Category Archives: Progress

A lot of things are going wrong for the Seattle Seahawks right now, and one thing that had gone particularly poorly up until Sunday was their offensive performance in the second half of games. Through the first two weeks of the season, the Seattle Seahawks offense had been absolutely terrible after halftime. How terrible? Not counting the victory formation against the Denver Broncos, they had the opportunity to put the offense on the field for seven total, meaningful drives in the 3rd and 4th quarter of Weeks 1-2, and the results have been about as atrocious as anyone could possibly imagine:

The offense has been so ineffective that the only drive that didnt end in a punt or a fumble was their final gasp against the San Francisco 49ers when time expired during their last possession. Two of their first downs came on the same drive against the Broncos due to back-to-back penalties (defensive holding, roughing the passer), and the 3-and-outs are always an unpleasant experience. Needless to say, these are not the benchmarks of a high-performing offense.

Fortunately, they looked significantly better in many respects in yesterdays difficult home loss to the Atlanta Falcons. The play calling in the second half was actually pretty good at times. This was particularly true on their final scoring drive of the day. Up until Colby Parkinsons false start, they had run 9 plays for 62 yards and were threatening to find the endzone. Opening with a quick hitter to Goodwin, they finished the drive with a balanced line of 6 runs and 6 passes. To be fair, three of these passes were on their final set of downs as the penalty put them behind the sticks, so they really leaned on the run game in this series, and it worked. Sure, it only ended in a field goal, but putting points on the board was something that this offense had yet to do in the second half of a football game so far this season. And they cant be blamed for Pete Carrolls decision making.

This team is far from solving its offensive woes, unfortunately, as their other two drives in the second half of Sundays game werent nearly as effective; they ran 18 plays (9 in each drive) for 45 total yards, no scores, and one turnover (interception on Genos desperation heave). However, there were elements of these drives that at least demonstrated some improvement, such as the fact that they were able to move the chains a few times and didnt have a single three-and-out in the second half (and only 1 in the first half, for those keeping track). While the offense cant control the defensive breakdowns or Pete Carrolls decision making, they showed signs of life Sunday after going dormant for six quarters.

It wasnt enough to get them a victory, but it gives them something to build on... and in 2022, that might be the best we can hope for from this team. Hopefully we will see continued progress when they travel to take on the Detroit Lions in Week 4.

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The Seahawks offense after halftime: improved, still a work in progress - Field Gulls

ALEXANDRIA, Va.--(BUSINESS WIRE)--Ninety-five percent of Federal technology leaders feel that the appropriate use of artificial intelligence (AI) could supercharge the effectiveness of government and benefit the American people, yet half of them have had AI projects fail due to lack of expertise to support it, according to a new study from MeriTalk, a public-private partnership focused on improving the outcomes of government IT.

AI innovation requires a mix of technical and non-technical skills, new governance models, and a commitment to building and nurturing a next-generation data-focused workforce. To understand how Federal agencies are meeting AI staffing and professional development needs, MeriTalk surveyed 150 Federal technology-decision makers familiar with AI. The resulting Federal AI Workforce Index identifies critical resource gaps and the skills most in-demand, and was conducted in partnership with Future Tech Enterprise, Inc., recognized as the Dell Technologies Transformation Partner of the Year at the Federal Partner of the Year Awards.

Federal technology leaders rank in-house expertise as the most important factor for successful AI implementations, with advanced AI technology as a close second. Yet just four in ten feel completely prepared for AI project implementation, with the lack of resources and available talent noted as the biggest roadblocks ahead of budget.

While the study found that nearly all agencies are investing in in-house AI skill development, less than half have a formal strategy to do so. The most in-demand skills include:

The study found that agencies are turning to trusted vendors, Federal system integrators (FSIs), and contractors to fill the gap. Sixty-three percent indicate that at least half of their AI work is outsourced, and 32% said their agency completely depends on outside support. Seventy-two percent expect to increase their use of outside help as their AI strategies advance.

The study uncovered that the Department of Defense was significantly more likely than their civilian counterparts to have at least half of their AI work done by contractors (73% compared to 53%). They also had a much lower AI project fail rate.

As a strategic IT partner for leading FSIs, Future Tech continues to see firsthand how public/private partnerships are core to Federal AI success, said Bob Venero, CEO of Future Tech Enterprise, Inc., a global IT solutions firm that focuses on serving FSIs.

Successful AI requires a blend of attracting and retaining key talent, ongoing training, investing in the latest AI-powered hardware and software solutions, and making sure you have a business-focused AI strategy.

Agencies report the biggest resource gaps that third-party contractors can help fill include:

The Federal AI Workforce Index report is based on an online survey of 150 Federal technology decision-makers familiar with their organizations use of or plans for AI. The report has a margin of error of 7.97% at a 95% confidence level. To review the full findings, visit Federal AI Workforce Index: Identifying and Closing the Gap.

About MeriTalk

The voice of tomorrows government today, MeriTalk is a public-private partnership focused on improving the outcomes of government IT. Our award-winning editorial team and world-class events and research staff produces unmatched news, analysis, and insight. The goal: more efficient, responsive, and citizen-centric government. MeriTalk connects with an audience of 160,000 Federal community contacts. For more information, visit https://www.meritalk.com/ or follow us on Twitter, @MeriTalk. MeriTalk is a 300Brand organization.

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Workforce Challenges Are the Top Barrier to Federal AI Progress - Business Wire

Greater than 90% Amount by which Honeywell has reduced Scope 1 and Scope 2 greenhouse gas intensity since 2004

160 million Gallons of water saved in water-stressed regions since 2013 due to more than 180 water stewardship projects conducted at Honeywell sites.

6,100 Sustainability projects completed since 2010

70% Approximate energy efficiency improvement since 2004

Read more: Our commitment to carbon neutrality by 2035

60% Approximate amount of Honeywells new product research and development spending in 2021 that was directed toward ESG-oriented outcomes

10 million Buildings worldwide that are using Honeywell solutions and services to promote healthier, more efficient environments and experiences for occupants

295 million metric tons Amount of carbon dioxide that the use of Solstice low-global warming potential refrigerants, aerosols, has helped avoid releasing into the atmosphere; equivalent to the potential emissions from energy used by more than 26 million homes for one year

Read more: How the Eiffel Tower is using a Solstice solution to help reduce its carbon footprint

185 million The estimated number of vehicles that will contain the low-global warming potential refrigerant Solstice yf (R-1234yf) to power their air conditioning systems

$2.5 million Science, technology, engineering and math (STEM) education-related scholarship funds Honeywell donated this year to various community recipients. Among those programs is a $1 million gift to North Carolinas Central Piedmont Community College to establish the Honeywell STEM Scholars Academy. This program aims to increase diversity among students enrolled in STEM curriculum at the college by providing them with scholarships, support services and career exploration opportunities.

Read more: How community programs allow students to explore STEM in new ways

10,000 Approximate number of students served each year thanks to labs established by Honeywell at seven universities in Turkey, Romania, Mexico and Indonesia

$1 million Funds Honeywell employees raised that benefitted on-the-ground aid and employee support in Ukraine

3,000 acres Approximate amount of land Honeywell has remediated and restored over the last 18 years. Remediation projects have included transforming sites formerly owned or operated by Honeywell into productive community spots. Examples include rivers that house diverse wildlife, green spaces home to sports fields and playgrounds, shopping centers, and waterfront areas for community gatherings.

Read the 2022 ESG Report for more insights from our leaders and details about Honeywells environmental, social and governance progress.

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Our ESG Progress: By the Numbers - Honeywell

Hiya, Lookout friends! Its Monday, Sept. 26, and a marine layer-y start should give way to mostly sunny skies around Santa Cruz County, with highs ranging from around 90 in the hills to the 70s closer to the bay.

Wanting to cut through the fog on your own to see whats new on Lookout? Right this way.JUMP TO ... Latest News | Opinion | Events | Guides | Puzzles | Obituaries

Leading off as we head into a new week of school and work is Hillary Ojeda, who reports on moves by the County Office of Education and local school districts to take religious holidays into consideration when scheduling thanks in part to one moms persistence.

Along Pogonip Creek, meanwhile, a so-called pocket community for families with adult children with disabilities is celebrating the first anniversary of residents moving in, and Thomas Sawano paid Coastal Haven and its Common Roots Farm a visit.

Wallace Baine also runs down artists to watch at the upcoming Open Studios tour, and in our Community Voices opinion section, one local woman describes how kayaking in Elkhorn Slough changed her life.

Before we get to the headlines, though, I wanted to let you know about a great chance to support both local journalism and a great local organization. Become an annual Lookout member now and 10% of the price of your membership will support the ONeill Sea Odysseys Adam Webster Fund, a program that funds educational experiences for individuals with physical and cognitive disabilities. This program needs our help in ramping back up after being hit hard by the pandemic. It gets better that donation will be matched by ONeill Sea Odyssey donors. Click the links below for more info and to join Lookout.

Now, to the headlines!

Debra Feldstein, a mother of two high school students, wants her childrens religious holidays to be considered as important as any other childs. Thats why each year her children have been in school, she has been asking school officials to plan events around Jewish religious holidays, and those of all religious minority groups. Now, after several updates, shes feeling cautiously optimistic. Hillary Ojeda has the details.

COVID, MENTAL HEALTH AND SECURITY CHALLENGES: School superintendent Faris Sabbah reflects and looks ahead to next four years

(Kevin Painchaud / Lookout Santa Cruz)

Tucked against Pogonip Creek, a cluster of nine colorful bungalows forms Coastal Haven a pocket community for 11 families who have adult children with disabilities. The hope, its founders Heidi Cartan and Philippe Habib say, is that this will be the childrens homes for a lifetime. Read Thomas Sawanos story here.

LOOKOUT GUIDES: From neighborhoods to parenting, get more connected to Santa Cruz County

And just like that, the final week of September is upon us. Weve got more up our sleeves here at Lookout, so now would be a good time to make sure youre following us on Facebook, Twitter and Instagram so you dont miss anything. We also offer breaking news text alerts and a number of other newsletters including Lily Belli on Food, coming Tuesday so click here for more on that.

None of our content is possible without community support, so if youre not already, please consider becoming a Lookout member. And to all of our members, thank you! We appreciate each and every one of you.

Now get out there and show this Monday whos boss!

Will McCahillLookout Santa Cruz

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Morning Lookout: Progress on religious holidays; 'lifelong living' for adults with disabilities - Lookout Santa Cruz

Occasionally, Nicki Collen stopped her team to make them run wind sprints. Other times she ordered one unit off the court and noisily ushered the other five onto it following a fumbled pass for a turnover.

Every once in a while, shed clap and say, Good, Erika! She even stifled a smile a few times.

So it goes for Day One of basketball practice for Baylor, which is breaking in eight new players three freshmen, one junior college signee, and three players plucked from the transfer portal.

Today was a bit of a fiasco, Collen said after the practice, before later adding, So, weve got a lot to work on. But it was the first of 30 practices before that first game.

No doubt Baylor will endure some growing pains over the next couple of months. But the talent level and Lord knows the expectations remain the same.

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This is Baylor, after all.

I think this team is different (compared to last year), Collen said. Its very different and I think our expectations are the same. Did (last years NCAA tournament loss) leave a bad taste, is there expectations, is there pressure? I dont think you put on a Baylor uniform and not feel pressure. I know I didnt take this job and expect to not feel pressure. I mean nobody wants to be a part of the team that breaks the streak of conference championships.

Last year Baylor went 28-7 and won the Big 12 title before being upset in the second round of the NCAA tournament to South Dakota. A pair of Baylors frontcourt warriors from that squad moved onto the WNBA in Queen Egbo and NaLyssa Smith. Such veterans are never easy to replace. And yet returning guard Jaden Owens said the talent on this years roster matches any team on which she has played.

Its always going to be something thats a change, Owens said. Playing with two amazing players like that, its always going to be different. But with who we have in now, we have more amazing players coming in. I dont feel a drop-off.

I feel like we have young talent, and its exciting. I love it. I love all the questions they have. I dont think its weird. I think its just a change that Im happy to work with.

Last November Collen signed a recruiting class that was ranked ninth nationally by ESPN. It includes 6-0 guard/forward Bella Fontleroy of Springfield, Mo., 6-1 guard/forward Darianna Littlepage-Buggs of Edmond, Okla., and 6-3 post Kyla Abraham of Carrollton, Va.

I feel like every single day, Ive learned something new every day, Fontleroy said. I feel like there are people who would come in and think they know so much. There has not been a single day that I havent learned something new, whether its terminology or even something as simple as where a teammate wants a pass off of a certain screen and roll.

Its definitely been a learning curve, there are a lot of talented people here. So, just getting acclimated has been a big change. But, Im loving it so far.

Its the way of the world in college basketball these days, but Baylor should find instant contributors from its transfer portal additions. The group features junior guard Jana Van Gytenbeek from Stanford, junior forward Erika Porter from Illinois, senior guard/forward Aijha Blackwell from Missouri and senior forward DreUna Edwards from Kentucky, along with junior college addition Catarina Ferreira, a guard from Eastern Arizona College.

Blackwell ranked as one of the countrys top rebounders last year, pulling down 13.1 caroms a content, while Edwards was also an All-SEC performer who tossed in 16.8 points and 8.1 rebounds for the Wildcats. Yeah, its safe to say theyre going to help.

Talent. Rebounding. Experience, said Collen, when asked what she was seeking from the transfer portal. I think those were the keys. Obviously Bella (Fontleroy) was a part of that Top 10 recruiting class that we had in the fall, but when you lose three players to the draft and youre Baylor, youre trying to continue to stay at that level.

Bear Facts

A pair of returning players did not participate in Mondays opening practice for Baylor. Junior guard Sarah Andrews, the teams top returning scorer, wore a brace on her left wrist, while sophomore forward Kendra Gillespie sat out with a knee brace on her right knee. The Big 12 released its womens basketball conference schedule on Monday. Baylor will open league play Dec. 31 at home against TCU, and wrap it up March 4 at home against West Virginia. Both of Baylors meetings with rival Texas (home on Jan. 22, away on Feb. 27) will be nationally televised by ESPN2. ... Baylor will open the regular season Nov. 7 at home against Lamar.

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They're a work in progress, but Collen's Bears ready to put in the work - Waco Tribune-Herald

OPINION:

The royal funeral was extremely impressive. Members of European royal families joined their relatives in the United Kingdom, along with a multitude of other leaders from different nations, to pay their respects to the deceased monarch. After lying in state in Westminster Hall, where thousands of British subjects filed past the remains of the sovereign, the monarchs dignified final send-off took place in Windsor Castles St. George Chapel.

I could be describing the recent funeral of Elizabeth II, but I am, rather, describing the funeral of Edward VII, King of England, which took place in 1910. That funeral assuredly marked the end of an era. It was the last time that many of the royals from various European countries would gather together. World War I, just four years away, would in its wake sweep away many of the European dynasties, destroy nations and convert the then-most popular form of government into a vestige. The kings funeral was the overture to the end of a way of life that ultimately concluded in the bloodbath of the First World War.

Is it possible that the recent and equally impressive funeral of Queen Elizabeth II could also mark the end of an era?

Many have speculated that Elizabeth II represented a time long past and that she may have outlived her own epoch. Her death, after 70 years on the British throne, could be considered the last scene of a play that had outlived its audience. It could also represent, however, something else the beginning of a renewal.

Like so many others, I was captivated by the scenes of the funeral. I watched attentively the pomp and circumstance of the various ceremonies in Scotland and then England and the cortege from London to Windsor Castle. But I was most especially affected by the very apparent outpouring of respect and affection for the deceased queen and what she represented. Literally millions of people lined the streets of Edinburgh, London and the road to Windsor Castle to express their deep sense of loss at the passing of the queen.

Throughout the events, there were essentially no protests, no shouted invectives and no disrespectful actions. Rather, in expressing their ultimate respect and affection, those millions who assembled to mark the death of the queen were either silent or enthusiastic with cheers and repeated hip hip hurray.

In our age of iconoclasm, epitomized by a generalized rejection of principles, customs and traditions, it was surprising to see the manner in which such a large portion of the United Kingdoms population turned out to honor a symbol of the nations historic past.

Was this really just the commemoration of the end of an era or was it rather a sign of respect for a dignified and honorable chief of state, who represented continuity, duty and love of country? I am inclined to think that it was the latter.

In recent years, the progressives and purveyors of the woke movement have destroyed so much of what we have taken for granted in the Western world that it cannot be discounted that many ordinary citizens may have decided that they have suffered enough from the turmoil and social carnage. The death and funeral of a beloved monarch, who, more than anyone else in the Western world, represented the history, principles and customs of past centuries, may have been the cathartic event that brought to the fore long-latent nostalgia.

Frequently, nostalgia is considered to be a misplaced fondness or regret for the past accompanied by a refusal to accept progress. But it can also be something quite different. It can represent the affirmation that progress need not be destructive; that it can rather be built upon proven verities, such as human dignity, courtesy, and pride in our past. It can be an affirmation that respect for the past, with all of its flaws, can inform and enrich the future. Ultimately, nostalgia can become a breaking mechanism that stops a steady slide into decline and disorder.

I believe that many of the citizens of the United Kingdom and of many other nations who felt, as I did, a certain compulsion to witness the last act in the life of a woman of great character, did not do so out of a desire to live in the past but rather did so out of respect for certain values that were epitomized by Elizabeth II. She lived in the modern world but with her eyes solidly on her obligation to build upon her nations past. She sought to preserve the best that the past had to offer while acknowledging that the world was evolving.

Elizabeth IIs funeral seems not to have been an ending like her great-grandfathers funeral, but rather a turning point. With its somber and sober ceremonial pomp, Elizabeth IIs funeral may have provided the Western world with the impetus to end the currently pervasive nihilism and to begin a return to certain time-tested values on the basis of which, if we act thoughtfully and respectfully, we can most effectively and constructively pursue progress and the betterment of all humankind.

Gerard Leval is a partner in the Washington office of a national law firm. He is the author of Lobbying for Equality: Jacques Godard and the Struggle for Jewish Civil Rights During the French Revolution, published earlier this year by HUC Press.

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Queen Elizabeth's funeral provided affirmation that progress need not be destructive - Washington Times

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Debra Feldstein is a bit frustrated, and cautiously optimistic.

Since her older child started going to school 11 years ago, shes been asking teachers, principals and administrators if they could consider not having picture day, school dances or crucial testing happen on important Jewish holidays, such as the Rosh Hashana New Years celebration happening this week.

I have been fighting this battle every year for 11 years, she told Lookout on Wednesday. Now, given new efforts to respond to such concerns by both the Santa Cruz County Office of Education and some local districts, she sees movement.

Her kids, Jonah Chizinksy, 16, and Arielle Chizinsky, 14, are both now at Santa Cruz High School, having attended the private Gateway School and the public Bay View Elementary and Mission Hill Middle schools.

It started with her sons first picture day in kindergarten. She noticed early enough that it was being held on a Jewish holiday, so she requested it be changed, and it was.

Four years ago, there was testing in his math class on Rosh Hashana a day he stayed home to celebrate the holiday.

Last spring, her daughters school scheduled a dance for the first night of Passover.

For Feldsteins family and others, its the equivalent of testing or a school dance on Christmas Eve.

All of these, and many more, fueled her advocacy writing to school officials over time.

While scheduling conflicts are among her greatest concerns, she has also felt her children have been isolated by the regular inclusion of certain religious holidays, such as Christmas, in daily activities watching movies about the story of Jesus Christ in December or making crafts involving Santa Claus.

She recalls her children asking her why they were coloring Santa Claus and why they were decorating an ornament when they dont have a Christmas tree. Over the years, she said, her kids asked for a Christmas tree in their home, so they could feel included.

But in these past few months, several changes have Feldstein feeling hopeful.

To encourage school districts to schedule around religious holidays, and thanks largely to Feldsteins advocacy, the County Office of Education published a religious holidays guide for school districts last month for the first time. The guide includes a list of Jewish holidays, Muslim holidays, Christian holidays and holidays celebrated by the Bahai faith.

The guide is just that, guidelines, and the countys 10 school districts make their own decisions on scheduling and questions of inclusion.

We see it as just another step forward and to be more inclusive. I think the process has mainly looked at Santa Cruz City Schools, because we were impressed with the board policy they had in place, said County Superintendent of Schools Faris Sabbah.

Santa Cruz City Schools Superintendent Kris Munro said the district has always worked to avoid conflicts and will continue to update its policies to ensure everyone feels included. She said in her time, the district has received similar complaints from two other families. Munro also encourages families who have any unmet needs to reach out.

Feldstein said although there might be only a few people who have reached out to schools regarding scheduling around religious holidays over the past couple of decades, thats not a reason to brush it aside.

Thats not the point of anti-discrimination laws. The point is to create protections for the minority, right? Thats the whole reason, she said. Its like if one kid cant make it up the stairs it isnt a reason to not put a ramp on a building.

Temple Beth El Senior Rabbi Paula Marcus, who has worked on similar issues for years, said that she was glad to be consulted by the COE for its religious holidays guide, and was encouraged when Munro called recently to ask her about scheduling finals testing for the winter so it wouldnt interfere with Hanukkah.

That had never happened before, Feldstein said.

Marcus and Feldstein grew up in Jewish communities, in Illinois and New York, respectively, where their schools closed on Jewish holidays.

Marcus leads Temple Beth El in Aptos, which counts 575 members; there are an estimated 6-8,000 Jews in Santa Cruz County.

Bruce Burnett, an unofficial spokesperson for the Watsonville Islamic Center, said he was pleasantly surprised by the COE reaching out to the center about the holiday guide. He provided the COE with helpful information about how Muslim student attendance could be affected on Muslim holidays.

The point is to create protections for the minority, right? Thats the whole reason. Its like if one kid cant make it up the stairs it isnt a reason to not put a ramp on a building.

Debra Feldstein

Burnett converted to Islam about eight years ago and is an active member in the South County community. He said he isnt aware of families who have voiced concerns about scheduling conflicts, but he appreciates the COE and school districts making this effort.

Were multifaceted schools, we have folks coming in from very different traditions and cultures, he said. So its a good idea to allow folks to be open to that to understand why do the Jews celebrate Passover, why do Muslims celebrate Ramadan and why do some children do fasting?

He added that he doesnt think there is a lot of awareness about different religious beliefs within Santa Cruz communities, so adding it to school curriculum and scheduling makes a difference.

While Marcus and Feldstein have felt tired by the years of feeling their calls were unheard, they understand schools have been overwhelmed and dont mean harm.

Everybodys very kind and has the best intentions, said Feldstein. But this isnt a complicated problem to solve. Its a scheduling issue.

Munro said her district is doing what it can while at the same time juggling student safety during the pandemic, amid a long list of other challenges.

Theres so many things happening in our school communities, she said. Were going to do our very best to make sure that we dont create a conflict. Were doing this because we believe its the right thing to do. Were human, and there may be mistakes made.

Across the county, Sabbah said districts were in different places when it comes to policies and practices. Some have a policy that specifically says that whenever possible, when theyre aware of a holiday, theyll do their best to minimize conflicts.

At its Sept. 14 board meeting, the Pajaro Valley Unified School Districts board introduced a similar policy and will vote to approve it at its next meeting.

We want to create safer spaces for students and inclusive spaces for students and that also needs to include where students and families are with religious beliefs, said Sabbah. We recognize that by increasing our understanding, we can create those safer spaces and be very thoughtful when were planning out activities.

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Prom or Passover? Schools making progress on accommodating the diversity of Santa Cruz County - Lookout Santa Cruz

Caption (L to R): Steve Adubato, Ph.D., event MC; Darrell K. Terry, Sr., MHA, MPH, FACHE, FHELA, President and Chief Executive Officer, Newark Beth Israel Medical Center and Childrens Hospital of New Jersey; Francis J. Giantomasi, Esq., Board Chair, Newark Beth Israel Medical Center and Childrens Hospital of New Jersey; Mark E. Manigan, President, RWJBarnabas Health; Atiya Jaha-Rashidi, MHA, RN, Chief Equity Officer and Vice President of Community Relations, Newark Beth Israel Medical Center and Childrens Hospital of New Jersey; Marc E. Berson, Chair Emeritus, Newark Beth Israel Medical Center and Childrens Hospital of New Jersey, and RWJBarnabas Health Board member; Barry H. Ostrowsky, Chief Executive Officer, RWJBarnabas Health and Lifetime Partner in Progress Awardee; and Lester J. Owens, Board Chair, RWJBarnabas Health

NEWARK, NJ (Sept. 22, 2022) Barry H. Ostrowsky, Chief Executive Officer, RWJBarnabas Health, received the Lifetime Partner in Progress award at Newark Beth Israel Medical Centers 17th annual Celebrating Newark: Partners in Progress event on September 13th. Mr. Ostrowsky will be retiring from his role on December 31, 2022, after more than 30 years of leadership within the enterprise. Mark E. Manigan, current President of RWJBarnabas Health, will assume the role of President and Chief Executive Officer of the system on January 1, 2023.

We are forever grateful to Barry for his visionary leadership and unwavering support of Newark Beth Israel Medical Center. His innovative approach to healthcare, the social determinants of health, and ending racism, have transformed the way we support the communities we serve, and laid a solid foundation for our future, said Darrell K. Terry, Sr., MHA, MPH, FACHE, FHELA, President and Chief Executive Officer, Newark Beth Israel Medical Center and Childrens Hospital of New Jersey.

Partners in Progress honors the individuals and institutions who have demonstrated a steadfast commitment to the Newark renaissance. Proceeds from this years event will benefit Newark Beth Israel Medical Centers Newark Strong projects, a $150 million expansion of the facility that includes a 17,000-square-foot, glass-enclosed main lobby, expanded adult and pediatric emergency departments, new hybrid operating rooms, new critical care units, and a new geriatric unit.

To support Partners in Progress or learn how you can support Newark Beth Israel Medical Center, visit newarkbethgiving.org

Newark Beth Israel Medical Center, an RWJBarnabas Health facility, is a 665-bed regional care teaching hospital that provides comprehensive health care. Newark Beth Israel is a Top Teaching Hospital and home to one of the nations top 15 heart transplant centers, which has performed more than 1,100 heart transplants. NBI has been designated a Worlds Best Hospital-USA by Newsweek and has six consecutive A grades for safety from The Leapfrog Group. The hospital has earned the Joint Commissions Gold Seal of Approval for acute coronary syndrome, congestive heart failure and ventricular assist device and is nationally accredited by the Commission on Cancer. Newark Beth Israel is home to RWJBarnabas Healths Heart Failure Treatment and Transplant Program; New Jerseys only Advanced Lung Disease and Transplant Program and a Valve Center that performs complex cardiac valve procedures, including minimally invasive transcatheter aortic valve replacements (TAVRs). Newark Beth Israel Medical Center is also home to Childrens Hospital of New Jersey (CHoNJ), which cares for children from birth through adolescence, with more than 30 specialized pediatric services including New Jerseys largest Valerie Fund Childrens Center for Cancer and Blood Disorders; and the Childrens Heart Center that offers a complete range of medical and surgical treatments for the most complex cardiac abnormalities. The Newark Beth Israel robotic surgery program is the most experienced in northern New Jersey. RWJBarnabas Health and The Frederick B. Cohen, MD, Comprehensive Cancer and Blood Disorders Center at Newark Beth Israel Medical Center and the Healthcare Foundation of New Jersey Breast Health Center, in partnership with Rutgers Cancer Institute of New Jersey the state's only NCI-designated Comprehensive Cancer Center brings a world class team of researchers and specialists to fight alongside you, providing close-to-home access to the latest treatment and clinical trials. Newark Beth Israel also offers many preventive health programs that promote wellness in the community, including The Beth Greenhouse, which provides access to fresh produce and health and wellness education to local residents.

Media Contact:Linda Kamateh973-926-7531linda.kamateh@rwjbh.org

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Sep 22, 2022 Barry H. Ostrowsky Receives Lifetime Partners in Progress Award - RWJBarnabas Health

LAUSANNE, Switzerland--(BUSINESS WIRE)--A new international survey released today by Philip Morris International Inc. (PMI) (NYSE: PM) reveals that despite broad public support for disruptive innovation to address global challenges, issues such as lack of equal access are likely to stall progress. Commissioned by PMI and conducted by independent research agency Povaddo, the survey shows that 89 percent of adults across 14 countries believe that new technologies and innovations can play an important role in improving public health. However, 38 percent feel such innovations are not accessible to all citizens in their countries.

The more than 17,000 survey respondents aged 21 and older believe that the development and adoption of new technologies, innovations, and capabilities can enable significant progress against a range of issues over the next 10 to 20 years, including:

Disruptive innovation can drive progress for the world and achieve things few people imagined possible until recently, said Grgoire Verdeaux, Senior Vice President, External Affairs, PMI. But when the benefits of that disruption are not equally available to all, innovation fails to achieve its full potential. Pragmatic policy frameworks that anticipate innovations are needed so businesses and governments can ensure more equitable outcomes and a lasting impact for all.

The international survey also highlights the potential of positive disruption in tobacco harm reductionwith 64 percent of respondents stating that new technologies and innovations can play an important role in helping replace cigarettes with less harmful alternatives for those adults who would otherwise continue to smoke. These better alternatives exist today thanks to advances in science and technology and significant investments by PMI and other companies.

However, progress is being hindered by public policies that have failed to keep up with innovation. In many countries, the only tobacco or nicotine-containing products that can legally be sold are cigarettes. And in markets where better alternatives are available, adult smokers often cannot access these products or receive accurate information about them.

Today, with technological advances and scientific validation, we have an unprecedented opportunity to enact a major public health breakthroughto effectively eradicate smoking faster, added Verdeaux. We can make this the tipping point at which millions of adult smokers are given accurate information about and access to innovative smoke-free products that are a much better choice than continued smoking. But for that to happen, all partiesbusinesses, governments, public health authoritiesmust work together.

To deliver positive change quickly and equitably, fresh thinking and concerted action are needed. Findings from the international survey highlight the publics frustration with policymakers performance to date. Specifically:

Survey respondents point to collaboration between government and the private sector as a catalyst of innovation, placing it just below capital investments by private companies. Asked to select the greatest enablers of innovation, respondents returned these results:

Select results of this new international survey are featured in PMIs latest white paper, Rethinking Disruption: Innovating for Better in an Era of Division, which explores the dynamics of positive disruption and its potential to drive meaningful progress on tobacco harm reduction and other critical issues. To bring about much-needed change and accelerate the end of smoking, PMI is transforming for good, having fundamentally revamped not just its product portfolio but also its purpose, business model, value chain, and practices. To learn more about how PMI is delivering a smoke-free future faster, visit pmi.com/rethinkdisruption.

Survey methodology

Povaddo conducted the online survey on behalf of PMI between July 19 and August 10, 2022. The survey was fielded among 17,207 general population adults aged 21 and older and a booster sample of 201 policy elites and 281 business elites in 14 countries: Argentina, Brazil, Colombia, Costa Rica, Dominican Republic, Germany, Italy, Japan, Mexico, Panama, Philippines, Sweden, United Kingdom, and United States. Approximately 1,100 interviews were collected in each country. Data have been weighted by age, gender, and nicotine product use per market to match national statistics. Results are accurate to a margin of error of 1 percent. A similar study was commissioned in Saudi Arabia.

Philip Morris International: Delivering a Smoke-Free Future

Philip Morris International (PMI) is a leading international tobacco company working to deliver a smoke-free future and evolving its portfolio for the long term to include products outside of the tobacco and nicotine sector. The companys current product portfolio primarily consists of cigarettes and smoke-free products, including heat-not-burn, vapor, and oral nicotine products, which are sold in markets outside the U.S. Since 2008, PMI has invested more than USD 9 billion to develop, scientifically substantiate, and commercialize innovative smoke-free products for adults who would otherwise continue to smoke, with the goal of completely ending the sale of cigarettes. This includes the building of world-class scientific assessment capabilities, notably in the areas of pre-clinical systems toxicology, clinical and behavioral research, as well as post-market studies. The U.S. Food and Drug Administration (FDA) has authorized the marketing of versions of PMIs IQOS Platform 1 devices and consumables as Modified Risk Tobacco Products (MRTPs), finding that exposure modification orders for these products are appropriate to promote the public health. As of June 30, 2022, excluding Russia and Ukraine, PMIs smoke-free products were available for sale in 70 markets, and PMI estimates that approximately 13.2 million adults around the world had already switched to IQOS and stopped smoking. With a strong foundation and significant expertise in life sciences, in February 2021 PMI announced its ambition to expand into wellness and healthcare areas and deliver innovative products and solutions that aim to address unmet consumer and patient needs. For more information, please visit http://www.pmi.com and http://www.pmiscience.com.

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New Survey from Philip Morris International Reveals Strong Societal Support for Disruptive Innovations to Drive Public Health Progress - Business Wire

Burton Kelso has owned and operated Integral, a Kansas City computer consultancy specializing in repairs for home-based and small businesses, for 29 years. Customers love him. He appears as a computer expert on live streams, podcasts, and local and international TV. Yet he still faces racial prejudice at work.

"They say if you fight for your rights, youll get them,"the Black entrepreneur said."Im living proof that doesnt happen."

Over the course of his career, starting at big-box retailers in the 1990s, Kelso has been overlooked for opportunitiesseeing work go to white men, simply because those men look more like what people think a technology professional should looklike.

Kelso attributes the problem to unconscious bias. Nobody comes out and says it explicitly. Indeed, his company gets five-star reviews from customers. But he knows the prejudice is there.

"I see progress, but some assembly is still required,"said Michael Dortch, a senior marketing strategist for Trustero, which helps companies manage compliance with SOC-2, a voluntary standard for protecting customer data.

"I still go to gatherings where I dont see very many people that look like me attending the conference,"said Dortch, who is Blackmost of the Black people he sees at these conferences work for the hotel or conference center. Fellow conference attendees assume that Dortch works for the hotel or conference facility as well. They routinely ask him for directionsor to hail cabs.

Dortch remembers one event several years ago at which he rode a long escalatordown to the main meeting area. "I looked down and theres literally hundreds of white guys in dark suits. Just hundreds of them. You occasionally saw a brown person. You occasionally saw a woman,"Dortch said. "The demographics dont seem to have shifted much todayespecially in the upper echelons."

Statistics and studies bear Kelso and Dortch out. Throughout the technology industry, despite years of diversity, equity, and inclusion (DEI) initiatives, white men are still overrepresented in all positions.

Last year,the Pew Research Center conducted an analysis of recentUS census data (20172019) and found that Blackand Hispanic workerswere underrepresented in STEM jobscompared to all jobs in general. Whereas the data showed that Blacks make up 11% of the US workforce and Hispanics 17%,Blacks comprise only 9% and Hispanics only 8% of the STEM-specific workforce in the United States.

The same data shows overrepresentation by whites and Asians, withwhites holding67% and Asians 13% of STEM jobs versus, respectively,63% and 6% of all jobs.

Other data suggeststhat the numbers are more skewed for senior roles. In arecent study byBuilt In, a tech-careercommunity, "astaggering 73 percent of companies reported having zero Black or African-American executives."

In its same analysis, Pew also found that men hold far more tech jobs than do women; in particular, men hold 75% of"computer occupations" and 85% of engineering jobs. Moreover, in its 2021 Impact Report on Wage Inequality in the Workplace, Hired found that women in tech were offered2.5% lower pay thanmen were for the same roles.

Marianne Bellotti, an engineering manager at Rebellion Defense, which does data management for the defense industry, said bias has gotten more subtle over her 15-year career. Women aredenied incentives and opportunities,passed over for promotion, andless likely to be invited to meetings.

In one recent instance, she had to bring a male colleague to meetings with government stakeholders to talk with CIOs and CTOsbecause she knew shed be completely ignored. Shed make a point, a male colleague would repeat what she said, and hed be told he was brilliant.

There are definitely situations that pop up where I am the only woman in the room, Bellotti said.

"Companies have come far enough along that they know they at least have to pay lip service to diversity,"said tech-marketing professionalPeggy Liao. "They havent come far enough that they are fully walking the walk and talking the talk."

Liao added, "I want to give credit to how far weve come in the last decade or two. But were not there yet."

Hiring diverse teams isnt just the right thing to do. Its good for business.

Theres a lot of research that says diverse teams are better," said Bellotti. "They make better decisions. Theyre happier. Theyre more productive. Theyre more profitable."

In 2020, aMcKinsey studyreportedmuch of the same.

"Our 2019 analysis finds that companies in the top quartile for gender diversity on executive teams were 25 percent more likely to experienceabove-average profitability than peercompanies in the fourth quartile," reads the report. "This is up from 21 percent in 2017 and 15 percent in 2014."

Similarly, companies ranking high for ethnic and cultural diversity outperformed more homogeneous businesses. According to the study,"companies in the top quartile [of ethnic and cultural diversity] outperformed those in the fourth by 36 percent in terms of profitability."

A diverse workforce also helps build employee loyalty, reducing turnover and its associated costs. In the Built Instudy, 67% of employees said they'd be more inclined to stay in their current role if their employer improved DEI efforts. Job seekers said they value employers'efforts to create diverse, equitable, and inclusive workplaces; 58% said DEI initiatives are very important when considering a job opportunity.

An emphasis on DEI can contribute to successful hiring initiatives, too. In a recentreport, technical-interview firm Karat found that "top performing engineering leaders"managers and above who were"very satisfied with the job performance of their companys software engineering hires AND very confident their company will meet their US software engineer hiring target for 2022"were twice as likely as other engineering leaders to strongly agreethat DEI is a hiring priority. They were also more than three timesas likely as their peers to strongly agreethat they have the resources needed to make increasing diversity on their teams a reality.

"Yet despite this differentiation, only 48% of leaders consider DEI a strategic priority," reads the report, "creating a massive opportunity for the leaders who get it right."

Diverse recruitment pools are bigger, helping companies find candidates in jobs where its tough to find staffcybersecurity, for example.As of a year ago, there were a reported 500,000 open cybersecurity positions in the United Statesalone.

Still, underrepresentation persists. Arecent Aspen Institute analysis of survey data from 2016and 2018 collected by (ISC)2foundthe following:

Other IT fields, too,face recruitment challenges.

"This isnt a problem thats going to go away anytime soon."Dortch said. "And that means you need to seed as many fields out there as possible to grow the talent youre going to need in the future. The traditional fields are just not sufficient to meet the need anymore."

"Its hard to recruit young grads to work in some sectors of the tech sectorfor example, the mainframe,"said Derek Britton, director of communications and brand strategy for Micro Focus.

Companies shouldconsider recruiting fromdifferent colleges and nontraditional environments, such as historically black colleges and universities (HCBUs). They canalso make those fields more appealing by having members of underrepresented groups recruit their peers.

"Instead of having late-career, stuffy old white guys coming up with graduate recruitment programs, why not actually use the graduates to devise the graduate recruitment programs?"said Britton. "Those people are on the staff already. Theyre just not necessarily in the right positions in the company to act as influencers."

Britton added, "Its so obvious; its almost embarrassing to explain the story, but you would be astonished at how much these very obvious ideas are overlooked organizationally."

And diversity helps grow business. Business-to-business requests for proposals (RFPs) require suppliers to present evidence of diversity initiatives, said Britton.

"Diversity gives you strength,"Kelso said. "When you have the ability to pull from a large variety of resourcespersonalities, skill sets, and economic and social backgroundsit just makes your company stronger, because youre able to solve problems from a variety of different sources."

Misty Decker, director of worldwide AMC product marketing for Micro Focus, cited an example she is personally familiar with. A big retailer was having a problem with intermittent system outages, which continued for months. Finally, a woman looked at the problem and saw the pattern quickly: Outages coincided with days when coupons were available. The woman who solved the problem was responsible for shopping for her family.

However, notedDecker, not any woman would have been able to solve the problem. Decker said she herself would not have seen the pattern, because she doesn't do the shopping for her family.

Diversity can also help make artificial intelligence (AI) more effective and fair, Bellotti said. People in the privileged majority think the world is fair and reasonable.As such, computer scientists from privileged groups will build corresponding bias into AI.

"They have great conversations with people in their community. They can go up to the manager of a store with a problem or complaintand get good, genuine engagement with them," said Bellotti. "They have a different experience with how the world works than other people, in marginalized groups, do."

Bellotti added, I dont think its a coincidence that people that sound the alarm about ethical AI are women and people of color. When you have these experiences, when your interaction with the world is that its not fairand not meritocratic, you look for problems in different places than other people do.

Training AI models on all-white faces reduces the accuracy of facial recognition, leading to its being banned by many police departments.And AI in recruitment systems can reinforce racial bias in hiring. AI systems are trained to look for candidates who resemble previously successful employees; if your existing employee base is racially biased, then the AI will reinforce that.

In many cases, the solution is to put human beings in charge of the machine, Bellotti said. That solution can run counter to human nature.

"Human beings are hyper-aware of things like blame and shame," said Bellotti, "and if you put them in a position where they can just completely outsource their decision-making process to a machineand then blame the machine later if it turns out to be wrong, they will do that."

"Diversity of inputs creates diversity of outputs,"Dortch said."As long as all your technology inputs are coming from interchangeable middle-aged white guys, the outputs are never going to fairly reflect the diversity of the society those outputs purport to serve."

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DEI in Tech: Some Progress, but Far Short of the Mark - TechBeacon