September 27, 2020

Swimming coaches have hailed UK Coachings unique Performance Foundation Coach Support Programme as a fantastic opportunity that will benefit their athletes.

Seven coaches from across England Chris Littler (City of Birmingham), Greg King-Limb (Mount Kelly), Kevin Schofield (City of Leeds), Lewis Dunford (Guildford City), Matthew Smithurst (Loughborough University), Rachel Aldington (Millfield School) and Roberto Pavoni (Plymouth Leander) were all chosen in January to receive one-to-one support over 18 months.

A total of 47 coaches from 17 sports are taking part in the UK Coaching programme with the swimming coaches working with their counterparts from sports including athletics, boxing and gymnastics.

Now, three of the swimming coaches have shared their experiences of the unique course so far.

Mount Kellys assistant director of swimming Greg King-Limb said his UK Coaching mentor had helped him return to poolside after lockdown with a fresh mindset.

He added: Taking part in the UK Coaching Performance Foundations programme has been another great opportunity in my coaching career for a multitude of different reasons.

The last six months have been challenging for us all, but the support of the swimmers, coaches and staff at Mount Kelly alongside my UK Coaching Mentor, Alan Rapley, has provided the time and space to process my emotions ensured I returned to poolside with a fresh and open mindset ready for the season ahead.

As part of the programme, we are required to develop our own Individual Development Plan. The creation of this document has helped to provide clarity and timescale to the specific areas that I would like to develop throughout the programme and I am looking forward to developing this plan further over alongside Alan and Swim England Coach Development Manager, Lindsay Trimmings.

This process in itself is rare and unique in the swimming world, where coaches are always focused on helping others perform to the very highest level, but can sometimes neglect their own needs and personal development.

The UK Coaching Performance Foundations programme has undoubtedly provided me with the opportunity to reflect on my current coaching practice and prioritise my own learning which in turn will benefit the athletes I coach not only now but also in the future. Having access to all the UK Coaching resources and webinars during lockdown was a great way to stay engaged and explore different areas of coaching across a range of sports.

Furthermore, the Community of Practice sessions have provided a great platform to discuss coaching thoughts, ideas, feelings and frustrations with coaches from a variety of sports, enabling me to better understand the similarities and challenges faced by coaches in sports outside the aquatic sector.

All coaching programmes have a benefit in our development but the reason I am enjoying the UK Coaching Performance Foundations programme is because it is very specific to my personal needs.

It can be tailored around my coaching role at Mount Kelly to ensure I am gaining the very most from the programme to ultimately make me a better coach and person.

Lewis Dunford, the national performance squad specialist coach at Guildford City Swimming Club, said the course had helped him improve his coaching knowledge.

He said: I have found the course enjoyable and very rewarding so far.

Initially, I have had the opportunity to attend a UK Sport Workshop at Saracens Rugby Club. At this workshop I listened to some key-note speakers speak about their experiences in their specialist fields and on various topics of Sporting Performance.

During lockdown, UK Sport put on numerous online webinars covering a wide range of topics for us to access. These talks have included experts on the topics as well as International sportsmen and sportswomen offering their advice to the coaches in attendance.

We have monthly Zoom meetings to discuss personal areas of interests or areas of coaching we find challenging.

These meetings provide a good opportunity to speak to other high-performance coaches and bounce ideas off each other and have also allowed me to expand my network, providing me with a chance to improve my coaching knowledge.

I have been allocated a mentor who has helped me with my personal development and challenged me on my coaching and I have one-to-one meetings once a fortnight to update them on any developments with my coaching or any new areas of coaching that I want to explore.

My mentor and I have come up with an Individual Development Plan which will help to monitor my progress as a coach over the remainder of the course.

Overall, this course has benefitted my coaching by highlighting my areas of strength and areas of weakness.

This has then allowed me to personally invest some time in improving those aspects of my coaching.

This awareness has now allowed me to improve my coaching on a day-to-day basis and better inform me on how to deal with different situations.

The resources available to me have also allowed me to continue my development away from the programme and back in the working environment, helping me to give back to the coaching team and continuing their professional development.

Matt Smithurst is the assistant performance swimming coach at Loughborough University.

He said: For me, the whole programme is simply a fantastic opportunity to learn.

We discuss relevant topics with each other during our Community of Practice sessions and talk through problems we are facing with our athletes.

Everyone comes from different sports around the country and has different ideas which in turn helps you to form outside the box solutions to problems you face.

I find the expert sessions we have every tow or three weeks very interesting. Some experts are current/past coaches others, some are experts in specific areas like psychology.

Its refreshing and reassuring to hear expert coaches have faced similar problems on their way to success.

The programme challenges you by making you search within yourself for reasons why you do what you do and what you want to get out of the programme.

Whilst we are all invited to the same talks, everybodys UK Coaching Performance Foundations programme experience is unique we are encouraged to make it what we want it to be from our mentors.

Im looking forward to the remaining time I have on the programme.

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Coaches hail course as 'fantastic opportunity' that will benefit athletes - The Home of Swimming | Swimming.org

You are here: Home Best of Guides Latinx Nonprofits to Support in Northern New Jersey

The time of year has comeit is National Hispanic Heritage Month. While we celebrate the Latinx community and its many contributions to American culture always here at Hoboken Girl, this month we take a pause to honor this diverse community and showcase resources for and by the Latinx community here in Hudson County and northern New Jersey at large. Many of the associations offer support for people of all backgrounds with a focus on the Latinx people. Read on to learn more about these organizations and ways to utilize their services or to even donate.

This adult education center and 501 3 serves and enhances the social, economic, and educational status of the Hispanic community. Areas of focus for the institution include health literacy, English as a second language, office technology skills, GED preparation, and more by offering web-based information and tools. For more information on the services offered, check out the Bergen Resource guide online.

Created back in 1999, the Latino Leadership Alliance of New Jersey {LLANJ} continues to carry out its mission of empowering Latinx communities to obtain political, economic, and social equality as well as to unify organizations and individuals in advocating for the rights of Latinx individuals in New Jersey. The opportunities and resources from the LLANJ are open to all and can be found here.

Read More: Must-Try Latin Restaurants in Hoboken + Jersey City

Familia is a word used to describe the connections made through this north Jersey-based organization. As the name suggests, this chapter is dedicated to the recruitment and retention of nurses that identify as Hispanic. Beyond the nursing profession, the organization engages in projects and service missions such as bicycle donations during its National Night Out event in West New York and annual scholarship dinners for deserving nursing students. For career opportunities, donation links, resources, and events, visit the website here.

With the main mission to improve the lives of residents in Hudson County and to reduce the socio-economic gap for marginalized groups, this organization has created partnerships, hosted events, and built up the community in ways that truly make a difference. Throughout the year there are various events and projects where volunteers are needed. Learn more here.

Often referred to as PRAHD, this community organization was founded and gained 501 3 status in 1974. Since its inception, PRAHD has worked to ensure the success and advancement of those in need and has provided necessary human services to thousands throughout Middlesex, Union, and Hudson Counties. To learn about its work and services from education to housing to personal development and more, visit the site.

When business leaders saw the lack of mentorship and training available for Hispanic business owners over 28 years ago, this non-profit was formed. For over 28 years, the SHCC has been the voice of nearly 120,000 Hispanic-owned businesses in New Jersey. A full list of events, ways to support, and events can be found here.

For over 15 years this organization has been serving professionals that identify as Hispanic throughout the state of New Jersey. Through networking events and other opportunities, this community offers support in areas such as capital resources, professional development, human resources, business development, diversity branding, and more. With thousands of members, both professionals and students, ALPFA is the group to join when looking to advance in career. Check out the organizations upcoming virtual events and ways to benefit from this group here.

See More: Latinx-Owned Businesses to Support in Hoboken + Jersey City

Right before the turn of the century, this organization committed itself to address the needs of the Latinx community here in New Jersey. Since that time, the organization has supported both mental health professionals and the Latinx community at large through training, treatment, mentorship, advocacy work, and the development of resources. Any interested in learning more about its services or looking to donate can log onto the website here.

This national organization has made itself available to real estate agents in various areas of the country. Its north New Jersey chapter is dedicated to championing homeownership for Latinx individuals in this covering region. Thanks to the Board of Directors, community events that support both homeowners, as well as Hispanic real estate professionals, are available. Information on the organizations mission and upcoming events can be found via the website.

The mission of the York Street Project is to weave innovative programs that shelter, feed, educate, and promote the healing and independence of persons in need, especially women and their children. Sponsored by the Sisters of St. Joseph of Peace, the York Street Project expresses in direct service to the poor the religious congregations commitment to peace through justice. Learn more here.

WomenRising, is a local non-profit organization that has been a lifeline to women and families in need of financial assistance and emotional support due to being victims of domestic violence for over 100 years. WomenRising provides women and their families with access to helpful services. Some of the successful programs offered by the organization are the Domestic Violence Program, the Family Advocacy Program (FAP), and Family Support Services (FSS). Learn more here.

Hudson S.P.E.A.K.S. is a non-profit organization that assists survivors of sexual violence with free and confidential services. For Hudson County residents dealing with trauma of this kind, Hudson S.P.E.A.K.S. is an amazing and invaluable resource. This organization, which has been around since the mid-90s in Hudson County, also provides a 24-hour sexual assault bilingual helpline, and helps victims access services such as housing, but also provides individual and group counseling for survivors and their significant others. Learn more here.

Hudson Pride is a 501(c)(3) non-profit community-based organization located in Jersey City, which is also home to the largest LGBTQ community in New Jersey. Established in the 1990s, this wonderful organization serves as an advocate and social service provider for both the LGBTQ and HIV/AIDS communities in Hudson County. Some of the programs they offer are social/educational groups for LGBTQ youth, specialized support groups for transgender individuals and for gay/bisexual men, HIV prevention support groups for women of color {of any sexual orientation}, and many more. Learn more here.

The Urban League of Hudson County has been an effective agent of change in the community since 1972. They are a non-profit 501c3 community-based organization with a dedicated staff of professionals providing services in the areas of education, mentorship, economic development, job placement, childcare, family counseling, and programs for seniors. Learn more here.

Hudson County CASA believes every foster child deserves a safe and permanent home. Through the efforts of everyday people, court-appointed special advocates children gain access to medical, therapeutic, and educational services as well as enrichment activities. To help ensure that needed services and assistance are made available to children while helping to move them toward safe and permanent homes. Learn more here.

Jordan and Joelle are true Jersey Girls. Originally hailing from down the shore in Hazlet, NJ, the girls made their "rite of passage" move to Hoboken a few short years after graduating with degrees in Communications from Loyola University. Outside of their 9-5 as senior publishers in NYC, the twins can be found walking their yorkie-poo Chica, working out at the best hot yoga studios, or trying out the best restaurants in town. Like many 20-somethings, Jordan and Joelle are balling on a budget and know how to score the best deals around town!

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Latinx Nonprofits to Support in Northern New Jersey - hobokengirl.com

Tue 29 September 2020 Institute of Business | Institute of the Arts | News release

The Changing Culture Programme (CCP) is a collaborativepartnership between the Brathay Trust, University of Cumbria and Theatre by the Lake.

It is one of 18 projects funded by Arts Council England as part of their Transforming Leadership strategy which aims to develop leaders who will change the culture of the arts sector in Cumbria and North Lancashire, and beyond.

Participants are seven months into the course and describe it as providing the time and tools to develop a career in the arts. CCP is for aspiring leaders in the arts, culture and heritage sector in Cumbria and North Lancashire, and aims to increase the diversity of arts leadership in the area, and prevent talent draining from rural to metropolitan centres.

There are currently 19 participants working on the two-year programme which blends academic modules, personal development through residential experiences, workplace learning in host organisations and mentoring opportunities.

On completing the course, participants will achieve a DipHE in Social Enterprise Leadership.

The participants embarked on the programme in January 2020. Despite the challenges created by the current pandemic, the course is still on track, and they continue to study for their academic modules remotely, supported by Brathay and university staff, using the resources available through University of Cumbrias library.

They are conversing regularly with the mentors matched with them by Theatre by the Lake and are continuing to engage with each other collaboratively.

The participants recruited to the course were identified as individuals already engaged in the arts who had a potential for leadership, but faced barriers to developing their leadership skills. Their backgrounds include the theatre, music production, event management and historic costuming, and the group come from all over Cumbria and North Lancashire, from Workington to Blackpool, Carlisle to Barrow.

One student recruited to the course is Greg Webzell, a local entrepreneur who runs an ice cream business, and who has thrown mini festivals in the area for the last two years, providing a platform for emerging performers of live music, comedy and also screening films and digital work.

He originally applied to the course because it sounded interesting and I hoped it would give me some relevant training to deliver events, which is something I've done a bit of myself but not ever read into much theory around. Also the networking opportunity of meeting fellow peers in the Cumbria and north Lancashire area was appealing and has proven really useful for contacts that can help me deliver and collaborate with to produce events.

He went on to say: Through the course I've met a whole new community of people and I think everyone you meet changes your life a bit; engaging with this community has given me a new perspective to look at life more broadly, and it's been a welcome relief in these uncertain times to see how people are adapting to continue. There are really great examples of creative problem solving to overcome the awful position many people and organisations in the arts have been hit with.

Richard Elder from Rosehill Theatre has been mentoring me and has been a huge help in making me think about what I can do and how to reach aspirations and make them a reality I can deliver. Hes also made me aware of support that's out there and available that I can make use of. I think a major unexpected benefit is the lights turning on to see the network that already exists; a lot of people are very generous with their time and happy to help.

Theatre by the Lakes Executive Director James Cobbold said: We are delighted to be working with the Brathay Trust and University of Cumbria on the Changing Culture Programme, and are incredibly proud of the participants who have already achieved so much, despite the circumstances. The current pandemic has shown us even more how valuable and vital the arts are to peoples lives, and to their health, wellbeing and happiness. Through CCP we aim to equip the leaders of tomorrow with the skills, knowledge and experience needed to develop the local arts provision and offer for our community into the future.

To find out more about the course visit: https://bit.ly/2Yjyjar

Read more:
Theatre by the Lake, Brathay Trust & University of Cumbria collaborate on 'inspiring and transformative' Changing Culture programme for future...

September 29, 2020

As part of an initiative aimed at recruiting teachers who represent the students they serve, Dallas ISD has hired 13 Black male professionals and put them on the path toward becoming licensed teachers who will lead classrooms next semester.

The Adjunct Teacher Dallas Residency Program is designed to recruit Black male teachers to serve in high-priority campuses.

"Evidence shows that Black students who have at least one Black educator in elementary school are more likely to graduate from high school, college and be career-ready," said John Vega, deputy chief of Dallas ISD's Human Capital Management (HCM). "Having someone who looks like you to teach you has a great impact on a student's future success. We believe that the more teachers that we can get in front of our students that look like them, the more successful the students will be."

The teacher residency program is in response to the resolution on the Commitment of Dallas ISD to Black Students and Black Lives. In a special called board meeting in June, the Dallas ISD Board of Trustees unanimously agreed to identify high-need issues and reconvene with Superintendent Michael Hinojosa within 30 days to begin to take actions to achieve measurable improvements for Black students in Dallas ISD over the next year.

Jairus McClinton is one of the inductees of the first cohort who works as an adjunct teacher in Lincoln High School and Humanities/Communications Magnet. He graduated with a degree in Music Performance and a minor in Literature from Auburn University and is currently teaching Pre-AP English at the early college high school.

McClinton was already working as a teacher assistant for a special education program in Memphis, Tennessee. His love for teaching inspired him to move to Dallas and apply for the adjunct teacher residency. He aims to be a relatable role model and wants his students to understand that they too can build a career and work as professionals in any field.

As a first-year teacher, he hopes that his affinity for music, his knowledge of literature and his cultural background will inspire his students to see a sea of possibilities ahead.

Jairus McClinton, an adjunct teacher in Lincoln High School and Humanities/Communications Magnet, is one of the first candidates to participate in the Dallas ISD Adjunct Teacher Dallas Residency Program.

"My goal is for my students to understand that I am a genuine individual who actually cares about their success and about the decisions that they make," McClinton said. "I want them to come to me, whether they are Black, White, or Hispanic; whoever you are. I want to be that teacher that they point to and say 'that is my favorite teacher, right there, because I can talk to him and be real with him about my situation."

The 13 members of this initial cohort have been assigned a campus this semestermost of them are serving in elementary schoolswhere they are receiving pedagogy instruction and practical classroom experience. The Racial Equity Office is training the adjunct teachers on understanding and addressing equity issues and empathizing and supporting their students' cultural and social and emotional needs.

Dallas ISD is compensating the future educators as full-time employees and adjunct teachers throughout their residency until the spring, when they will return to their campus as certified teachers.

"This is an aggressive approach to putting Black male teachers in front of our black students, particularly our African American young boys, who we have learned (through data) are prone to higher rates of out-of-school suspensions, and lower levels of academic achievement. In many instances we've missed opportunities to differentiate instruction by teaching our students the way they learn rather than using a one size fits all instructional approach," said Sharon Quinn, deputy chief of the Racial Equity Office (REO). "Not only will this first cohort begin to fill the void of male teachers in our elementary schools, it will also place positive, Black male role models in front of our students. When they see a well-spoken, well dressed, successful African American male teacher who is with them every day, demonstrating care for the academic, social, and emotional needs, the impact will be great and far reaching. They will see someone who is not only interested in their mind, but also in their future wellbeing."

HCM is working closely with REO to provide Cultural Intelligence training to the adjunct teachers. The 13 members of the first cohort will receive monthly professional development on topics such as dismantling racism, talking to students about not being silent and helping kids to express what they feel if they have encountered any types of inequities in their life.

"We're wanting the teachers to be aware that many students may not have gotten off to a great start and may not have the best academic or financial background. However, their commitment to be a classroom teacher can play a significant role in changing their lives' trajectory," Quinn said. "Being aware of the cultural background and challenges faced by your students fosters a sense of empathy and pride. Instead of feeling sorry for them, you put yourself in their place and teach them as though they are your very own. You teach with their future in mind. The pride that you feel when you see them responding to your presence and pedagogy are irreplaceable. When our students see that you care for them and are willing to teach them with tough love and a tender heart, they can and will thrive and live up to their potential.

REO plans to implement Cultural Intelligence training to all educators and central staff.

Career transitioners who want to become teachers

While the Adjunct Teacher Dallas Residency Program is a new initiative, HCM has been recruiting professionals to lead district classrooms for years.

The district's Alternative Certification Program is a highly successful program that trains college graduates who studied a career outside of teaching to follow their passion and lead a classroom.

Director of Alternative Certification Program Torey Willis leads this effort and is also overseeing the new residence program. Her main goal is to ensure that every individual who wants to transition into education is prepared for their first year as a Dallas ISD teacher. She was surprised when in less than five months, more than 500 applicants showed interest in the residency program.

"We wanted to ensure that our initial induction is protected. We want to make sure that all of our systems are structured, and we want to look at their transition to full-time teacher," Willis said. "We were looking for applicants who could show perseverance. We were looking for someone who could transition into the profession being an adjunct teacher, and paralleling with the Alternative Certification Program, and being able to balance the job requirements and also the day-to-day functionality that they're responsible for. We were also looking for candidates who could understand the concept of applying theory into practice."

HCM male of color

This press release was produced by the Dallas Independent School District. The views expressed here are the author's own.

Go here to read the rest:
New Hiring Initiative Aims To Increase Presence Of Black Male Educators In Dallas ISD - Patch.com

Aubrey Daniel as JAG prosecutor.

Aubrey M. Daniel III, an alumnus of the University of Virginia and the University of Richmond law school, made his name as a young Judge Advocate General captain who successfully prosecuted the court-martial of Lt. William L. Calley Jr. for his role in the infamous My Lai Massacre. Daniel went on, after his military career, to become a top litigator with the Williams & Connolly LLP law firm. If you Google his name, youll find that he won widespread recognition (or notoriety) for a 1970 letter he penned to Richard M. Nixon, taking the president to task for comments he made about My Lai. Now Daniel, retired and living in Italy, has authored another letter, this one addressed to James E. Ryan, president of UVa, on the topic of profane political statements appended to room doors on the Lawn.

It is a lengthy missive, so, for the convenience of readers, I will summarize the key points. But I would urge you to read the full letter.

Ryan has stated that he is powerless to act because removing the infamous Fuck UVa sign would violate of freedom of speech protected by the First Amendment of the Constitution. Daniel outlines three distinct grounds for doing what Ryan seems to reluctant to do.

2. Ryans duty is to enforce the Universitys standards for discourse found in The University of Virginia Student Rights and Responsibilities, which obligate students to conduct themselves in a manner that is civil and compatible with the Universitys function as a educational institution. The use of profanity violates the principle of civil discourse.

3. Underneath the Fuck You headliner, the student author wrote a series of descriptors under the sub-head of UVA Operating Cost. One was KKKops. This is the quintessential illustration of a defamatory statement, and defamation is not protected by the First Amendment.

Whether you agree with Daniels logic or not, this is an important letter, and it is being distributed widely among UVa alumni. Given Daniels stature, Ryan and the Board of Visitors have no choice but to respond.

Here follows the letter:

Dear President Ryan,

Where would you be without Thomas Jefferson? You wouldnt be the President of The University of Virginia because it would not exist. The Presidency of The University is a great honor and carries with it great responsibilities including protecting a very important piece of public property.

My name is Aubrey M Daniel III.

This is not the first time I have written a letter to a President. Almost fifty years ago, I wrote a letter to then President of the United States, Richard M. Nixon. Like today, it was a turbulent time in our country. The country was divided over the War in Vietnam. At that time, I was 29 years old, a graduate of The University and T. C. Williams School of Law, and a JAGC Captain. I was the chief prosecutor in the court-martial of Lt. William L. Calley, Jr. for his role in the My Lai Massacre, the slaughter of old men, women, children, and babies. Those victims were the enemy in the eyes of some and inhuman gooks in the eyes of others. Though they were not white, the color of their skin made no difference to me under the law. I strongly believe ALL lives matter. The verdict caused the greatest national reaction of any case ever tried. It had been an enormous responsibility for me to reveal to the world the truth about what happened in My Lai. It was a painful experience both for me and for the country.

My letter to President Nixon dealt with issues that were important to our republic: respect for the laws; the enforcement of those laws to see that justice was done; the protection of the constitutional rights of individuals; and the responsibility of the chief executive to support the rule of law without political bias.

I never expected the letter to be published and praised by the New York Times and by almost every other major newspaper in the country. The countrys verdict on the verdict was one that I had not anticipated. It was difficult for me to have written that letter then, as it is difficult for me to write this letter today.

I wrote it because I was shocked and dismayed by what I was seeing and hearing in the country. Fifty years later, I am equally shocked and appalled at what I observe happening at The University, namely, the doors on The Lawn being defaced with profanity and defamatory language.

I live in Italy, far away from the cauldron of the public debate and chaos that is occurring in the United States. This distance has afforded me the time for reflection and analysis without the added pressure of being there. In writing this, I am proud to be an advocate for those who have been affected and offended by what has occurred. Why should I do this? Why should I say anything? Im compelled by my conscience, my sense of right and wrong, my love for the Constitution, and my love for The University. My love for The University began when I was a young boy growing up in Orange. It has always been a great honor to say that I graduated from President Jeffersons University.

I found your statement Addressing Free Speech in The University totally inadequate to justify the decision you have made to do nothing about the defacement of the door on The Lawn. I wish I could have been there when you met with the student who defaced the door by writing Fuck UVA. We agree that profanity on the sign is offensive, but I wonder if when you met her she showed any remorse for having written it? Did you tell her, at a minimum, she used very poor judgement? I hope you told her that the language she used was entirely inappropriate and violated the code of conduct set forth in the Students Rights and Responsibilities.

I am not sure you fully appreciate the intensity of the feelings that many of us alumni share. The Lawn is a place of honor to which she brought dishonor. The University historically has been a place of honor which she has dishonored.

You seem to take comfort from the fact your legal counsel stated there is no doubt that the speech on the sign is protected by the First Amendment. You likely were relieved to have this advice so that you could avoid having to take any action. It is rare to see any legal opinion that asserts no doubt. Predicting legal outcomes with such certainty can be risky and they often prove to be wrong.

I wonder whether your counsel and you, as a distinguished lawyer, fully analyzed the content of the sign. Freedom of speech is not without limitations. Freedom of speech is not a defense for the commission of a crime, i.e. Va Code section 18.2-138 damaging or defacing public buildings or property, nor is it a defense for defamation by associating certain individuals with the KKK.

It seems you overlooked one of your fundamental duties to protect the public image of The University and the architectural genius of Thomas Jeffersons creation. After all, The University of Virginia is a recognized UNESCO Heritage Site. This high honor of international recognition gives it the same status that has been accorded to the Pyramids of Egypt, the Taj Mahal in India, the Acropolis in Greece and the Colosseum in Italy. There are only 1007 such sites in the entire world and only 21 in the United States. The University of Virginia is the only university in the entire country to receive such an honor.

UNESCO has written that Jeffersons Monticello and Academical Village precinct are notable for the originality of their plans and designs and for the refinement of their proportions and dcor. Jeffersons attention to detail and symmetry is evident. The doors are an important architectural element of the total design. They were not designed to be ugly billboards. It is a ridiculous proposition to suggest that the First Amendment of the United States Constitution prohibits The University from maintaining and protecting the architectural beauty and harmony of the buildings on the Lawn. Wholly apart from the words that are ugly and offensive, the entire appearance of these doors has been defaced. Would The University allow students to change the color of the doors to fit their taste?

According to The Universitys regulations, Lawn residents should respect their living space as a place of historic value and as the public face of The University. It is a privilege to live in a room on The Lawn, and that privilege is conditioned on the students agreement to comply with the rules governing its use. That agreement has been breached by their conduct.

The University is so unique and famous that people pay for a tour. You should be embarrassed that a recent review was posted on a public forum stating, The famous lawn lined with student housing, is a pretty walk (though UVA mistakenly allows students living there to plaster their doors with unsightly junk). How could that be permitted to happen?

In addition to the fundamental duty to protect the aesthetics of The Lawn, it is also the fundamental duty to enforce The Universitys standard for discourse. I have read and studied The University of Virginia Student Rights and Responsibilities. These have been translated into Chinese, Spanish and Korean reflecting the diversity of the student body. These standards state:

Students can freely examine and exchange diverse ideas in an orderly manner inside and outside the classroom.

When students have grievances, they have access to established procedures for respectfully presenting and addressing their concerns / complaints to The University.

Students have the right to expect prompt and courteous responses from The University.

As for Student responsibilities, The exercise and preservation of these freedoms and rights require a respect for the rights of all in the community.

Students enrolling in the University assume an obligation to conduct themselves in a manner that is civil and compatible with the Universitys function as an educational institution.

These standards make it clear that the free exchange of ideas must be civil, respectful, courteous, and orderly. These are not high ideals too difficult to achieve. They merely reflect common courtesy without profane name calling, obscenities, and defamatory accusations. Were not the messages posted on the Students doors in violation of these fundamental requirements?

What is the response to Fuck UVA? Is it Dont Fuck UVA.? This is hardly the type of debate for intellectual discourse at a major university whose role is to educate and foster personal development and character. Isnt the imperfect pursuit of high ideals made more difficult if the standards of conduct used to get there are not enforced?

Now I want to turn to the two legal limitations on free speech, defamation and the commission of a crime. Below the FUCK UVA headline, in bold letters, is written:

UVA OPERATING COST KKKOPs GENOCIDE -SLAVERY -DISABILITY -BLACK-BROWN LIFE

The Restatement (Second) torts sec. 559 lists membership in the Ku Klux Klan as the quintessential illustration of a defamatory statement. When you met with the student, did you confront her with the fact that her statement was defamatory? What proof did she give you to support her claim that the police are members of the Ku Klux Klan? If she presented you with none, both hers and your decision not to have taken immediate action were reckless. The UVA Police and local police are entitled to protection against defamation. At a minimum, the sign should have been taken down immediately since defamation is not protected by the First Amendment.

I was provided with an account of an incident by Alumnus Bert Ellis who observed the sign then talked to the student and you. He reports that you said, You were working on it. He returned to find the sign still up and being protected by two University Ambassadors. Did you not consider this to be an insult to the feelings of the alumni and to the police by choosing to protect the sign over those who have been loyal to and protect The University?

And then, there was the television interview. Was this before or after you met with her? She explained that one of her motivations was to encourage the community to defund the police. Does the University support defunding the police? Is not that, a radical concept?

The First Amendment is not a defense to committing the crime of VA Code section 18.2-138 damaging or (emphasis added) defacing public buildings or property. Defacing the doors on the Lawn violates this criminal statue. Would not enforcing that law deter further violations? With every new sign there is a new criminal violation. Have you forgotten that UVA property is the property of the people of the Commonwealth of Virginia? Is it permissible to have the publics property defaced in this manner?

Many believe as I do that any student who has that level of disrespect for The University is not worthy of its degree. Should any university that wants to be great and good tolerate this kind of behavior from its students? The University, is indeed, remarkable. That is because Thomas Jefferson created a world renowned architectural environment for the education of its students. You said that we should acknowledge with humility and gratitude the efforts of past administrations, faculty, students and devoted alumni.

You should have included Thomas Jefferson in that list. What has happened here is more than a slight stumble along the way. It has made the journey much, much, more difficult by allowing students to drive us further apart with profane, abusive, disrespectful, and defamatory public statements.

How can any leader of an institution who has any self-respect and respect for the institution he leads tolerate this type of conduct? You should be embarrassed and ashamed by your lack of action and question whether you deserve the position of President. If you stand on the legal advice you were given, that advice failed to account for both the facts and the law. It certainly does not appear to be free from political influence. The public has a right to know whether or not there has been political pressure from any source to take no action. All documents, communications of any nature should be preserved so that they may be obtained under the Virginia Freedom of Information Act. Public hearings should be held on this issue to determine whether legislation is required. They should be held on both state and federal level. It is clear that The University and Monticello need more protection as a UNESCO Heritage Site than they have received. Therefore, I will be asking for federal legislation to protect this site, making defacing or damaging it a federal felony punishable by a minimum of one year in prison to a maximum of five years.

Your tenure as President of The University is finite, but Thomas Jeffersons legacy is lasting.

I am thankful his legacy has enriched my life.

God Bless America, The Land I love.

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Three Reasons to Take Down the F UVa Sign - Bacon's Rebellion

FORT LAUDERDALE, Fla.--(BUSINESS WIRE)--What does the future of work hold? In a world where its impossible to predict what will happen tomorrow, its a tough question to answer. But businesses that hope to emerge from the global pandemic in a stronger, better position need to be thinking about - and planning for future models - today. To help, Citrix Systems, Inc. (NASDAQ:CTXS) undertook Work 2035, a year-long examination of global work patterns and plans, to understand how work will change and the role that technology will play in enabling people to perform at their best. And the results are in: driven by flexible models and intelligent solutions that remove the complexity and noise from work, employees will be more engaged and productive and fuel innovation and growth like never before.

What will the workforce, work models and the work environment look like in 2035? And how will technology shape them? To find out, Citrix teamed up with futurist consultancy Oxford Analytica and business research specialist Coleman Parkes to survey over 500 C-Suite leaders and 1,000 employees within large corporations and mid-market businesses across the United States, United Kingdom, Germany, France and the Netherlands on current and future workforce strategies and work models. And heres what was learned:

Robots will not replace humans But they will make us smarter and more efficient. More than three-quarters of those polled (77 percent) believe that in fifteen years, artificial intelligence (AI) will significantly speed up the decision-making process and make workers more productive.

New Jobs will be created New roles will emerge to support a technology-driven workplace and the changing relationship between humans and machines. Here are the positions respondents believe will be created:

Work will be more flexible - Technology that allows for seamless access to the tools and information people need to collaborate and get work done wherever they happen to be will fuel flexible models that the future of work will demand.

Leadership will have a new look More than half of those surveyed (57 percent) believe AI will make most business decisions and potentially eliminate the need for senior management teams.

Productivity will get a major boost Technology, closely integrated with humans, will drive step changes in productivity as workers are supported by solutions that enable them to perform at their best. AI-ngels - digital assistants driven by AI - will draw on personal and workplace data to help employees prioritize their tasks and time and ensure mental and physical wellness. These worker augmented assistants will, for example, schedule meetings to take place at the most effective time based on factors ranging from the blood sugar levels of participants to their sentiments at different times of day. And while the meetings are taking place, they will monitor concentration levels and attitudes and adjust as necessary to drive optimal outcomes.

More than half of professionals surveyed (51 percent) believe technology will make workers at least twice as productive by 2035. Among the solutions they believe will be commonplace:

Employee engagement will improve As technology and AI takes over time-consuming, mundane tasks, work will become more strategic and employees more engaged.

Innovation and growth will soar Organizations will invest more in technology and AI than human capital. This will open the door to unprecedented levels of innovation and new revenue streams and fuel sustainable growth particularly among small businesses.

The COVID-19 pandemic has forced companies to reimagine the way things get done, and over the next 15 years, they will face more challenges and disruptions than ever, said Tim Minahan, Executive Vice President of Business Strategy, Citrix. But as Work 2035 makes clear, within this chaos lies opportunity. Savvy companies are using this crisis to begin planning for the next normal. Not just return to where they were, but to embrace new workforce and work models to power their business forward.

To gain additional insights into the future of work and creating an environment in which your employees and business can thrive, click here and download a complimentary copy of Work 2035.

About the Study

Conducted with support from Citrix by consulting firm Oxford Analytica and Man Bites Dog in consultation with an advisory board of thought leaders from academia, think tanks, multinational boards, and leading authorities on the future of work, the initial study examined alternative visions of the future of work in 2035 and the changing relationship between people and technology.

During a second phase, independent opinion research was conducted among business leaders and employees to uncover their vision. In 2019 and 2020, research company Coleman Parkes interviewed over 1,500 business leaders and employees working in both large, established corporations and mid-market businesses across the US and Europe (UK, Germany, France and the Netherlands). In the following sectors: financial services; healthcare and life sciences; telecommunications, media and technology; professional services; manufacturing and retail.

An additional wave of opinion research, surveying 300 business leaders, was conducted in May 2020, to find out how they were navigating the global pandemic and how it had impacted their views on the future of work.

About Citrix

Citrix helps organizations deliver a consistent experience no matter where work needs to get donein the office, at home or in the field. Our digital workspaces give each employee what they need to do their very best work. And our platform brings user experience, IT flexibility and security together to foster innovation, resilience and business continuity all while removing the limits of geography, devices, networks and even clouds to deliver a better employee experience.

For Citrix Investors:

This release contains forward-looking statements which are made pursuant to the safe harbor provisions of Section 27A of the Securities Act of 1933 and of Section 21E of the Securities Exchange Act of 1934. The forward-looking statements in this release do not constitute guarantees of future performance. Those statements involve a number of factors that could cause actual results to differ materially, including risks associated with the impact of the global economy and uncertainty in the IT spending environment, revenue growth and recognition of revenue, products and services, their development and distribution, product demand and pipeline, economic and competitive factors, the Company's key strategic relationships, acquisition and related integration risks as well as other risks detailed in the Company's filings with the Securities and Exchange Commission. Citrix assumes no obligation to update any forward-looking information contained in this press release or with respect to the announcements described herein. The development, release and timing of any features or functionality described for our products remains at our sole discretion and is subject to change without notice or consultation. The information provided is for informational purposes only and is not a commitment, promise or legal obligation to deliver any material, code or functionality and should not be relied upon in making purchasing decisions or incorporated into any contract.

2020 Citrix Systems, Inc. Citrix, the Citrix logo, and other marks appearing herein are the property of Citrix Systems, Inc. and may be registered with the U.S. Patent and Trademark Office and in other countries. All other marks are the property of their respective owners.

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Work 2035: Citrix Research Reveals a More Intelligent Future - Business Wire

Jobseekers of today are looking for opportunities in lifelong learning and development. How can you meet their needs? Here are some tips to help you get started.

At the heart of any successful business is its people, so investing in them is key. One of the best ways to do this is by supporting their lifelong learning and development. Helping your people along their chosen paths will show them how much you value their contributions and potential and, ultimately, add to the companys overall knowledge base. Win-win situation, right? Here are some ways you can get started.

A simple step in bringing more learning opportunities to your workforce is investing in licences for tools and platforms. Eoin Molloy, an associate software engineer at Fidelity Investments, has benefitted from these since joining the company through its technology graduate programme. We were provided with multiple learning resources, including tutors, to get us up to speed as software developers, he says.

These included licences to online learning platforms such as Pluralsight, Udemy and Safari Books. Through various courses, Molloy says, employees could learn about almost any topic, from management skills to learning a new programming language.

Third-party resources are also made available for both graduates and senior staff at Dun & Bradstreet. Dave Hill, a senior engineer at the company, explains that resources span video tutorials and dedicated platforms, ranging from teaching soft skills to providing access to technical education materials.

Access is provided via licences that are allocated based on specific personal development plans, Hill says. Through these resources, I have been able to work on cutting edge technologies, take advantage of a cloud-training platform, review foundational concepts as well as direct those who have reported to me towards resources to support required learning topics.

Giving your staff the time to properly engage with their resources is essential. Some companies provide learning sabbaticals, for example. But even just allocating a few days can be a big help.

Alongside access to platforms, Fidelity also gives its staff members learning days, where they are encouraged to spend time using the resources provided. For example, I am currently using learning days to study for the AWS Cloud Practitioner certificate, which I hope to achieve in the coming months, Molloy says. Learning days occur cyclically, and I find them to be extremely beneficial in continuously trying to improve my own skills.

As well as the time and resources, a support network and opportunities to share what they have learned is another key step in empowering employees to keep learning.

Fidelity has cultivated internal groups called communities of practice (COPs) for people that share common interests, such as data. COPs often organise events and invite guest speakers to come and talk about a specific topic, Molloy explains. They offer an amazing opportunity to network with other employees and create connections with field experts, which can aid in your learning in the future.

Many graduates are going to be on a steep learning curve when they join a company. According to Hill, learning and development should be instilled in graduate programmes from day one. Dun & Bradstreets engineering graduate programme, for example, has seen Hill become heavily involved in sponsoring and training a number of graduate engineers to develop new talent in specific areas where additional resources were required.

This has been an opportunity to pass it forward in terms of the investment the company has made in my own development during my time at Dun & Bradstreet, he says. Learning opportunities should extend to the mentors on programmes too, he explains, as they need the support and resources to build a bespoke approach.

One of the great things about todays working world is the opportunities we are given to find something new. Offering internal options for change is a dynamic way of retaining staff and enriching their career journeys. Hill is grateful for the opportunity he was given to change disciplines, he says. After developing an interest in DevOps, his employer gave him the financial and logistical assistance to support his ambition and get the necessary certifications.

I was also given the opportunity to transition into a role more focused on DevOps concepts and methodology and, having been in this role for over a year now, Im still able to pursue additional academic studies to enhance my skillset and further my career, he says, adding that this benefits not just his own trajectory, but that of the entire company.

The goal of any company hoping to invest in staff in the long term should be to cultivate a learning culture. Mastercard Irelands head of HR, Ann-Marie Clyne, says this should be based on asking employees to unlock their potential by staying curious and celebrating the achievements of others.

Her team encourages thoughtful risk-taking by supporting debate among staff, enabling them to take initiatives and teach them to welcome challenges as opportunities for learning.

We support them through many initiatives, such as traditional classroom (now virtual) learning events, development conversations, learning lounge [and] access to learning platforms, tools and resources, Clyne says. Like many companies, we offer tuition reimbursement for employees who want to embark on external programmes at all levels, from certification, degree and MBA right up to PhD level.

More importantly, though, we encourage continuous learning by the experiences in which our employees embrace in their everyday work life. We ask employees to be collaborative and inclusive when it comes to innovation and to invite diversity to the table when it comes to our projects.

Lifelong learning cannot take a one-size-fits-all approach, says Sheila Curtin, head of the centre for learning and development at PwC. In addition to investing in formal learning for staff, she says, personalising employee experiences is crucial.

One of the key changes weve seen in recent years in learning and development is the need for more personalised learning paths, Curtin explains. At PwC, in addition to the coaching they receive, we enable our people to take control of their development and personalise their learning through the extensive programmes and self-learning resources available through Vantage, our in-house learning platform.

Through Vantage, PwC employees can engage with podcasts, videos, short articles and courses. Our people can access this any time as it has been made available to them on their mobile devices, Curtin adds. Above and beyond the suite of tools, the coaching support and all the systems that we have here to support lifelong learning, at the end of the day I believe it comes down to each of us taking ownership for our learning, developing a growth mindset and being curious to learn. We have to want to learn.

An important part of supporting your staff in their progress is recognising their achievements, according to Workhumans global director of learning and development, Stuart Curtis. The company gives all of its employees at every level access to almost 16,000 courses. Its learning partners work with different departments to ensure multiple development opportunities through financial and organisational assistance and support internal career moves, too.

We celebrate and share these awards on our Gratitudes platform when anyone achieves a growth milestone, Stuart says. It is part of our very culture to encourage lifelong development and learning.

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Lifelong learning: 8 ways to show your staff you're in it for the long run - Siliconrepublic.com

I realised the market was missing a social media book that helped those that lack in business experience or who feel lost with all the technical jargon.

IPSWICH, England (PRWEB) September 21, 2020

With strategies tried and tested for almost a decade, Seb Brantigan - the Britpreneur - is delighted to announce the launch of his new book Social Marketing Success. Available to purchase online at Amazon: https://sebbrantigan.net/book

Learn how with just 4 simple steps anyone can gain more leads, clients and sales from their social media efforts - removing the need for expensive advertising or creative agencies.

Ideal for anyone new to Social Media, looking to change tactics in the new normal or bringing marketing in-house, the book outlines in simple terms howto gain more exposure for a business, brand or idea.

Highlighting both the positives and pitfalls of Social Media, learn the secrets of implementing marketing strategies that result in rapid business growth.

Seb Brantigan said "I feel blessed to have this opportunity to explain in clear and uncomplicated terms the fundamentals of social marketing, thus helping others to achieve their business goals by growing their social media presence."

Known as the "Britpreneur", Seb Brantigan is considered by many an expert in Social Media and Digital Marketing, and is the author of Video Marketing Domination. He has worked with TV celebrities, personal development authorities and supported seven-figure businesses from the ground up with their digital marketing. Seb knows what it takes to go from zero to hero with social media and marketing your business online.

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Bringing It Home - Marketing In The New Normal - PR Web

New Product Development Manager

Fixed-term 4-month contract with potential for a permanent role in future

The role

Josh Wood Colour is looking for a New Product Development Manager (Services) to help our online clients choose suitable products to buy from our website and achieve amazing outcomes when using them. We have a variety of ways to help with consultations and recommendations. Your role will be to identify and deliver a winning strategy and service to delight clients and increase sales and loyalty across these methods (or others that you propose and develop to be better still). You will lead on operational delivery as well as service design and product management.

Reporting directly to the Head of Client Delight, this role could be described as a player-manager as it involves being very hands-on to support the operational delivery whilst also driving the business forward through innovation, analysis and commercial acumen.

About

Josh Wood is a world-leading colourist, an Executive Board Member of the British Beauty Council and a regular host on ITVs This Morning. He founded the Atelier in 2011 as the home of our handpicked dream team of colourists and stylists.

From Fashion Week to the red carpet, if youve spotted a shade you absolutely love, its more than likely expert colourist Josh Wood or his team were behind it - Refinery29

We are on a mission to offer a better solution for clients to have fantastic personalised hair colour that is tailored to each individual. Our London Atelier is also the home to Josh Wood Colour Digital, working alongside Josh and the Atelier team to bring expert product innovation to our at-home community.

Key Responsibilities

Ideal Candidate

Working environment

Location

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New Product Development Manager job with Josh Wood Colour | 146779 - The Business of Fashion

Personal Care Ingredients Market 2020: Latest Analysis

Chicago, United States:- Global Personal Care Ingredients Market reports offers important insights which help the industry experts, product managers, CEOs, and business executives to draft their policies on various parameters including expansion, acquisition, and new product launch as well as analyzing and understanding the market trends.

Each segment of the global Personal Care Ingredients market is extensively evaluated in the research study. The segmental analysis offered in the report pinpoints key opportunities available in the global Personal Care Ingredients market through leading segments. The regional study of the global Personal Care Ingredients market included in the report helps readers to gain a sound understanding of the development of different geographical markets in recent years and also going forth. We have provided a detailed study on the critical dynamics of the global Personal Care Ingredients market, which include the market influence and market effect factors, drivers, challenges, restraints, trends, and prospects. The research study also includes other types of analysis such as qualitative and quantitative.

Global Personal Care Ingredients Market report offers a detailed Outlook and future prospects of the Industry. The Personal Care Ingredients Market report includes various topics like market size & share, Product types, applications, key market drivers & restraints, challenges, growth opportunities, key players, competitive landscape.

Top Players of Personal Care Ingredients Market are Studied: Ashland, BASF, Croda, Evonik, Lonza Group, Solvay, Akzo Nobel, Clariant, DOW Chemical Company, Wacker Chemie AG, Aston Chemicals, Huntsman, Eastman Chemical, DSM, Merck KGaA, Dupont, Symrise Ag

Get a Sample PDF Report: https://www.reporthive.com/request_sample/2332212

Competitive landscape is a critical aspect every key player needs to be familiar with. The report throws light on the competitive scenario of the global Personal Care Ingredients market to know the competition at both the domestic and global levels. Market experts have also offered the outline of every leading player of the global Personal Care Ingredients market, considering the key aspects such as areas of operation, production, and product portfolio. Additionally, companies in the report are studied based on the key factors such as company size, market share, market growth, revenue, production volume, and profits.

NOTE:Due to the pandemic, we have included a special section on the Impact of COVID 19 on the Personal Care Ingredients Market which would mention How the Covid-19 is Affecting the Personal Care Ingredients Industry, Market Trends and Potential Opportunities in the COVID-19 Landscape, Covid-19 Impact on Key Regions and Proposal for Personal Care Ingredients Players to Combat Covid-19 Impact.

The analysis includes market size, upstream situation, market segmentation, market segmentation, price & cost and industry environment. In addition, the report outlines the factors driving industry growth and the description of market channels.The report begins from overview of industrial chain structure, and describes the upstream. Besides, the report analyses market size and forecast in different geographies, type and end-use segment, in addition, the report introduces market competition overview among the major companies and companies profiles, besides, market price and channel features are covered in the report.

Our exploration specialists acutely ascertain the significant aspects of the global Personal Care Ingredients market report. It also provides an in-depth valuation in regards to the future advancements relying on the past data and present circumstance of Personal Care Ingredients market situation. In this Personal Care Ingredients report, we have investigated the principals, players in the market, geological regions, product type, and market end-client applications. The global Personal Care Ingredients report comprises of primary and secondary data which is exemplified in the form of pie outlines, Personal Care Ingredients tables, analytical figures, and reference diagrams. The Personal Care Ingredients report is presented in an efficient way that involves basic dialect, basic Personal Care Ingredients outline, agreements, and certain facts as per solace and comprehension.

Segmentation by Application: Skin Care Hair Care Oral Care Make-up Others

Segmentation by Type: Emollients Surfactants Emulsifiers Rheology Modifiers Active Ingredients Others

The Essential Content Covered in the GlobalPersonal Care Ingredients Market Report:

* Top Key Company Profiles. * Main Business and Rival Information * SWOT Analysis and PESTEL Analysis * Production, Sales, Revenue, Price and Gross Margin * Market Share and Size

Regional Coverage: North America (United States, Canada and Mexico), Europe (Germany, France, UK, Russia and Italy), Asia-Pacific (China, Japan, Korea, India and Southeast Asia), South America (Brazil, Argentina, Colombia etc.), Middle East and Africa (Saudi Arabia, UAE, Egypt, Nigeria and South Africa)

Some Main Reasons For Purchasing This Report:

Readers of this report will receive in-depth knowledge about the market.

Updated statistics offered on the global Personal Care Ingredients market report.

This report provides an insight into the market that will help you boost your companys business and sales activities.

It will help you to find prospective partners and suppliers.

It will assist and strengthen your companys decision-making processes.

Get Full Customize report or for any Special Discount [emailprotected] @ https://www.reporthive.com/request_customization/2332212

Table of Contents

Market Overview: This is the first section of the report that includes an overview of the scope of products offered in the global Personal Care Ingredients market, segments by product and application, and market size.

Market Competition by Player: Here, the report shows how the competition in the global Personal Care Ingredients market is growing or decreasing based on deep analysis of market concentrate rate, competitive situations and trends, expansions, merger and acquisition deals, and other subjects. It also shows how different companies are progressing in the global Personal Care Ingredients market in terms of revenue, production, sales, and market share.

Company Profiles and Sales Data: This part of the report is very important as it gives statistical as well as other types of analysis of leading manufacturers in the global Personal Care Ingredients market. It assesses each and every player studied in the report on the basis of main business, gross margin, revenue, sales, price, competitors, manufacturing base, product specification, product application, and product category.

Market Status and Outlook by Region: The report studies the status and outlook of different regional markets such as Europe, North America, the MEA, Asia Pacific, and South America. All of the regional markets researched about in the report are examined based on price, gross margin, revenue, production, and sales. Here, the size and CAGR of the regional markets are also provided.

Market by Product: This section carefully analyzes all product segments of the global Personal Care Ingredients market.

Market by Application: Here, various application segments of the global Personal Care Ingredients market are taken into account for research study.

Market Forecast: It starts with revenue forecast and then continues with sales, sales growth rate, and revenue growth rate forecasts of the global Personal Care Ingredients market. The forecasts are also provided taking into consideration product, application, and regional segments of the global Personal Care Ingredients market.

Upstream Raw Materials: This section includes industrial chain analysis, manufacturing cost structure analysis, and key raw materials analysis of the global Personal Care Ingredients market.

Marketing Strategy Analysis, Distributors: Here, the research study digs deep into behavior and other factors of downstream customers, distributors, development trends of marketing channels, and marketing channels such as indirect marketing and direct marketing.

Research Findings and Conclusion: This section is solely dedicated to the conclusion and findings of the research study on the global Personal Care Ingredients market.

Appendix: This is the last section of the report that focuses on data sources, viz. primary and secondary sources, market breakdown and data triangulation, market size estimation, research programs and design, research approach and methodology, and the publishers disclaimer.

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Trending now: Covid-19 impact on Personal Care Ingredients Market Segmentation, Analysis by Recent Trends, Development & Growth by Regions...