#Employee Resource Groups.

[poprocksromance]

I do not think people understand how othering it is that I, as an autistic adult, cannot Google ways to help with symptoms of X autistic thing without being bombarded with advice for parents of autistic children. It’s like I either am not allowed to age into adulthood or I am supposed to have managed it magically out of existence.

I literally have to replace things with ADHD and hope that our symptoms are close enough to work for me because I cannot stand reading things that talk around me and for some reason adults are allowed to have ADHD and speak of it openly but autism is still so taboo and infantilized.

[theeminentlyimpractical]

an elder trans coworker tried to explain TERFs to me yesterday and I was like “babe unfortunately I am well aware”

[averagemrfox]

Nominated myself to be my company’s Gay Coordinator

[philologique]

.

been thinking a lot about the particular brand of smug pinkwashing that's widespread among liberal westerners and how queer rights become something they can point to assert their moral superiority over the global south while dehumanizing the queer people who live in it. earlier this year a judge issued an opinion striking down an anti-trans law and it was obviously the right decision!! but when i read the opinion i was just dumbstruck by how racist and confidently ignorant it was about lgbtq rights worldwide. and for days white coworker after white coworker waxed poetic about it in an email thread while i sat there biting my tongue about it

[nationwidechildrenshospital]

"I’m from a military family and was in the Air National Guard for seven years. I enjoy being in the Military Employee Resource Group because it allows veterans within the hospital to come together and provides a sense of community."

Shannon Barker, Talent Acquisition Partner, Professional Talent Acquisition

[prosearchgroup]

Navigating Talent: Insights into Finance and Healthcare Recruitment Strategies

Recruitment within the finance and healthcare sectors is a dynamic and multifaceted endeavor, driven by a confluence of industry-specific trends, evolving skill requirements, and broader economic forces. In this section, we delve into the current landscape of recruitment in these critical fields, highlighting the key trends and the most sought-after skills and qualifications.

Current Trends in Finance and Healthcare Recruitment

The recruitment landscape in finance and healthcare is continuously shaped by several pivotal trends. In finance, technological advancements are revolutionizing the way organizations operate and recruit. The rise of ProSearchGroup, into financial systems have created a demand for professionals adept in these cutting-edge areas. Financial institutions are seeking candidates with not only traditional financial acumen but also the technical prowess to navigate and leverage these innovations.

Regulatory changes also play a significant role in shaping recruitment strategies in finance. As governments and regulatory bodies introduce new compliance requirements, there is an increased demand for professionals skilled in risk management, regulatory compliance, and ethical governance. These changes necessitate a workforce that is both adaptable and knowledgeable about the latest regulatory landscapes.

In the healthcare sector, the recruitment trends are equally compelling. The rapid advancements in medical technology, telemedicine, and electronic health records (EHRs) are driving the need for healthcare professionals who are tech-savvy and proficient in these new tools. Additionally, the ongoing global health challenges have highlighted the critical need for specialized healthcare practitioners, from epidemiologists to critical care nurses, underscoring the importance of a robust and responsive recruitment strategy.

Economic factors further influence recruitment in both sectors. Economic fluctuations can lead to varying levels of demand for financial services and healthcare, impacting hiring trends. In times of economic uncertainty, financial institutions might prioritize hiring risk analysts and financial strategists, while healthcare providers might focus on recruiting frontline medical staff to manage increased patient loads.

Skills and Qualifications in Demand

The evolving recruitment landscape has led to a distinct set of skills and qualifications that are highly sought after in finance and healthcare.

In the finance sector, there is a growing emphasis on data analysis and risk management. Professionals who can interpret complex data sets, identify trends, and provide actionable insights are in high demand. Expertise in financial modeling, forecasting, and strategic planning is also crucial as organizations strive to navigate volatile markets and economic conditions.

Moreover, the integration of AI and machine learning into financial operations requires a new breed of finance professionals who are not only proficient in traditional finance but also have a strong foundation in technology. Skills in programming, data science, and cybersecurity are becoming increasingly valuable as financial institutions seek to protect their assets and enhance their technological capabilities.

Healthcare, on the other hand, demands a unique blend of clinical expertise and technological proficiency. With the increasing adoption of telemedicine and digital health platforms, healthcare professionals must be comfortable using these technologies to provide patient care. Additionally, there is a significant demand for specialists in critical care, mental health, and geriatrics, reflecting the changing demographics and health needs of the population.

Interpersonal skills, empathy, and the ability to work under pressure remain paramount in healthcare. The ability to communicate effectively with patients, families, and interdisciplinary teams is essential for delivering high-quality care and ensuring positive patient outcomes.

In summary, navigating the recruitment landscape in finance and healthcare requires a keen understanding of current trends and the ability to identify and attract candidates with the requisite skills and qualifications. By staying abreast of industry developments and aligning recruitment strategies with these evolving demands, organizations can build a workforce capable of driving success in these critical sectors.

[youtubevideopromotion]

Seeking to find the hidden potential of self-funded health insurance solutions? Discover how this model grants employers full control over their healthcare plan, reduces costs significantly, and provides transparency into where healthcare dollars are being spent and wasted. Learn how self-funding empowers businesses to tailor plans to their workforce needs, saving over 12-15% annually. Find out why 100% of Fortune 500 companies and 97% of employers who have tried it have found success with this approach. For more click here

[ourjobagency]

 Diversity and Inclusion in the Workplace: Why it Matters

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

1. Fostering Innovation and Creativity:

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

2. Better Decision-Making:

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

3. Attracting Top Talent:

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

4. Increased Employee Engagement:

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

5. Better Customer Understanding:

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

6. Legal and Ethical Considerations:

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

7. Enhancing Reputation:

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

8. Reflecting Global Markets:

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

9. Driving Profitability:

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

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

[kuramirocket]

Mexican Chemical Engineer: Michael Kaminski

Michael Kaminski is a internationally recognized senior nuclear chemical engineer in the Strategic Security Sciences division of U.S. Department of Energy’s (DOE) Argonne National Laboratory. He is an expert in nuclear chemistry and radiological and nuclear materials with a record of innovation in nuclear waste management, nuclear chemical separations, functionalized microporous and nanoporous materials, and radiological threat response and recovery. His work currently focuses on establishing best practices internationally for preparing for and recovering from radiological and nuclear releases in an urban environment.

Kaminski states, "My mother emigrated from Mexico and my father lived in the Chicagoland area, which is where I was born. When I am not working, I enjoy coaching youth sports, spending time with my friends and family, and staying active through sports and fitness.  I am blessed to live very close to many of my family members so I enjoy staying close to my family at parties and events."

“When I visit the younger ones [stidents] and tell them where my Mom is from, their eyes open and they have smiles on their faces,” said Kaminski, whose mother immigrated to the United States from Mexico’s San Luis Potosi. “They can immediately identify and think, ​‘Hey, I am kind of like you! My parents were born there and came here.’ Through education, they can see themselves having a career like mine or any of the many powerful careers offered in STEM.”

Education

His journey at Argonne began in the DOE’s Science Undergraduate Laboratory Internship program in 1992. He has worked full time at the lab since 1998.

University of Illinois at Urbana-Champaign:

Ph.D., Nuclear Engineering with a Geochemistry Minor; 1998

M.S., Nuclear Engineering/Radioactive Waste Management; 1996

B.S., Nuclear Engineering, Cum Laude; 1994

MAJOR CONTRIBUTIONS/NOTABLE ACHIEVEMENTS

Kaminski has generated 30 inventions and 10 patents at Argonne, and his work has been highly cited in the scientific literature (more than 22,000 times).

Innovator: Applies broad range of capabilities to create unique technical solutions in chemical separations; materials for biomedical applications; and radioactive materials detection, decontamination, and recovery

Pioneered the use of magnetic, polymeric microparticles for the separation and concentration of metals, producing highly cited papers in extraction of actinide, fission products, and heavy metals (1998-2012).

Led a multi-institutional team to study magnetic, biodegradable polymers and the first descriptions of these for removal of toxins in vivo, which quickly established his worldwide expertise (2001-2012).

First reported paragenesis and properties of radioactive colloids from the corrosion of aluminum-based fuels and uranium metal fuel exposed to ground water. First reported novel synthesis methods and heat transport characteristics for fission product and transuranic waste forms (2005-2016).

Knowledge of nuclear fuel reprocessing schemes and functionalized surfaces led to the development of novel schemes for detection of nuclear–related species that do not rely on radioactive emission for detection, thereby avoiding the confounding problem of intense background radiation and prohibitive detection levels.

Unique expertise in nuclear engineering, chemistry and geochemistry led to development of novel methods to effect the decontamination of the urban environment and his unique international program in urban radiological decontamination including development of unique materials, approaches and tools. Includes the Argonne Supergel (hydrogel decontaminant capable of removing radioactivity from porous building materials), IWATERS (decontamination process that uses common reagents and materials to wash down surfaces and simultaneously recycle the contaminated water), and Radiological Recovery Logistics Tool (RRLT) (computer program that helps organize and recommend equipment assets for an expedited recovery operation following a wide area release of nuclear contamination).

Thought Leader: In global research on radiological decontamination and recovery for urban settings

Highly regarded by US EPA sponsors for his extensive technical expertise and numerous contributions to USG capabilities to prepare for and respond to radiological incidents including tools ​“to prioritize cleanup efforts, expedite recovery, and optimize resources,” and his ability to combine technical aptitude with to create practical approaches, guidelines and tools.

Worldwide recognition in urban resiliency led to collaborations with Israeli, British, Canadian, Swiss, and Singaporean allies and as the subject-matter expert (SME) for DoD and DHS, resulting in an invitation to serve on the IAEA mission First Experts Meeting in Fukushima, Japan (2016).

Hosted the first of its kind, International Workshop on the Use of Municipal and Commercial Equipment for Radiological Response and Recovery where SMEs from the U.S, the United Kingdom and Switzerland met to discuss the use of existing equipment reserves to compress the response timeline and recover from a radiological or nuclear contamination event in an urban environment (2016).

Launched an initiative to establish an International Technical Working Group for CBRN Mitigation and Recovery. With co-founders, recruited 30 participants representing 13 countries since launch in Nov. 2019.  Currently finalizing the first position paper and initial working group structure on this effort (2019).

Mentor: Influences and invests in the next generation of diverse scientists and engineers.

“I hope [the students] see how special we are at the lab, what talent we look for in order to solve the world’s toughest problems, and that they are part of this,” said Kaminski. ​“They are part of the group of people who need to be involved in order for us to be most competitive.”

Served as advisor for more than a dozen graduate students and post-doctoral appointees and mentored 20 undergraduate students. Current team consists of a Postdoctoral appointee, a Doctoral student and a Doctoral candidate at the University of Illinois (Dept. of Physics, and Dept. of Nuclear, Plasma, and Radiological Engineering), and two Argonne Associates. Includes diverse gender and ethnic minorities.

Kaminski – who is of Mexican heritage – Co-founder (2003), Past Vice President and long-standing President (since 2010) of the Argonne Hispanic/Latino Club (HLC) Employee Resource Group (ERG). Under his leadership, the HLC has grown to approximately 80 official members per year for almost ten years. Initiated program that established five Chicagoland Hispanic youths scholarship programs and distributed more than $40,000 in scholarships.

Speaks at Career Day events held at local grade, middle, and high schools and is initiating a program to help provide minority professionals to local schools to improve community outreach at the Laboratory.

Awards:

Technical achievements awards include: Sun-Times Innovation Award; Council for Chemical Research Collaboration Award; Outstanding Technical Achievement Award (HENAAC -Hispanic Engineer National Achievement Conference); Hispanic Power Hitters in Technology and Business; and ​“40 under 40 in Science, Technology, Engineering and Mathematics” 

Argonne HLC (under Dr. Kaminski leadership) was the inaugural winner of the Argonne WIST Diversity Award in 2011.

University of Chicago Board of Governors Pinnacle of Education Award in 2014.

Nominated for The Richard S. Hodes, M.D. Honor Lecture Award, 2020 at Waste Management Symposia.

RESEARCH EXPERIENCE

Serves as Program Manager and Principal Investigator under the DOE Offices of Nuclear Energy and Environmental Management, DHS, Defense Threat Reduction Agency, Defense Advanced Research Projects Agency, the U.S. EPA, Center for Disease Control and Prevention, the U.S. Navy, as well as internally funded seed grants and projects funded by other DOE Laboratories.

Funded by the US EPA for important work in nuclear and radiological response and recovery.

Brought in $24,900,000 of total funding to the Laboratory from his research leadership and innovation ($15,901,000 for his research team alone) (2001-2020). 

Program manager and principal investigator for a multi-disciplinary team developing a Logistics Tool for DHS-FEMA that helps understand equipment options and allocate them for an expedited response and recovery following a wide area release of radioactive material. This highly regarded project recently received multi-year funding. (2018-)

Holds an Adjunct Associate Professor position at the University of Illinois in the Department of Nuclear, Plasma, and Radiological Engineering; Fellow in the Argonne-University of Chicago Institute for Genomics and Systems Biology; and Laboratory Point of Contact for Water Sensors.

PATENT/PUBLICATIONS SUMMARY

U.S. Patents Issued (8); Inventions Disclosed (32); Publications (247) including journal articles (67), book chapters (3), reports (47), presentations (145), and magazine and news articles (12).

Patent space: radiological surface decontamination, radiological response and recovery, materials for medical therapies.

Over 2300 citations in niche areas of study (H-index = 26, i10 index=56) ranks above the average Full Professors at the top ranked U.S. university departments of Mechanical Engineering and Nuclear Engineering.

Sources: (x) (x) (x) (x)

[sayruq]

Dear Mark Zuckerberg and Leadership, This letter is a follow-up to the letter that was circulated internally on Dec 19, 2023 and deleted and dismissed due to our Community Engagement Expectations (CEE) on what can be discussed internally. Hence, we are sharing our concerns externally. We, Meta employees, wish to express our disappointment and astonishment at the lack of acknowledgement and care the leaders of this company have shown toward the Palestinian community and its allies. In private conversations, we hear from our Palestinian colleagues about family members they have lost in Gaza and family they are working tirelessly to find safety for. However, any open support for our Palestinian colleagues or the millions facing a humanitarian crisis in Palestine is met with internal censorship of employee concerns, biased leadership statements showing one-sided support, and external censorship that is raising public alarm and distrust of our platforms. Internally, we have called out the months of silencing within our workplace forums. While we loudly display “Your voice is valued”, CEE is used as a guise to delete dissenting opinions and silence employees that may simply be seeking solace from their coworkers or raising awareness about building safer products. While in other companies, employees within Employee Resource Groups (ERG) are allowed to connect and speak freely with each other, ERG’s such as Muslims@ and Palestinians@ have faced so much censorship that an employee proposed just deleting the ERG altogether instead of giving the illusion that we can freely build community at Meta. CEE claims to reduce disruptions in our workplace, yet censorship from CEE has caused many of us at Meta to feel disrupted, unheard, and unsafe to the point that several of our Metamates have decided to resign. In the words of our former colleague, any mention of Palestine is taken down - Even when the post was from a colleague expressing their grief. Even when the post was to celebrate the UN International day of support to the Palestinian people. Even when the post is a link to a fundraiser to help the Gazans. Even when asking questions about product bugs that affect Palestinian voices.

One of the original core values of Facebook was to “Be Open” and our current values claim that “We create a culture where we are straightforward and willing to have hard conversations with each other.” Employees have always been first responders to surface issues raised externally to those internally with the power and knowledge to fix them. However when over 450 colleagues came together to sign a letter similar to this one in December, CEE was used to delete the letter and restrict one of the writers from their work devices for over two months while the workplace, product, and policy concerns brought forth were completely ignored. Employees have attempted to raise product concerns related to the conflict only to have their posts and comments censored or dismissed throughout internal channels. Most recently, questions about investigative reports indicating the possibility of governments, ISPs, and coordinated bad actors using Whatsapp data for military targeting have been met with dismissive and insufficient responses or outright deleted throughout internal forums. Meta leaders have posted numerous strong statements of support for our Israeli colleagues along with condemnation of the attack on Israel on October 7th that took the lives of ~1,200 civilians, both on internal and external platforms. Mark stated on his public Facebook - “The terrorist attacks by Hamas are pure evil. There is never any justification for carrying out acts of terrorism against innocent people. The widespread suffering that has resulted is devastating. My focus remains on the safety of our employees and their families in Israel and the region.”

However, bias and inequity is painfully apparent when those same leaders do not similarly share support for our Palestinian colleagues and allies nor condemnation of the attacks on Palestine, which have now taken ~35,000 civilian lives and created a humanitarian crisis of displacement and starvation for ~2 million Palestinians. This has created a hostile and unsafe work environment for hundreds of our Palestinian, Arab, Muslim, anti-Zionist Jew, and anti-genocide colleagues at the company, who have felt consistently alienated and uncomfortable at work. Many have tried to articulate this through posts on Workplace only to be censored, rebuffed, and/or penalized. Feedback shared directly with leadership on Workplace Chat has been met with dismissiveness. Bias and inequity for the human rights and humanitarian crisis in Gaza is also apparent when compared to the Russian invasion of Ukraine, after which there was an outpouring of leadership support on all fronts, including additional resourcing and investment through various social impact initiatives. The lights in the Dublin office were even painted with the colors of the Ukraine flag. Leadership must do better to achieve true equity and inclusion. Externally, when it comes to Palestine, the dismissive tone and lack of investment by Meta is not new and the company has consistently failed to thoroughly take action on years of evidence of suppression of Palestinian voices on our platforms worldwide. In 2024 the company is still slowly addressing the findings of an independent audit influenced by Human Rights Watch’s (HRW) 2021 letter to Meta on the Palestinian conflict 3 years ago. In the wake of October 7th, Meta has ignored reasonable requests for transparency on our content policies from Senator Elizabeth Warren and other lawmakers around the globe. Numerous civil rights organizations, some of whom are Meta partners, have been met with dismissal on the censorship concerns brought forth - leading to external petitions such as one against Meta’s proposed policy of treating “Zionist” as a proxy for "Jewish”, which collected over 52,000 signatures. While Meta denies any Palestinian censorship or bias to the public, internally groups of employee volunteers have found numerous product and policy issues with disparate impacts to Palestinian, Muslim, and Arab communities since October 7th. The few improvements that have been made were achieved only by appealing to isolated product teams, with minimal senior leadership support or resources. Furthermore, in the wake of global criticism of censorship and moderation, leading into the biggest year for democracy in history, Meta has updated its policy to no longer recommend ‘political content’ by default across Instagram and Threads without clear guidelines of how this would impact content originating from global conflict zones. Meta has continued to fail the Palestinian community through its policies and lack of investment.

“Meta.Metamate.Me.” We believe we are all Meta and are committed to respectfully working together to address the issues internally and externally, while holding firmly to the demands we have been echoing for months: We demand an end to censorship - stop deleting employee’s words internally in order to foster an inclusive environment where all communities feel seen, heard, and safe We demand acknowledgment - share internal acknowledgments of support for Palestinian colleagues and acknowledge the lives lost in the ongoing humanitarian crisis in Gaza to recognize our shared humanity We demand transparency and accountability - allocate dedicated resources to investigate issues of censorship and biases on our platforms and openly disclose findings to build trust among employees and the public We implore you to end the silence - issue a public statement urging for an immediate, permanent ceasefire in Gaza As tech workers, we have a tremendous privilege to work on products that serve the world, and with that comes tremendous responsibility. We have been proud to work at Meta – and want to continue believing in its mission to give people the power to build community and bring the world closer together.

If you're a current or former Meta worker please sign the letter here

[headspace-hotel]

Going through the bills proposed in the kentucky 2024 legislative session and some of the things being proposed are

make a PFAS Working Group

require homeless shelters to provide free menstrual products (it's actually disturbing that they didn't already)

require schools to provide free menstrual products

create harm reduction centers and lower penalties for possessing controlled substances

require insurance to pay for cancer screenings (okay. low bar but okay)

abolish the death penalty (actually has a couple republican sponsors)

decriminalize cannabis

make fluoridation of water in districts optional (?????)

make coal the "state rock" of Kentucky

Prohibit children from being interrogated in a "deceptive manner" (?)

Make weight discrimination illegal

pay schools to food grown at kentucky farms to provide for school meals at low income schools (hey that's rad)

Lower the age of carrying a concealed deadly weapon from 21 to 18 (?????????????)

Require companies to give their employees earned paid sick leave

Impose restrictions on the collection of biometric data by private entities

Allow poultry to be sold at farmers' markets and at farms

pay for cancer screenings for firefighters

let pregnant incarcerated people have midwives or doula services

require that public high school curriculum include instruction on the history of racism

Remove Robert E. Lee Day, Confederate Memorial Day, and Jefferson Davis Day from the list of public holidays (WE HAVE THOSE?!!?!?!)

Retroactively expunge some cannabis convictions

"Prohibit public school districts from expanding any resources or funds on diversity, equity, inclusion, and belonging or political or social activism; prohibit public school districts from engaging in diversity, equity, inclusion, and belonging" (HUH?????)

require schools to give kids a lunch period of at least 30 minutes (the bar is in hell)

provide scholarships for teachers to help the teacher shortage and give teachers compensation for planning time

require schools to have defibrillators

make it so a homeless person doesn't have to pay to get a copy of their birth certificate

require a working smoke detector to be present in any house sold (...did we not already have this?)

create the Kentucky Urban Farming Youth Initiative

Require local governments to lower minimum square footage requirements for housing, and facilitate multifamily housing, manufactured housing, and "tiny homes," and require that zoning laws have a "substantial connection to protection of public safety, health, and usage of property" (This could be a good thing??)

require hiring and licensing authorities to allow people convicted of a crime an opportunity to get a job

Propose a new section of the Kentucky Constitution that guarantees the right of an individual to buy, sell, or use a certain amount of cannabis and to grow a small amount of cannabis plants, and put this on the ballot (LET'S FUCKING GOOOOOO LET THE PEOPLE DECIDE please this would be so funny)

Now let's watch how many of the good and basic common sense laws get left to die by Republicans because Republicans are ghouls

this is why it's important to vote in local elections, this is the kind of stuff that's being decided upon

[cosmicpuzzle]

Saturn in Houses

Saturn In The 1st House:

Saturn in the 1st house makes a person appear serious and responsible.

It instils a strong sense of duty towards oneself, promoting self-discipline and determination.

The individual may be seen as a reliable and cautious person.

Saturn In The 2nd House:

Saturn in the 2nd house leads to a disciplined and methodical approach to finances.

It may result in conservative spending habits and a strong focus on financial stability.

While earnings may accumulate slowly, there's potential for long-term financial security.

Saturn In The 3rd House:

In the 3rd house, Saturn makes communication and learning serious endeavours.

Siblings and neighbours may play significant roles in life, and relationships with them tend to be structured and enduring.

The person takes a disciplined approach to education and local travel.

Saturn In The 4th House:

This placement brings a strong sense of responsibility towards family and home life.

The individual may experience challenges in early upbringing or with parents but will ultimately grow through these experiences.

A desire for a stable and secure home environment is prominent.

Saturn In The 5th House:

In the 5th house, Saturn influences creativity and self-expression to be disciplined and structured.

Challenges in romance or with children may be present, providing opportunities for personal growth.

The person approaches hobbies and artistic pursuits seriously and methodically.

Saturn In The 6th House:

Health and work take centre stage with Saturn in the 6th house.

The person exhibits a strong work ethic and a sense of duty towards colleagues and employees.

While health issues may arise, a disciplined approach to self-care can mitigate these challenges.

Saturn In The 7th House:

Relationships may be challenging, but they often lead to personal growth and maturity.

The individual may attract partners who embody Saturn's qualities: responsibility, commitment, and maturity.

There's a focus on building enduring partnerships and alliances.

Saturn In The 8th House:

Saturn in the 8th house brings deep transformations and a disciplined approach to matters of life, death, and shared resources.

The person may have a strong desire to understand the mysteries of life and approach occult or spiritual practices methodically.

Saturn In The 9th House:

Saturn here leads to a disciplined pursuit of knowledge, wisdom, and philosophical growth.

The individual approaches travel and higher education with a strong sense of responsibility and a need for structure.

There's a focus on ethics, morals, and long-term goals in the belief system.

Saturn In The 10th House:

A strong sense of responsibility towards one's career and public image is a hallmark of Saturn in the 10th house.

The individual is driven to succeed and may achieve recognition and authority in their chosen field.

The path to success is marked by hard work and determination.

Saturn In The 11th House:

Friends and social groups play a significant role in life with Saturn in the 11th house.

The individual has a disciplined and structured approach to long-term goals and humanitarian pursuits.

Building enduring and supportive friendships is important.

Saturn In The 12th House:

Saturn in the 12th house leads to a disciplined approach to spirituality, mysticism, and the subconscious mind.

The individual may experience a strong sense of responsibility towards charitable or behind-the-scenes work.

Challenges related to confinement, isolation, or hidden enemies can arise but offer opportunities for personal growth.

For Readings DM

https://href.li/?https://ko-fi.com/cosmicpuzzle

[papasmoke]

2023 tumblr controversies to look out for

TumblaRouchite: An insular group of mutuals who have most of this website blocked independently speedrun the ideological development of the political theorist turned cult leader Lyndon LaRouche via the hyperanalyzation of children's cartoons.

HunterxHunter: Hunter Biden's 12 year old Tumblr account is discovered and it's filled with nothing but meth-fueled orgy selfies, reblogs of fan art of him fucking himself, poetry lamenting how fucked up he is, and a series of superwholock shipping war posts from 2013.

MODS! MODS! MODS!: Tumblr introduces it's own version of forum moderators, every abuse inflicted on forum users at the height of forum culture is unleashed upon Tumblr. Sixpenceee uses a fake identity to gain mod status and seeks revenge on everyone who got mad at her for having a child slave.

All Or Nothing: Tumblr users realize that they can evade the current adult content filter by heavily tinting their photos green. A gofundme to manufacture and cheaply distribute green light filter sunglasses for easy viewing is set up by a popular blogger. It raises $170k.

Human Pet Resources Guy: TheCyberSmith is revealed to be a long time Tumblr employee.

[akajustmerry]

couldn’t find anything about the murdochs suppressing press freedom would you mind sharing links please

ooooooft okay. i do forget that not everyone is aware of these things. but!! if you wanna know why dominant news media in the global north sucks / wanna be more aware of media influence on politics / wanna appreciate succession more - here is a 'fuck the murdochs' reading list

a recent article on the current court case between Fox News (founded by Rupert Murdoch) and Dominion Voting Systems. Dominion is claiming defamation after Fox News pushed the lie the 2020 election was stolen from Trump, which led to the Jan 6 riots.

Opinion piece by former Aus PM Malcolm Turnball on why he's leading a campaign requesting a Royal Commission into Murdoch's monopoly over Australia's press and Murdoch's unjust influence on Australian politics

here is a podcast breaking down how Lachlan Murdoch (irl Kendall) is suing an independent paper here in Aus for connecting the Jan 6 insurrection to fearmongering of Murdoch press in the States. like, he is literally suing journalists for accurate reporting. that *is* suppressing freedom of the press by definition.

The Murdochs: Empire of Influence (2022). 6 part documentary featuring historians, journalists, ex-employees etc. covers everything there is to know about the family's role in press and politics from world war 1 up to 2022.

Book: Breaking News: Sex, Lies and the Murdoch Succession by veteran anti-Murdoch journalist Paul Barry. The book is from 2013, but is a thoroughly accessible analysis of on the family's rise

Vanity Fair also recently published this hugeeeeee investigation: Inside Rupert Murdoch's Succession Drama

The official Succession podcast is free and discusses the show's influences pretty openly. it doesn't go super in-depth (probably because they don't want to be sued) but it makes mention and discussion of real events and people that influence the show.

just for good measure: here is a list of every news outlet and publisher and media outlet the Murdoch family own across the US, UK, Europe and Asia. handy for when you do your own research, which you should so you're not reading from *their* sources. The whole reason you have trouble finding this kind of information on them is because they suppress it, or make it hard to find.

like... i know a lot of people don't know this, but Succession is a political satire and is about a very specific group of people who are actively shaping the world for the worst so they can become rich and never live with the consequences. the majority of Jesse Armstrong's work is about how internal dynamics between people in powerful institutions literally shape society. if you don't understand that's what Succession is then you're actually missing a huge part of it. so i hope you, and anyone else who needs it, take a gander at these resources because you won't only understand Succession more, but the state of your local politics and media too.

[nationwidechildrenshospital]

"My passion has always been toward health equity, diversity and inclusion. Being a member of the Asian Pacific American Network Employee Resource Group provides me with the opportunity to explore and advocate within my work."

Sapna Shetty, Behavioral Health Outpatient Therapist, Child Diagnostic Center