testing rivalry — on and off the court.The two famously exchanged personal barbs over their private lives when Sharapova began a two-year romance with Bulgarian player Grigor Dimitrov, a rumoured previous boyfriend of the American.Sharapova had previously been engaged to former Los Angeles Laker basketball star Sasha Vujacic.She may have been unlucky in love, but Sharapova hit the jackpot in her commercial affairs. She made almost USD 30 million in 2015, according to Forbes, with USD 23 million of that coming from endorsements.Sharapova was a brand ambassador for Porsche, Cole Haan and in 2010 signed a contract extension with Nike worth a reported USD 70 million.”Beauty sells. I have to realize thats a part of why people want me. I understand it. Its fine. Im not going to make myself ugly,” she said.She has two luxury homes — one in Florida, one in California — and is making a lucrative career as an entrepreneur. In 2012, she launched her own line of candy, Sugarpova, selling 30,000 bags in the first six months.advertisementShe acknowledged in Melbourne that she never expected still to be playing tennis at the age of 28, but when she revealed her positive drugs test at a news conference in Los Angeles on March 7, she said she wasnt ready to leave the game.”I dont want to end my career this way,” Sharapova said. “And I really hope I will be given another chance to play this game.” AFP AH AH
Salary negotiation can be tough. Once you receive a job offer, how do you know if what you’ve been offered is fair? Should you ask for more money? Or, accept the offer as it stands?Meet Ranjan Bonthala. He’s an engineer at Google with a master’s degree in electrical engineering, specializing in computer networking. When Ranjan set out on his job search, career opportunities and overall job satisfaction were most important to him. Additionally, being able to negotiate a salary that best fit his skill set and was competitive with multiple offers was key, so he turned to Glassdoor. Here’s how Glassdoor helped Ranjan find a job he loves:Glassdoor (GD): What type of job were you looking for?Ranjan Bonthala (RB): I was looking for a job in network engineering. For my next career move, I was keen on joining a team that works on cutting edge or emerging technologies that the entire industry is enthusiastic about.GD: How did you approach your job search?RB: Career growth tops my list, so I needed to make sure that the new job satisfies my short term and long term goals. I tried tracking down my old professional connections to see how they advanced in their careers. I used LinkedIn to help me track them and see how they progressed in this industry.GD: What resources on Glassdoor were most helpful to you during your job search and how did you use them?RB: Glassdoor has been very helpful to me in four key areas: company reviews, job listings, interviews and salaries (my favorite). Without Glassdoor, I wouldn’t know where to start while negotiating salary.First, I made a list of the companies I was interested in applying. I then looked for open jobs for those companies on Glassdoor. I applied to the job openings that matched my skillset. Once I got to the phone screen part of the interview process, I had a better idea of what the team was looking for.After the phone screen, I made my decision based on the Glassdoor reviews for that company. Glassdoor has been very helpful during this phase of job search. The company reviews helped me decide if I wanted to go further with the interview process or not.Each company has its own approach of interviewing candidates. I tried looking for as much information in the company’s interview reviews on Glassdoor as I could, to make sure I was prepared for every possible scenario.I had multiple offers. The salaries on Glassdoor helped me compare each of the salary offers and how the competitors pay.GD: What was the biggest challenge you faced as you started your job search?RB: My biggest challenge in job search is job satisfaction. There were times where the expectations didn’t match when I talked to people during the interview process. I hope Glassdoor continues to grow and even more people share their experiences to help others during their job search.GD: What were the most important factors you were looking for in a job?RB: Job satisfaction tops my list. The more satisfied I am, the more motivated I end up being. Other factors that I remember to consider are:Company growth and visionIndividual career growthGreat team with great peopleA challenging environment that pushes me to excelGood recognition and reward for my contributionsGD: How did you find or first hear about Glassdoor?RB: Sometime in 2010, I had an unofficial offer from a large tech company. I didn’t know what salary to expect, and I was getting ready to negotiate the offer if necessary. I searched on Google and Glassdoor was the first result. From that moment, I have been an ardent fan of Glassdoor. Glassdoor helps people in various industries be more informed and helps them in making good decisions.Thanks for sharing your story, Ranjan!Has Glassdoor helped you? We love hearing from our community on how they found a job, negotiated a salary or learned more about the interview process at a company! Plus, when you tell your story, you help countless others. Tell us your story by emailing us at firstname.lastname@example.org.
Once you have information about what the hiring company’s interview process includes, use the chart above to determine what will be in the range of normal. If you calculate that the interview process should take 12-15 days and it’s been 20+ days since you last spoke with them, now may be a good time to follow up to see where you stand and where they are in the process of selecting a candidate for the open position.Interviewing can be one of the most stressful events in one’s life. Take the mystery and ambiguity out of the process by getting informed early on and asking good questions so that you have clear expectations. Having more information like this at your fingertips can save you from anxious thoughts and help you use your job search time more effectively.Learn more about what causes hiring delays and how the interview process varies by location, job and industry in the Glassdoor Economic Research report “Why is Hiring Taking Longer?”.Have a question about the hiring process you want answered? Post a comment below. You found the perfect job so you send in your resume right away, but now the waiting begins. How long should the hiring process really take? The Glassdoor Research team decided to get to the bottom of this and find out what job seekers should expect.After combing through hundreds of thousands of interview reviews left on Glassdoor, the team found that the average hiring process, in the U.S. for example, took 23 days in 2014. But this number had jumped from 13 days in 2010. There was a similar upward trend occurring in parts of Europe, Canada and Australia. So what’s causing the delay?[Read more from Glassdoor Economic Research on the hiring process by country.]As part of the research, the team evaluated how several screening methods used by companies can impact the duration of the interview process. For example:Phone interviews add 8 to 8.2 days on average to the interview processOne-on-one interviews add 4.1 to 5.3 days on average to the interview processPresentations add 2.7 to 4.2 days on average to the interview processAfter initially hearing back from the company, you can expect it will take between 13.6 days to 17.7 days until you complete the process if you experience just the three screening methods listed above. Keep in mind these are averages across a broad range of jobs, industries and locations. So if you have a highly skilled technical job for a government employer in Washington D.C., it’s wise to expect that the interview process will likely be on the longer side.If you hate waiting or you’re simply anxious to hear back from an employer, follow these steps:When a recruiter or hiring manager reaches out after you have applied and wants to learn more about you and your experience, make sure to ask what would be involved during the interview process. (Also, don’t forget that on Glassdoor you can see company-specific interview reviews that detail what the hiring process entails.)
Workplace jargon is no joke – you might not think about the words and phrases you use on a daily basis, but it’s time you start paying attention. Why? There are a few words and phrases that make you look like an amateur–and whether or not you’re aware of some of the words you’re saying, your boss or manager has probably noticed.If you’re starting a new job, consider the culture and environment of your office to help you best understand what words and phrases should be avoided. And if you’re currently employed, it’s best to look through this guide and keep an ear out for any phrases you might be saying. If you catch yourself – start working on cutting them out of your vocabulary!Here are some of the top words and phrases that you need to start avoiding today.1. “Like, um…”If you think your co-workers and your boss don’t pick up on how often you say “Like” or “Um” in a sentence, think again. Someone who constantly uses these two filler words is often seen as the annoying co-worker–and you don’t want to be that person in the office! The real issue here is that you’re trying to pause while talking, so using the filler words “like,” and “um,” makes you sound unconfident, which isn’t the best way to be perceived by your peers. How can you avoid using these words? How do you even know how many times you say them in a day? Count them in your head when you say it, or, better yet, ask a friend or co-worker to tell you when you’ve said them. This will help you kick the habit!2. “This might be wrong…but”This phrase is a clear indicator that you’re feeling insecure, but are afraid to ask for help. Moreover, it also implies that you don’t even believe what you’re saying. When you start your sentence this way, it makes you look like an amateur because you sound uncertain and unconfident. Imagine saying this during a presentation–why should anyone keep listening if you’re not sure about what you’re saying?Are You A Victim of the Confidence Gap? Here’s How to Take Back Your Power3. “No problem…”It sounds nice–and you are probably being nice when you say this–but saying “No problem,” always sounds less enthusiastic. When someone says “Thank you,” “You’re welcome” is the proper response and it sends more gratitude to the person, as opposed to a shrug.4. “I think…, you know…”These two phrases signal a lack of confidence to your co-workers and manager. Starting a sentence with “I think,” implies that you are not 100% confident about what you’re about to say next. And ending a sentence with the phrase, “you know?” often implies that someone is not following what you’re saying, which can also make that person feel that you are talking down to them. If you catch these phrases rolling off your tongue, try to stop them next time. Instead of saying, “I think,” be more direct. Don’t say, “I think we should reschedule the meeting,” and say, “We should reschedule the meeting.” It sounds simple, but once you start to pay attention to these phrases, you’ll learn that you say it more than you should. The key is listening to yourself when you talk, or asking a friend to let you if you continue to use the phrase.5. “I feel like…”Similarly, this phrase shows that you lack confidence or that you haven’t thought through what you’re about to say. When you do use this phrase, you are usually thinking aloud and trying to form an idea–so it might feel natural to say this…but it has a more negative impact than you might think. Remove this phrase and simply say what’s on your mind.9 Companies That Offer Incredible Professional Development Programs6. “Does that make sense?”When explaining something to a co-worker, adding the phrase “Does that/did that make sense?” is one of the worst ways to end a sentence. It makes you sound condescending. If the person you are talking to is confused, they will ask a question. So when you ask if what you said makes sense, it comes off more authoritative, even if you were just trying to be kind. 7. “Hey, guys!”Using the term “guys” might not initially sound harmful to you, but it’s time we all stopped referring each other as “guys” because the term “guys” refers to the male sex. When you say “Hey guys” or “good job guys” to a group of co-workers that do not all identify as male, you’re ignoring the rest of the group. Consider using “they/them” pronouns and saying “hey folks,” or “good job everyone” instead.8. “I’ll try”When your boss or a co-worker asks you to do something, saying “I’ll try to get it done,” or “I’ll try to get to that today,” implies that you are over-worked or that they are asking too much from you. Instead of using this phrase, simply be honest. If you don’t think you can take on what they are asking, tell them that. It’s much better to be honest than to sound flaky by using the words, “I’ll try.”9. “I need a drink…”Even if your workplace is casual and allows you to drink at the end of your shift, stating that you “need a drink,” doesn’t sit well with most co-workers. Even if you’re laughing with co-workers about something that happened at work, the more you do this, the more people will notice and worry about your drinking habits–which is not a good picture to paint of yourself to your co-workers. 10. “Let me know”Lastly, this is the phrase that many workers use to end an e-mail or conversation. What this does though is it implies that you haven’t made up your mind, or that you want the other person to do the work and make the decision. It may seem innocent, but using this phrase to close out a conversation sends the message that you can’t make the final decision and need your co-worker or boss to do so for you. 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4.3★ Senior Product Designer, AdRoll NextRoll San Francisco, CA Sales Management – Future Opportunity NextRoll Salt Lake City, UT 4.3★ 23 hours ago 23h 23 hours ago 23h 4.3★ 4.3★ 4.3★ Sales Development Representative – Future Opportunity NextRoll San Francisco, CA 23 hours ago 23h View More Jobs 23 hours ago 23h Senior Manager, New Business Sales NextRoll Salt Lake City, UT 4.3★ If you want to move up the ladder, the first step may not be asking for the new role just yet. Many of the employees at AdRoll Group attribute their success with moving up in their company to one simple detail: mastering their core role. Before you can take the next step, you need to do your current job with confidence, showing your managers that you’re ready. “To position yourself for a career move, first you have to really excel in your core role and then focus on how you can add value to your clients and colleagues in the context of the next role you’re aiming to step into,” says Togbor Wentum. If you’re ready to step up in your core role, but aren’t sure where to start, take some ideas from the employees at AdRoll Group. Find Creative Ways to Add ValueIf you already do a great job in your current role, you may need to get creative with how you show your managers that you’re ready for a new role. This is the approach Wentum took in both transitions he’s made within AdRoll. When he wanted to move from sales to be a dynamic creative product specialist, he developed a product series for the SDR (sales development representative) team, including slides, emails and documentation. He then took it one step further by presenting to the team on a biweekly basis to teach them how to use the products in the series.“I was giving all of myself to the team and the company, essentially showing that I delve into work wholeheartedly and that my behavior was not going to change when I moved into a new role,” says Wentum.If you’re not sure how you can do this yourself, start by figuring out where you want to go. Wentum wanted to move into engineering next. He knew he needed to get closer to that team to see what challenges he could provide solutions for. He explains, “At the time, it seemed like solutions engineering, in particular, was understaffed, so I started thinking about how I could add value. The solutions engineering team was understaffed across the company so I would hang out there when I had time. I’d find out what they were working on and ask to help with projects if they were really busy.”When considering how you can creatively add value, think about your teammates, managers, the company as a whole. Ask yourself: Where can my skills and knowledge be most helpful in my current role? When you answer that question, then you can execute.5 Signs That a Company Offers Upward MobilityFind a MentorAs you grow and learn in your career, the support and guidance in the form of a mentor can be crucial. For Larissa Licha, mentorship was key to her success in moving from SDR to Black Ops (performance). During her first year at AdRoll, the CTO was a mentor to her and later, after moving into her account manager role, the CRO became a mentor as well. Licha explains, “He (CRO) reached out to me six months after I became an account manager and told me to apply for this role. I would never have considered it since I was only six months into my role and didn’t think I was qualified. He insisted I apply for the role, and I joined a new team when it was forming, so I got to help shape it completely.”This guidance, support and encouragement helps you master your current role and move into a new role because it gives you a chance to develop new skills. Licha says, “Having mentorship in the company gives me leverage to do things that are not my core competencies, and motivate me to challenge myself, got me to a role that I never thought I would be exposed to.”5 Ways a Mentor Can Help You Get a PromotionThink Bigger If you want to move up within your company, you have to think bigger in how you approach your current role the challenges it brings, according to Emma Gilroy. This starts with knowing what you should be doing in your current role and then making sure you’re doing it well: “I think it’s about having a clear understanding of what’s expected of you in your role and, assuming the expectations are reasonable, being really obvious about what you’re responsible for and excelling in that,” says Gilroy.This may be hard to do in the busy environment of a growing office. Gilroy finds it can be easy to get “distracted, taking on too much work and not giving yourself the time to master your day-to-day work, which can lead to a lack of confidence.”To get and stay on track, Gilroy suggests working with your manager, staying aware of your surroundings, and focusing on making a true impact. The best way to make an impact: show your value and abilities by thinking about the bigger picture in terms of both the business and the overall challenge or opportunity you’re being presented with. Gilroy explains, “I think people can fall into the trap of only looking at problems from a very narrow scope, in terms of their specific situation, team, department, or region, but if you can look beyond and have a broader understanding of some of the business challenges, it can give you access to the next level, the next step up.”Switching Jobs Internally — How to Apply & How to Manage the TransitionGet Ready to Move UpIf you want to take the next step within your current company, you may need to get creative. It’s not just about asking for the new role, but proving that you’ll excel in that position. This might mean you need to take a step back and master your current role, with the help of a mentor or using creative solutions. If you’re ready to make the next big move for your career, keep the experience and advice of these AdRoll employees in mind. 23 hours ago 23h Software Engineering Team Lead, RollWorks Identification NextRoll San Francisco, CA Manager, GTM Business Systems NextRoll San Francisco, CA 4.3★ Senior Product Designer, RollWorks NextRoll San Francisco, CA 4.3★ 23 hours ago 23h Senior Product Manager, Ads NextRoll San Francisco, CA 23 hours ago 23h Tech Lead, Big Data – RollWorks NextRoll San Francisco, CA 4.3★ 23 hours ago 23h 23 hours ago 23h 4.3★ Principal Software Engineer NextRoll San Francisco, CA Hot New Jobs For You 23 hours ago 23h
3.0★ In spite of employers increasing investment in diversity and inclusion, a new Glassdoor survey reveals that 61 percent, or about three in five U.S. employees have witnessed or experienced discrimination based on age, race, gender or LGBTQ identity in the workplace. The 2019 Diversity and Inclusion Study was conducted online by The Harris Poll among over 1,100 U.S. employees and revealed the prevalence of discrimination at work. Furthermore, in surveying employees across the U.S., UK, France and Germany, issues of belonging are common.Among the key findings of the survey, employees revealed:Employed adults in the U.S. have experienced or witnessed discrimination (61 percent) more than those in the UK (55 percent), France (43 percent) and Germany (37 percent) respectivelyForty-two percent of employed adults in the U.S. have experienced or witnessed racism in the workplace; the highest percentage of the four countries surveyedAgeism is the most experienced or witnessed form of discrimination in both the U.S. (45 percent) and UK (39 percent)Gender is the most experienced or witnessed form of discrimination in both France (30 percent) and Germany (24 percent)Half (50 percent) of employed adults across the four countries believe their employer should do more to increase diversity and inclusion“Creating a company culture that celebrates and respects people for their diverse backgrounds and experiences should be a top priority for all employers,” said Carina Cortez, Glassdoor’s chief people officer. “Employees must feel comfortable bringing their full selves to work, without the fear of prejudice or ridicule, whether intentional or not. It’s critical for employers to actively listen to how their employees feel about what it’s like to work at their company. More importantly, employers must be willing and ready to take action to foster a workplace environment in which all people feel they belong.”During a time of record-low unemployment, the U.S. is experiencing one of the best times in history to find a job. This also means that companies are being evaluated even more closely by career-minded job seekers for signs of mission-aligned values, a thriving company culture and a people-first approach. Our survey shows that workplace discrimination, whether based on race, ethnicity, age, gender, sexual orientation or identity, to name a few, persists.“While it’s troubling to see that a majority of people have experienced or witnessed discrimination at work, with more awareness comes more action to ensure greater inclusivity in the workplace,” adds Cortez. “The results of this survey should be a wake-up call for workers and employers to foster a more inclusive culture to end any form of discrimination at work.”Authentic Self: Glassdoor’s Workplace Guide for LGBTQ ProfessionalsInside the DataAs we dug into the data further, the survey revealed that men in the U.S. are more likely to witness or experience discrimination than women at work. In fact, 50 percent of men witnessed or experienced ageism as opposed to 38 percent of women respondents. Furthermore, 38 percent of men witnessed or experience LGBTQ discrimination compared to 28 percent of women.Another key finding of the survey revealed that younger employed adults have more experiences of discrimination at work. Over half (52 percent) of employed U.S. adults between the ages of 18 and 34 report gender discrimination at work, falling to less than three in ten (29 percent) of employed adults aged 55+.5 Ways to Combat Gender Discrimination at WorkHow Companies Are Tackling Diversity & InclusionA bright spot in the conversation around diversity and inclusion is the heightened level of investment employers are making both within their companies and on Glassdoor. Glassdoor’s Economic Research team found that over the past year, hiring for roles dedicated to fostering more diverse and inclusive workplaces has increased 30 percent.Three-quarters (77 percent) of U.S. employees say their company employs a diverse workforce; though over half (55 percent) believe their company should do more to improve D&I. Over six in 10 (64 percent) U.S. employees say their company is investing more in D&I now than it has in years pastWithin their ranks, both large and small companies are investing in online courses, trainings, open dialogues, employee resource groups and company-wide diversity education. Employers inducing 3M, Babbel, Eli Lilly, Visa, Airbnb, Docusign and more are developing innovative strategies to promote diverse hiring practices as well as retention tools. It’s no surprise that these companies and others are investing in inclusivity not only because it’s the right thing to do but also because the candidates of tomorrow truly care. More than six in 10 (62 percent) U.S. employees between the ages of 18-34 — which includes Millennials and Gen Z — believe their company should do more to increase diversity and inclusion.“At Glassdoor, we encourage our employees to bring their authentic selves to work,” says Cortez. “We empower our workers through employee resource groups, company-wide diversity-driven speaker series and monthly programming that not only educates, but also celebrates, diverse communities and employees.”The 2019 Diversity & Inclusion study reveals that while progress is being made, there is much more work to do to eliminate discrimination in the workplace. Identifying the problems and recognizing companies striving for equality gives hope that we will begin to see more diverse and welcoming workforces in the future.Learn MoreTop Companies for Diversity & Inclusion 3.0★ 3.0★ 23 hours ago 23h Data Engineer DIVERSANT, LLC Denver, CO 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 23 hours ago 23h 3.6★ 23 hours ago 23h Outside Plant Engineer Verizon Alpharetta, GA 23 hours ago 23h 23 hours ago 23h BUSINESS SYSTEMS CONSULTANT 6 Diversant LLC Charlotte, NC 23 hours ago 23h 3.0★ Java Developer Opportunity – Minneapolis, MN Diversant LLC Minneapolis, MN Software Configuration Engineer DIVERSANT, LLC Longmont, CO IT Business Analyst V Diversant LLC Addison, TX 3.0★ 3.0★ 23 hours ago 23h Product/Experience Manager Diversant LLC Basking Ridge, NJ Developer – .NET Diversant LLC Charlotte, NC New D&I Jobs For You 3.0★ TECHNICAL WRITER 4 Diversant LLC Charlotte, NC 3.0★ Digital Strategy Consultant Diversant LLC San Francisco, CA 3.0★ View More Jobs
Nottingham Forest are eyeing Everton fullback Brendan Galloway.The Daily Mail says Forest are showing interest in Everton’s young left-back Galloway.He was on loan at West Brom last season, though it was cut short as manager Tony Pulis preferred other options.Forest are considering making a bid for Galloway this week.
When I’m asked about whether I think a marketing campaign is good, I always ask:Who was the audience and what action was the campaign seeking to effect?These are good questions to ask yourself before you launch any marketing effort. Is it well targeted? Will it resonate with the audience in question? Is it consistent with your brand? Will it get people to act in the way you want?In other words, you’d better know who and why you’re marketing before you jump to how to market something.Some colleagues recently called my attention to two campaigns, and while they both have merits, I”m not sure they nailed the “who and why” before they leaped to the “how.”Here’s the first, which was a PETA campaign that was eloquently blogged by CK. It’s a website trashing the Olsen twins for wearing fur, providing interactive, bloody dress-up games, and a faux Full house video, which unfortunately is nearly as boring and unwatchable as the show.So does trashing these celebrities make sense as a marketing strategy? It really depends on what PETA is trying to do. If they are trying to please their base, yes. It’s a highly negative, on-the-attack, celebrity-shaming, attention-grabbing campaign that is completely aligned with PETA’s brand and followers. If it’s trying to get online media attention for PETA, it also makes sense because it’s blogworthy. If it’s trying to get the Olsens or other celebs to embrace PETA’s cause and/or get new people to support PETA by writing to the Olsens or giving money, I doubt this will work. Going that negative will just estrange the mainstream, which includes people who like Mary Kate and Ashley or, if they don’t, prefer to visit Perez than PETA for their Trollsen dose. Quite simply, the campaign encourages people to think of PETA as being “fringe,” which I think is far less scary than being influential. So if the “who” is new audiences and the “what” is eschewing fur, I don’t think it works.On to a campaign that is the polar opposite of the Trollsens – it’s a feel-good spot sent to me by a reader from Italy. Daniele writes:I’m working for a campaign called superegali.org for the NGO Terre des Hommes Italia. It’s a fundraising campaign for PerÃ¹, Ivory Coast and Zimbabwe to help kids of these countries. We made a viral video for this campaign where the protagonist is our mascot, a paper toy. The video is a spoof of Dove Onslaught.(If you want to know what the Dove campaign is, I posted on there here.)I thought the video was cute (especially if you’re familiar with the cultural reference of the Dove campaign) for an audience of potential supporters in Italy – provided they know the Dove campaign. But the “why” was unclear. What does the ad want you to do? It seems to ask you to rethink the concept of superhero, but it’s not clear what you’re supposed to do as a result, or how cutting out superheroes helps kids. I think the campaign is interesting but has a perplexing (perhaps even absent) call to action. So I asked Daniele what was the “why” of the campaign. She responded the purpose was to spread the word about their work and raise money. If that’s the “why” of the campaign, I think it could use some tweaking. Thoughts for Daniele?
According to the BoardSource governance survey, the average size of a board is 17 members, the median being 15. Organizations with larger budgets tend to have larger boards. It is always good to remember: Average figures only reflect the reality, not a recommended norm.In most states, the laws dictate the minimum size for nonprofit boards. Usually three is the minimum, but in some states only one or two board members are required. Equally, it is good to remember that laws regulate the minimal legal requirements, not what your optimal goal should be.When determining the size of your board, start by thinking about what your board needs to accomplish. Optimal board size may vary according to the stage in the board’s lifecycle, its mission, its fundraising necessities, and whether it is a national or a local board.ReferencesBoardSource, BoardSource Governance Index Survey 2004 (BoardSource 2004).Robert C. Andringa and Ted W. Engstrom, Nonprofit Board Answer Book (BoardSource 2001).
Posted on June 20, 2011August 17, 2016Click to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window) The June edition of the WHO Bulletin features an articles that explores inequality in hospital births in China and finds significant increases in access to facilities. With the exception of the poorest region of the country, nearly all mothers gave birth in facilities in 2008. In fact, the socioeconomic discrepancies were nearly non-existent between the highest income groups and the lowest income groups. Among the poorest quintile, approximately 15% of births occurred in facilities in 1988, but 20 years later, nearly 90% of births occurred in facilities. According to the UN maternal mortality ratio (MMR) estimates, China’s MMR decreased by two-thirds between 1990 and 2008 from 110 deaths per 100,000 live births to 38. Can lessons learned from China be applied in other contexts?YesNoVoteView ResultsCrowdsignal.comTake Our Poll ShareEmailPrint To learn more, read: Can lessons learned from China be applied in different contexts? Vote in the poll and share your thoughts in the comments below.Share this: Regarding these successes, the authors conclude:“The gap in institutional birth rates between urban and rural regions is narrowing, which suggests that China’s safe motherhood strategy, with its regional focus, is working…Our analysis suggests that inequalities between socioeconomic regions are more pronounced than between individual households. It did not show household income to be an important determinant of hospital delivery.” Given the uniqueness of China, with its huge population and landmass and booming economic growth, what works there may not be replicable in other countries, but it has seen some of the most progress on Millennium Development Goal 5. The UN data puts China ninth in terms of percentage reductions in maternal mortality between 1990 and 2008.
Posted on April 16, 2015October 27, 2016By: Melissa Wanda Kirowo, Advocacy Project Officer, FCI Program of Management Sciences for Health in KenyaClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)In Kenya, where I work as an advocate for women’s health and rights, women continue to die during pregnancy and childbirth at alarming rates. Approximately 25% of these deaths are due to heavy bleeding following childbirth, also known as postpartum hemorrhage or PPH. More than half of women deliver at home; that proportion can be even higher in some counties with limited infrastructure and predominantly rural populations. Even in cases where a woman arrives to a health facility in time, she can still face significant barriers to receive the care she needs:supplies needed for childbirth—such as a blood pressure cuff or clean gloves—may not be available;essential medicines—such as oxytocin or misoprostol, which can prevent or treat postpartum bleeding—may be in short supply; anda skilled health provider may not be present to provide the care a woman needs to have a safe delivery.A key strategy for improving maternal health is to ensure that every woman has access to effective medicines to prevent and treat PPH during childbirth. Oxytocin and misoprostol are proven, lifesaving medicines for the prevention and treatment of PPH. Misoprostol offers a number of advantages for women living in remote, rural areas: misoprostol does not need refrigeration, is available in tablet form and can therefore be administered with no specialized equipment or skills. Misoprostol provides an effective option for preventing and treating PPH in settings such as homes and health facilities lacking electricity, refrigeration and IV equipment.For these reasons, Kenya’s Ministry of Health established a national-level task force to provide a common forum for addressing policy-level issues related to the use of misoprostol for the prevention and treatment of PPH. While misoprostol is registered in Kenya for the management of PPH, and national guidelines govern its use, studies have shown that misoprostol’s procurement and availability in public health facilities is irregular and inconsistent.This national, multi-stakeholder task force—composed of government, NGO, research, faith-based and health profession representatives—was tasked with spearheading access to and use of misoprostol for PPH. Beginning in 2014, the Misoprostol Task Force, convened by the ministry of health, met regularly to identify the key policy gaps at the national level and to take concrete action. Key policy priorities identified by the Task Force:Harmonize the national clinical guidelines: Kenya has numerous clinical management guidelines advising health professionals on how to administer misoprostol for all its indications (PPH, induction of labor and post-abortion care): the 2009 Clinical Guidelines for Management and Referral of Common Conditions at Levels 4-6 and the 2012 National Guidelines for Quality Obstetric and Perinatal Care. While these guidelines recommend the use of misoprostol to prevent and treat PPH when oxytocin is unavailable, they do not reflect the latest evidence and were inconsistent with each other. The Task Force developed a handout that harmonizes these different guidelines and produced a job aid for health workers. Both documents are waiting approval by the ministry of health; once approved, they will be disseminated at the national and sub-national/county levels.Revise the national essential medicine list: While the Kenya Essential Medicine List (KEML, 2010) classifies misoprostol as a complementary and core oxytocic drug, no specification is made for its use in PPH prevention or treatment. The Task Force drafted a letter to the National Medicines and Therapeutics Committee, to call for the addition of misoprostol to the KEML for PPH prevention and treatment at all levels of the health system. This letter will likely be deliberated by the committee when it meets this year to update the KEML.Continued advocacy is still needed to ensure these positive developments in the Kenyan national policy framework translate into actual improvements in the availability and use of misoprostol. The Task Force has served as a critical forum for bringing together key stakeholders, promoting national level discussion and supporting effective action.For more information and tools for conducting effective advocacy:Scaling up Misoprostol for Postpartum Hemorrhage: Moving from Evidence to ActionAdvocacy, Approval, Access: Misoprostol for Postpartum Hemorrhage A Guide for Effective AdvocacyThis post is part of the blog series “Increasing access to maternal and reproductive health supplies: Leveraging lessons learned in preventing maternal mortality,” hosted by the Maternal Health Task Force, Reproductive Health Supplies Coalition/Maternal Health Supplies Caucus, Family Care International and the USAID-Accelovate program at Jhpiego which discusses the importance and methods of reaching women with lifesaving reproductive and maternal health supplies in the context of the proposed new global target of fewer than 70 maternal deaths per 100,000 births by 2030. To contribute a post, contact Katie Millar. Membership includes representatives from the Ministry of Health-Reproductive Maternal Health Services Unit, Family Care International-Kenya, PATH, Management Sciences for Health, the Population Council, UNFPA, AMREF, Institute of Family Medicine (INFAMED), Christian Health Association of Kenya (CHAK), Jhpiego, the World Health Organization and professional organizations of gynecologists and nurses. The Core List represents the priority needs for the health care system. Medicines on the Core List are considered to be the most efficacious, safe and cost‐effective; are expected to be routinely available in health facilities; and should be affordable to the majority of the population. Complimentary medicines are essential medicines needed for specialized diagnostic or monitoring facilities, and/or specialist medical care, and/or specialist training.Share this: ShareEmailPrint To learn more, read:
Posted on March 8, 2017March 13, 2017By: Sarah Hodin, Project Coordinator II, Women and Health Initiative, Harvard T.H. Chan School of Public HealthClick to share on Facebook (Opens in new window)Click to share on Twitter (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Reddit (Opens in new window)Click to email this to a friend (Opens in new window)Click to print (Opens in new window)Today is a very special International Women’s Day because this year marks the thirtieth anniversary of the Safe Motherhood Initiative. The Safe Motherhood Initiative launched in 1987 at the Safe Motherhood Conference in Nairobi, Kenya as a global movement to reduce maternal mortality. The conference took place at a pivotal point in history for the maternal health community. Allan Rosenfield and Deborah Maine had just published their groundbreaking commentary, “Maternal mortality—a neglected tragedy: Where is the ‘M’ in MCH?” in which they astutely observed the lack of focus on the mother in global maternal and child health programs. Momentum was building among United Nations agencies and the World Health Organization (WHO) to address the fact that 500,000 women worldwide were dying from pregnancy and childbirth-related complications each year. The Safe Motherhood Conference provided an ideal opportunity to turn that momentum into action, and thus, the Safe Motherhood Initiative was established with the goal of reducing maternal mortality by 50% by 2000. Stakeholders identified three main strategies for meeting this goal:Strengthening community-based health care by improving the skills of community health workers and traditional birth attendants and screening high-risk pregnant women for referral to medical careImproving referral-level facilities to treat complicated cases and serve as a back-up to community-level careDeveloping an alarm and transport system to serve as a link between community and referral careMaternal health gained considerable attention following the launch of the Safe Motherhood Initiative at several conferences including the International Conference on Population and Development in Cairo in 1994, the Fourth World Conference for Women in Beijing in 1995 and the Social Summit in Copenhagen in 1995, but the goal of reducing maternal mortality by 50% was not achieved by 2000. Challenges included data collection and measurement, limited political will and a lack of consensus on strategies for intervention.In 2000, safe motherhood was reaffirmed as a global priority, as illustrated by its inclusion in the Millennium Development Goals (MDGs). One of the eight MDGs—MDG 5—was to improve maternal health, with two targets to accomplish by 2015:Target 5a: Reduce the maternal mortality ratio by three quartersTarget 5b: Achieve universal access to reproductive healthIn 2005, the Partnership for Maternal, Newborn and Child Health was formed to strengthen global advocacy, coordinate country-level action and promote a continuum of care perspective. The Lancet published its Maternal Survival series in 2006, which contained evidence-based strategies for reducing maternal deaths.Over the last decade, there have been substantial efforts to continue the work of the Safe Motherhood Initiative. For example, WHO has published and updated recommendations for improving the quality of maternal health care, the Ending Preventable Maternal Mortality working group was established and The Lancet published another series on Maternal Health. New targets for maternal mortality have been set for the Sustainable Development Goals period (2015-2030), strategies to meet the targets have been proposed and there has been renewed commitment to holding stakeholders accountable for results.The maternal health field has made considerable progress over the last 30 years, but more work is needed. The global maternal mortality ratio decreased by 44% between 1990 and 2015, but roughly 300,000 women around the world still die every year from preventable causes related to pregnancy and childbirth. Ending preventable maternal deaths is possible with continued investment in maternal health research, programs and policy at the global, national and local levels.Join the International Women’s Day conversation on social media by using the hashtags #IWD2017 #WomensDay #BeBoldForChange.—Learn more about International Women’s Day.Explore trends in maternal mortality between 1990 and 2015.Read the “Strategies for Ending Preventable Maternal Mortality” report.Share this: ShareEmailPrint To learn more, read:
Wednesday at 11:30 a.m., Freelancers Union founder Sara Horowitz will be interviewed live on WNYC. If you live in New York, tune into the Brian Lehrer Show at 93.9 FM to hear Sara and Brian Lehrer talk about Freelancers Union, our work, and the New Unionism. And if you aren’t in New York, you can still listen online! (The show starts at 10, but Sara won’t be on until the 11:30 slot.)
In today’s New York Sun, economist Scott Moody opines on the fiasco that is the UBT. “The story of the Unincorporated Business Tax shows how it is nearly impossible to get rid of a tax once it is put in place, even if it is a bad one,” he writes. Of course, we couldn’t agree more. (Moody mentions Freelancers Union in the op-ed, describing us as “exasperated.”) For any New Yorker who pays this tax, the piece is essential reading. Don’t forget to check out UBT Watch, the new website dedicated to exempting freelancers from this tax. Oh, and the “kick in the pants” from our headline is a reference to member David Landis’s testimony before the City Council.
This is a post from a member of the Freelancers Union community. If you’re interested in sharing your expertise, your story, or some advice you think will help a fellow freelancer out, feel free to send your blog post to us here.Some of the first questions I’m asked by new or prospective freelance clients are, “How much should I have saved for retirement?” and, “How much should I be saving now?” These are good and important questions–and ones that I have no answer to. That’s because there are some even more important questions that they need to ask themselves first, namely: “What does retirement mean to me?” and “Why is it worth saving up for?”My job as a financial planner is to help people achieve their goals; if those goals are muddy and unmotivated, any plan to reach them will seem pointless and be quickly discarded.If it’s surprising that so many people have never asked themselves these questions, consider how we’ve been trained to think about retirement over our lives.The invention of retirement: A history lessonRetirement, as most Americans currently imagine it, was an invention of mid-20th-century entrepreneurs and the marketers who served them. As Social Security took effect and corporate and public pension plans became widespread in the 1940s and 50s, middle-class Americans, for the first time in history, found themselves able to retire with the means to live independently instead of relying on their children or neighbors for support. But what was there to do for a generation of retirees with newfound independence? There was some awkwardness in the early years of the Retirement Age, writes Joseph Coughlin of MIT AgeLab in The Longevity Economy:“On the frontier of retired life, there were now inhabitants but no institutions or instructions for how to live, no economic production roles to differentiate one retiree from the next, and nothing to tell them what to do with their time.”With its usual enterprising zeal, American capitalism soon rushed to fill the void. Life insurance and investment companies concocted and marketed retirement financial products as their marketing departments urged people to take advantage of their precious golden years. New retirement communities, starting with Sun City, Arizona, sprang up in the South and Southwest to cater to retirees’ needs and capture their dollars. Viagra became the pharmaceutical industry’s greatest success story. The image of the sun-seeking, leisure-oriented senior was placed in American minds and since then has become entrenched.Why am I bothering to tell you all of this? Because when most of us think about retirement–and saving money for it–the first image available in our minds is the one cultivated by hundreds upon hundreds of advertisements seen throughout our lifetimes for all of the products mentioned above and more. And that’s not a good starting point for making an important financial decision. Your image of retirement should reflect your own goals, values, and relationships–not those conjured up sixty years ago by men on Wall Street and Madison Avenue.Creating retirement in your own imageIf you’re freelancing, there’s a pretty good chance that you’re doing something you enjoy. That doesn’t mean you should be expected to do it forever. Even if you’re healthy, satisfied, and on top of your game into your seventies and beyond, you still might need a retirement nest egg someday. There comes a point for almost everyone where slowing down is a good idea, and you don’t want to have to keep working just to make ends meet. Maybe you’ll cut back on work in order to help care for a spouse or your parents (after all, plenty of Baby Boomers will still be around when their children start to retire). You might even decide on a seventh-inning career change and need the extra cushion to make the transition. All of these are great reasons to have funds saved up for retirement, and none of them have anything to do with the sun-soaked images blasted at us from TV.So how do you create your own image of an ideal retirement, especially if it’s still thirty or forty years away? You don’t need a crystal ball. You simply have to look at the person you are today and ask yourself some questions about that person. What are they seeking in life? What relationships do they value and depend upon the most? What would they do with their time if they didn’t have to worry about money? It’s true that people evolve over time, but it’s still likely that your core values today will remain in the long run. The person you are–and the life you’ll want to lead–in 20, 30, or 40 years and beyond starts with the values that drive you today.Reality checkWhen crafting your image of retirement, it’s also important to take into account some realities about America and the society we live in. First, women and men can have very different ideas about their post-career lives. Men tend to associate retirement with its relaxation and leisure aspects, while women think about it more in terms of happiness, fulfillment, and family. Women are also more likely than men to care for their spouses or parents at some point in retirement. Gender-based societal expectations shouldn’t be a deciding factor in your or anyone else’s retirement plan. Spouses and other family members should respect each other’s goals and have clear expectations of how they’ll rely on one another in the future.Social Security and Medicare, the pillars of social insurance that allowed retirement to exist as we know it, will probably still be around when you retire, though possibly in a form very different from the one we know now. Some courageous and visionary person in Congress might be able to enact a version of the current system that holds up for the next thirty years. More likely they will simply scale back and/or privatize parts of it and leave less for future retirees to rely on. Either way, “living on Social Security” shouldn’t be your only plan for what happens when you stop working.Being idealistic about your retirement can and should also mean being realistic about the resources you’ll have–not just money, but also the time, energy, health, and relationships that will make those years meaningful.Turning pictures into numbers into actionAfter all that touchy-feely stuff, I still haven’t given you any real numbers to work with. And of course, now that you see how many different versions of retirement there are to choose from, not to mention the massive assumptions involved in projecting the world between now and your retirement (whenever that may be), you know that I can’t possibly give you a magic number that will put you on the road to a comfortable retirement.The point of asking yourself all these questions and creating your picture of retirement is that you’re giving yourself a real goal to work towards. Most of the people who ask me how much they should save do so because other people have told them that they need to be saving. Usually my advice is “Save whatever you can,” and that’s a disappointing answer that won’t motivate you to start saving if you still don’t have any idea what you’re even saving for or why it matters. Saving for retirement without knowing what you’re saving for tends to be an orthodontic exercise: you extract a part of your income today (and usually the part that goes toward fun stuff) to pay for a hazy future that doesn’t even look that fun in the commercials. Having a real visualizeable goal makes the action of saving for that goal meaningful and enjoyable and, most importantly, increases your chances of achieving it in the long run.Here at last are some numbers. Most people can contribute up to $5,500 to a traditional or Roth IRA per year. Self-employed people can contribute up to 25% of their net earnings into a SEP or an individual 401(k), and with the latter you can add another $18,500 per year. If you can, you should contribute as much toward these limits as possible. The numbers are somewhat arbitrary, but they’re an easy benchmark to start out with. Start with an IRA and, when you can max out that contribution, add a SEP or 401(k) as your income allows. If you don’t think you can afford to start saving, there may be some habits you can change that will make it easier to do so–but resolving to change your behavior to reach a goal will only be as effective as how seriously you take that goal.As a financial planner I help my self-employed clients work through the questions they need to ask to solidify their goals and make them reality. In my experience, the people who are by far the most successful at saving enough for retirement–or any goal, for that matter–are the ones who can tell me why that goal matters to them. No ad, no matter how sunny, can answer that question for you. The version of the retirement dream that matters–yours–is the one that will keep you on track.Ben Henry-Moreland is a financial planner who specializes in working with freelancers, entrepreneurs, and business owners. He also used to be a professional opera singer. You can find him at freelancefp.com.
Real Madrid defender Dani Carvajal has come out in support of sacked coach Julen Lopetegui.Lopetegui was sacked last week after less than five months in charge of Real Madrid, following a hefty Clasico defeat by Barcelona and a dire run of form in which they sunk to ninth in La Liga.Carvajal says Lopetegui is the best manager he has worked under.The coach has endured a nightmare year after being sacked by Spain on the eve of the World Cup after agreeing to take the Real Madrid job.However, Carvajal, who won three Champions League titles with Real under Zinedine Zidane, is standing by Lopetegui.”For me, he’s the best coach that I have had,” Carvajal told TVE. “Unfortunately, he lacked the bit of luck necessary to continue with us. His way of seeing football, his way of managing the group, of being with the players, is something I share.”I said it before he arrived at Real Madrid, I’m still saying it now he’s gone, and I will keep saying it until I have a coach that’s better than him.”Lopetegui’s replacement, interim coach Santiago Solari, has two wins from his two matches in charge, although Carvajal has not featured due to a calf injury.The right back is not available for Real’s trip to the Czech Republic to face Viktoria Plzen in the Champions League on Wednesday.(With inputs from Reuters)
Manchester United Mourinho reveals foul-mouthed team talk inspired Man Utd comeback Chris Burton 18:32 6/3/2018 FacebookTwitterRedditcopy Comments(0) Getty Images Manchester United José Mourinho Crystal Palace v Manchester United Crystal Palace Premier League The Red Devils boss was furious with his side after seeing them fall behind at Crystal Palace, but got the response he was after in a 3-2 win Jose Mourinho has revealed that a foul-mouthed half-time team talk helped him to inspire Manchester United to a 3-2 victory over Crystal Palace.Having seen his side fall behind to an early Andros Townsend effort at Selhurst Park, the Red Devils boss was fuming upon entering the away dressing room at the interval.Some home truths were handed out by the irate Portuguese, whose mood is unlikely to have improved as United then conceded to Patrick van Aanholt within three minutes of the restart. Article continues below Editors’ Picks Williams case shows Solskjaer isn’t holding Man Utd’s youngsters back – he’s protecting them Goalkeeper crisis! Walker to the rescue but City sweating on Ederson injury ahead of Liverpool clash Out of his depth! Emery on borrowed time after another abysmal Arsenal display Diving, tactical fouls & the emerging war of words between Guardiola & Klopp They were, however, to come roaring back, with Chris Smalling, Romelu Lukaku and Nemanja Matic sealing a dramatic victory to put a smile back on their manager’s face.Quizzed on what he had said to his team during the break, Mourinho said: “I cannot tell you half of the things I told my team at half-time because there would be lots of bleeping on television.“There were a few strong words at half-time relating to their attitude and the intensity of the game.“To come back from 2-0 down away from home against a team that is desperate for points, it gives us a great feeling.“It’s a remarkable comeback, but we made mistakes. The first goal is a bad goal. We started bad once more, not pressing the ball or the opponent and giving them much space.“In the second half we were all expecting a direct comeback, and then we concede a goal that is a good goal to show the kids in the academies in the country. It shows top players can concede silly goals.“But then the attitude, the intensity, the quality, the dynamic, the risk were fantastic.”Victory over Palace has allowed United to move back into second spot in the Premier League table.They are still 16 points adrift of runaway leaders Manchester City, and only two in front of arch-rivals Liverpool, but a runner-up finish and Champions League qualification remains in their hands.The Red Devils do have a testing run of fixtures approaching, though, with the next month set to see them face Liverpool, Sevilla, Brighton, Swansea and City across league, FA Cup and Champions League competition.