In the News

Shane McInerney, 29, was charged after his disruptive behavior aboard a flight from Dublin to John F. Kennedy International Airport on Jan. 7.

Pfizer CEO Albert Bourla on Saturday said people getting COVID-19 booster shots every four to five months is "not a good scenario" and argued that an annual vaccine would be a better approach to fighting the virus.Bourla told the Hebrew...

Amid a rising number of COVID-19 cases, Brazilian cities Rio de Janeiro and Sao Paulo announced that their Carnival parades would be postponed until April, Reuters reported."Unfortunately we do not have the sanitary conditions to hold Carnival on...

A downtick in COVID-19 cases is raising hopes that the omicron wave has peaked in the United States. To be sure, new case numbers remain high and hospitals are still overwhelmed in many areas. But, especially in the earliest hard-hit states...

In the season’s premier of his HBO show “Real Time with Bill Maher,” Maher continued to talk a lot about Covid-19, even though he claimed that “no one cares anymore.”

In several European capital cities, protesters came out in droves to demonstrate against COVID-19 measures and restrictions — the latest in a series of protests that have taken place in Europe over virus protocols. From Paris to Athens to...

Parts of a remote island nation in the Pacific are going under a COVID-19 lockdown for the first time during the pandemic. The government of Kiribati announced on Facebook Friday new coronavirus restrictions and a 24-hour...

Hospitals in Washington state issued an urgent plea to the public on Saturday asking residents to do their part and reduce the pressure on health care facilities overwhelmed by the coronavirus.In a statement released on Saturday, King...

President Biden and Vice President Harris released a statement Saturday commemorating the 49th anniversary of the landmark Supreme Court decision Roe v. Wade, which gave women the constitutional right to abortion. The Biden-Harris administration...

Argentina, Australia, Egypt, and Israel are among the destinations that are now a Level 4, the highest CDC level for Covid-19 risk.

Phage therapy could save many lives. Hopefully, sharing Mallory Smith's story will boost research into cystic fibrosis, growing antibiotic resistance, and the promise of phages.

Vori Health transforms back pain treatment by doing less surgery.

Welcome to Friday’s Overnight Health Care, where we’re following the latest moves on policy and news affecting your health. Subscribe here: thehill.com/newsletter-signup. The crypto markets crashed today, wiping out ...

Use of the newly ineffective treatments produced by Regeneron Pharmaceuticals and Eli Lilly is highest in a dozen states. They include several Southern states with some of the nation’s lowest vaccination rates, but also California, which ranks in the nation’s top 20 for fully vaccinated residents.

Extra vaccine doses were expected to lower infection rates. But the shots also seem to be preventing severe illness caused by the new variant, the C.D.C. reported.

Seven hospital capital projects worth more than $500 million have been announced, advanced or completed in the last two months.

To meet a population boom, several health systems with hospitals in North and South Carolina are moving fast on capital projects, Charlotte Business Journal reported Jan. 21.

Professional rejection isn't a typical experience to share or celebrate, but doing so can actually serve as motivation, according to a Jan. 21 piece in The Atlantic.

Cerebral, which raised $300 million at a $4.8 billion valuation in December, ran more than 30 ads over the past few weeks showing a young woman surrounded by food and overeating.

More automated transfers of electronic health information could bring "huge value" to healthcare providers in terms of saving clinicians' time, according to David Mulligan, MD, chief of transplant surgery and immunology at Yale New Haven (Conn.) Health.

Two separate studies published by the CDC Jan. 21 explored vaccine and booster dose effectiveness against the periods in which delta and omicron were emerging and predominant.

In this new era of digitally-driven healthcare, nurse informaticists play a pivotal role in ensuring the long-term success of new technologies and the physicians, nurses, and staff who use them.

Philadelphia-based Jefferson Health experienced a data breach that compromised 9,000 patients' protected health information, PhillyVoice reported Jan. 21.

Workers in California's Santa Cruz County, including healthcare workers, plan to strike Jan. 25.

Karen Lynch, chief executive officer of CVS Health, described what CVS has been doing to disrupt the traditional landscape of the healthcare industry to The New York Times on Jan. 21.

Five deals between two health systems have been recently announced or completed in the last couple months.

Christine Albert, the chief marketing and experience officer at LCMC Health in New Orleans, believes empathy and authenticity are key for health systems to connect with their patients, according to an interview branding agency Monigle shared with Becker's.

Mushie & Co, a baby goods store, announced a voluntary recall of its FRIGG pacifier after more than 200 reports that the pacifier’s silicone nipple detached from its base.

Rules instituted by Democrats requiring lawmakers to wear masks at the Capitol are being routinely ignored by Republicans, underscoring the scorched-earth environment in the House when it comes to the coronavirus.Republicans and Democrats for much...

Lakeland (Fla.) Regional Health purchased a minority interest in BayCare HomeCare, the home health company created by Clearwater, Fla.-based BayCare Health System, according to a Jan. 18 news release.

Four Soft-Skills Crucial to Surviving the Present Economy, Courtesy of the New Generation of Entrepreneurs.

Tia Graham is on a mission to inspire transformation through the science of happiness and neuroscience.

An unpredictable world has reshaped how leaders must lead. Here are five leadership trends that will be critical to your success moving forward.

You've likely had to deal with up to five different workplace toxins: which ones bug you the most?

We inadvertently keep people functioning far below their full capacity. We fail to see and support each other’s dignity. We do it because that’s what our systems are designed for. It’s not enough to say: I’ll stop suppressing and start unleashing. Our systems are built for suppression.

Business leaders and managers need to use different strategies, tactics and skills to help ensure the success of hybrid and remote working arrangements at their companies and organizations.

In its recently released 2022 Global Talent Trends report on the reinvention of company culture, LinkedIn found that companies that don’t take flexibility and worker well-being seriously won’t meet the expectations of today’s professionals — and could lose them.

Nina Strohminger, an Assistant Professor of Legal Studies & Business Ethics at the University of Pennsylvania's Wharton School of Business, asked her Ivy League students what they thought the average American worker makes per year.

The EU accuses Frontex of ignoring human rights, while Frontex says the EU lacks policy clarity on those rights. They're both right.

The "missing middle" in the US housing construction booms leaves out families

A record number of 4.4 million Americans quit their jobs in November while employers continue to scramble to lure talent to join their organizations. To combat turnover and attract new talent, leaders are implementing a myriad of benefits, including flexible work options, offering employee referral bonuses, and introducing additional merit increases. But for many who have quit and are looking for the next opportunity, they are looking beyond the free lunches and fitness reimbursements. This is actually the number-one question on their minds: Why should I work here? It’s a candidate’s market and the tables have turned. Just like employers do background checks and references checks, it’s now the candidates turn to do their due diligence. If leaders want to attract and keep talent, they need to think differently. This starts by putting themselves in their employees’ shoes. Leaders must proactively answer the question, “why should I work here?” and not take for granted that candidates will accept the opportunity to join their team. Here are three gestures to extend to prospective employees, to help them assess if this is the next best step in their careers. Invite candidates to interview the hiring manager During the interview process, the candidate will meet with the hiring manager. They will be sharing their experiences, showcasing their expertise and putting their best foot forward. There will be limited time to ask all of the questions the candidate may have. Also, without an offer in hand, there are questions they will feel uncomfortable asking during the interview process, in case they jeopardize their chances of landing a position. Once the offer is made, invite the prospective employee to a new interview with the hiring manager. This can be a 30-minute, one-on-one opportunity to ask all of their questions. This is the moment for them to ask their potential boss about their leadership style, picture of success for the role, and the future development and growth opportunities at the company. Moreover, it can be one last opportunity for the hiring manager to sell them on the position. Open up access to current employees After they interview the hiring manager, invite the prospective employee to meet with members of the team they will be joining. This is an important moment to ask about team dynamics, key team initiatives, and what it’s really like to work for the future boss. Aside from team members, offer to set up meetings with members of employee resource groups (ERGs), so prospective employees can really get a sense of what company culture is like. Don’t make assumptions about what ERGs they would be interested in; share with them what ERGs currently in place at your company and follow their lead. Be specific and ask prospective employees how they hope the company will help support them. You might have prospective employees ask to meet with the chief diversity officer to understand the company’s diversity, equity and inclusion efforts. You might have someone who wants to meet with a fellow caregiver to understand how the company offers support and flexibility. Finally, you might have a prospective employee who wants to meet the chief marketing officer to understand how they will grow as a marketer. Meeting with current employees is an important part of assessing if they should accept the offer or not. Address online reviews of your workplace Finally, openly and proactively address reviews on platforms like Glassdoor and Blind. Remember that the prospective employee has their own networks, and can easily reach out to former employees of your organization on LinkedIn. Don’t wait for the prospective employee to ask you. Be upfront, thereby taking control of the narrative of your company culture. If there’s a glaringly negative review, bring up how the company has taken it into account and plans to address the feedback. Use it as an opportunity to show the progress your organization has made. If you are still working on addressing the feedback, be honest about the challenges and what potential next steps will be. At the same time, emphasize the positive reviews as well that reflect why current employees continue to stay. Remind the prospective employee of all the reasons current employees love working there, including access to strong leadership, rotational opportunities to help grow their careers, and a work from anywhere mindset. Also share these positive reviews on your website and social media channels as you continue to build your employer brand. Right now, many prospective employees are in the driver’s seat. A generous offer letter is no longer enough to get them to sign on the dotted line. If you want great talent, your job is to convince them that your organization is the right next stop in their career journey. Mita Mallick is a diversity and inclusion leader. Currently, she is the head of inclusion, equity, and impact at Carta.

The country’s low population growth, both now and in the future, has caused worry about China’s future economic growth. That worry is much overdone, though it’s clear that China’s fastest growth is past.

Determining which patients are infected with the delta vs. omicron variant is complicated.

Peloton's affluent and cult-like fan base make it an acquisition target.

Congress has taken no action regarding assisted reproductive technology since 1992.

Five key steps to unlock any company's growth potential.

NFTs are getting a lot of attention. Maybe too much attention.

I couldn’t sleep after watching Jane Campion‘s Golden Globe winning film, The Power of the Dog, an emotionally dense Western starring Benedict Cumberbatch as a 1920s rancher in rural Montana. Notwithstanding the fact that my father’s family is from Montana, and that his father lost his thumb breaking a stallion, it’s the film’s sickening, real-life portrayal of toxic masculinity that really hit close to home.  The film serves as a stark reminder of how little has changed over the past century, and how much work is left to be done by leaders in every sector of life. Perhaps most disturbing is how accurately the film depicts masculinity contest culture—a dog-eat-dog worldview which sanctifies stereotypically masculine traits such as “emotional toughness, physical stamina, and ruthlessness”—traits which continue to pervade work culture in the U.S.  As a result of the #MeToo movement, the business world has undoubtedly become less accepting and more critical of toxic masculinity, but only insofar as those behaviors veer into illegality (e.g., sexual harassment and assault). Campion’s film is an opportunity to reignite a public conversation about the culture that allowed sexual predation and harassment to go unchecked for so long. Most important, it provides an opportunity to discuss solutions for eradicating masculinity contest culture from the workplace. And it starts by flexing an unlikely muscle–one’s vulnerability.  Cumberbatch’s cruelty In the film, Cumberbatch plays Phil, a cowboy and ranch owner whose A+ performance of hyper-masculine norms masks a deeply hidden vulnerability. More than just a master of the cowboy arts (i.e., horseback riding, calf castration, lassoing, etc.), Phil’s every action is predicated on the tenets of masculinity contest culture. He viciously torments his sister-in-law, played by Kirsten Dunst, and her son (Phil’s nephew), Peter, played by Kodi Smit-McPhee, who recently won a Golden Globe for his performance. Phil’s emotionally violent attacks on Peter’s “effeminate” air become the film’s central tension as their relationship unfolds into something more complex.  Peter’s bullying experience brought back memories of my own adolescence. As a sensitive and precocious 5-foot-tall bookworm with dreams of becoming a civil rights lawyer, I lacked the masculine trappings of my fighter pilot father who was killed in action in Vietnam or my taller, athletic brothers; and, I got bullied for it. Although I grew five inches in college and now stand a whopping 5-foot-5, 92% of all American men are still taller than me. As a result, my physical, emotional, and intellectual strength is often underestimated. That being said, I am, according to The Atlantic, part of an elite crew of less than 8% of men who confidently married a taller woman! When I achieved my lifelong dream of becoming a lawyer, I wrongly assumed that I’d find solace in a community of peers who were in it for the right reasons. I’m sure you know where this is going. As fate would have it, I was assigned to the firm’s three most notoriously cantankerous partners, one of whom was so difficult that he burned through three associates in less than a year. Unbeknownst to him, I’d had practice fending off bullies all my life. Aside from being my boss, he was no different than the others.  I decided I would rather lose than win with the bullies at the firm, so I quit law after just five years to build my own business. Nearly three decades later, I’m sorry to say that masculinity contest culture is still the accepted norm, both in law and most other industries. I’m forced to combat it regularly as a coach and fractional executive.  When an organization adopts and relies on masculinity contest culture as a scare tactic for productivity, dysfunction always ensues. Toxicity of this nature is often cloaked by false, shame-inducing monikers like “meritocracy,” which implies that the means justify the ends, no matter their virulent nature or harmful consequences. This behavior may yield high returns in the short-term, but only at the expense of organizational health and well-being.  Rewrite workplace norms So, what can leaders do to root out this insidious foe? We must rewrite workplace norms together starting with this: Particularly in difficult situations, put your insecurities on the table instead of hiding them and letting them weigh you down. I can’t overstate the power of this one act. People will find your approach refreshing and endearing. They will respect you more, drop their guard, and open themselves up to more authentic, connected conversations.  Truly confident leaders know that they have no market on right. I’ve found that the willingness to acknowledge your uncertainty, vulnerability, shortcomings, and mistakes–not just when forced to, but as a regular habit–dissolves egos and repositions your vulnerability as a strength–an avenue for connection via shared challenges.  Leading this way creates a psychologically safe environment. It gives others license to embrace their own vulnerabilities. In turn, people are happier, collaboration is stronger, and execution is improved. Leaders who take this courageous approach actually garner respect, empathy, and support, which humanizes them and promotes deeper emotional connection. This happens in the film when Phil starts to take Peter under his wing. The two form a close bond, but, ultimately, Phil’s abusive behavior is unforgivable. Despite the pressure to bend, Peter stays true to himself through and through.  Growth and vulnerability Anyone who’s really been through the ringer will tell you that growth comes through vulnerability and discomfort; embracing both is a sign of true strength. As for the “age-old” advice to keep one’s personal and professional lives separate? In this context, it’s completely bunk. As a leader, sharing your authentic self in the workplace promotes the kind of warm, familial environment we all crave. It inspires trust and engenders psychological safety.  Given that my statuesque wife is my business partner, that we work full-time from our home, and that our team members are like family to us, you could say my pendulum has swung too far. Granted, that may be too much for some people. But, at a minimum, consider what would happen if you dropped the ceremonial division between who you are as a workplace leader and who you are as a human being. By embracing your vulnerability and discomfort, I assure you that you and your team will feel lighter, happier, and more connected by your common humanity–warts and all.  In the context of 1920s Montana, this type of vulnerability would likely have yielded violence and mistreatment for someone like Phil, which is why I’m not blaming his character for wanting to hide his authentic self. Nor am I saying that people should unnecessarily reveal personal details that might put them at risk of harm. But, in 2022, we have the freedom and responsibility as leaders to model a healthy level of vulnerability that mirrors the truth of the human experience. Doing so can bring us closer together as organizations, colleagues, and friends.  Finally, I want to make it clear that I’m not trying to attack the concept of masculinity or men as a monolithic group. I’m talking about addressing the set of toxic behaviors that we accept as “rules of the game.” These rules were historically determined by men, but they’re upheld and accepted by all of us, including people of all genders, races, classes, and abilities. People like Ghislane Maxwell, who was found guilty of sex trafficking, are proof of that.  Recently, Harvard Business Review identified fairness and equity as the top priorities for executives in 2022. Begin taking steps toward a more just and equitable work environment immediately by embracing your discomfort and realizing the power of vulnerability–yours and others’. Neither one’s sex nor one’s gender can predict whether they will adopt toxic or predatory behaviors, and any leader is capable of becoming a Phil or a Ghislane. All of us have the responsibility not to.  David M. M. Taffet is an executive coach, the cofounder and a venture builder at JukeStrat, a purpose-driven consulting group focused on business transformation, positioning, and social impact. He serves as a fractional C-level advisor and executive coach for several of its clients, drawing on his 30-plus years of experience building companies, orchestrating turnarounds, leading successful teams, raising capital, and developing cross-sector partnerships for commercial and public gain.

In 2010, when I was freelancing out of a brownstone in Harlem, I wrote an article titled “Where is the Black Liz Lemon?” that touched on the lack of complex Black female characters in media. A few days after I posted the piece, I got a note from a woman named Issa, thanking me and saying the article was the inspiration she needed to start a project she had been putting off. A few months later, she sent me a link to Misadventures of an Awkward Black Girl, the YouTube series that would be the launchpad for HBO’s Insecure. What Issa Rae brought into our living rooms with Insecure was a decade-defining story centered around Black women. The show’s diverse audience spent five seasons inviting Issa and Molly—fully beautiful, imperfect, in-progress Black women—into their lives. It was a story about what they felt, how they grew, and how they loved—narratives that just a few years ago were still rare to see on television. In the decade since, I’ve built a career in corporate, working at some of the most recognizable companies in the world, and I live a few blocks away from the brownstone where I wrote the piece that sparked Insecure. Watching the finale, I felt so proud of Issa Rae and so grateful for these stories and the impact they’ve had on millions of viewers. Still, reflecting on where we are, I wonder if we are more comfortable with fully-realized Black women on screen than in the workplace. [Photo: HBO] While Insecure centered on Black women, it’s important to keep in mind that most media depicting Black women does not show them as multifaceted characters at all. Last year, only one out of five Black women who appeared on network or streaming programs even had speaking roles. And as rare as it is to hear the voices of Black women on our screens, for most people it’s still a more frequent occurrence than actually working alongside one in our everyday lives. In fact, most people will never work up close with a Black female leader unless they happen to be in the room with the 1.7% of us who hold senior roles. Over the past 10 years, I’ve climbed the ranks at multiple Fortune 500 companies from finance to tech. Of the companies that publicly disclosed their employee representation numbers, none had more than 3% of Black women in their workforce. When you hit the leadership level, that number drops even lower. At that point, it’s usually a decimal that never adequately conveys how alone it can feel. In my role at Google, for example, I was the first Black woman to lead our team, the only Black woman on our department leadership team, and usually the only Black woman in the room. When I would point that out to my non-Black peers, many would respond as if it were an accolade. When I would say it to other Black female leaders, they would respond understanding the cost of it all. This year, as we head into the next chapter of the great reshuffling, companies will release updated employee numbers and will be faced with stark trends in the attrition—particularly of Black women—from their ranks. Some of them will look to address the data as a reputational problem, but smart organizations will recognize it for what it is: a proximity problem. When companies see Black women as only symbols or data points and not in their humanity, it is harder to provide the kind of environment that would support them showing up fully as leaders. When companies don’t understand the roles that Black women play as non-traditional caretakers, they’re less likely to connect the need for inclusive leave policies that help them and others. When companies ignore the ways that the wage gap affects Black women throughout their careers, they don’t take on the institutional remediation needed to address pay inequities for them and others. Organizations that will lead the way forward will be ones that get that making the workplace more equitable for Black women allows the workplace to be more equitable for everyone. And if there is one thing the Insecure decade has made clear, it’s that when Black women are supported to create and lead, they build worlds and spaces we couldn’t imagine living without. Leslie Pitterson is a communications and public affairs executive with experience in media, finance, and tech. She is head of Communications for Business Development, Strategy & Ventures at Microsoft.

The FAA, Verizon, and AT&T had years to resolve conflicts between “C-band” 5G cell networks and airplane instruments.

In Tallahassee, plans for a volunteer-driven event on the holiday were abruptly canceled when all the volunteers dropped out. The post Omicron wave leaves U.S. food banks scrambling for volunteers appeared first on Florida Politics - Campaigns & Elections. Lobbying & Government..

Before being elected for the commission, Gerard served as the first female Mayor of Largo for eight years. The post Pat Gerard nabs endorsement from Ruth’s List Florida appeared first on Florida Politics - Campaigns & Elections. Lobbying & Government..

“If we do these things, boom, boom, boom, boom, we can start reclaiming the narrative.” The post Facing tough ’22 elections, Dems want a year of achievements appeared first on Florida Politics - Campaigns & Elections. Lobbying & Government..

A of Wednesday, the National Weather Service confirmed five tornadoes in the area. The post Gov. DeSantis issues state of emergency for Charlotte and Lee Counties after severe storms appeared first on Florida Politics - Campaigns & Elections. Lobbying & Government..

The billboards provide information on the safety and accessibility of abortion pills. The post Plan C, TBAF partner to host mobile billboard outreach event highlighting abortion pill access Saturday appeared first on Florida Politics - Campaigns & Elections. Lobbying & Government..

Legislators will now spend the rest of their 60-day Session working on a new budget. The post Economists: Florida has another $4B to spend next year due to federal funds, booming economy appeared first on Florida Politics - Campaigns & Elections. Lobbying & Government..

FIU Board of Trustees held an emergency meeting Friday afternoon and planned to nominate Kenneth Jessell as interim president. The post Florida International University president resigns citing health issues appeared first on Florida Politics - Campaigns & Elections. Lobbying & Government..

Florida begins its celebration of Black history, culture, and accomplishments. The post Takeaways from Tallahassee — Celebrating Black History appeared first on Florida Politics - Campaigns & Elections. Lobbying & Government..

'UF has bowed to perceived pressure from Florida’s political leaders.' The post U.S. judge blocks ‘unconstitutional’ UF rules limiting professors from testifying against state appeared first on Florida Politics - Campaigns & Elections. Lobbying & Government..

We need more fast-acting heroes to jump in when disaster knocks on our virtual doors. The post Blake Dowling: Pulling the plug on Russian hackers appeared first on Florida Politics - Campaigns & Elections. Lobbying & Government..