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[S2E7] My First Step

Dr. Cox: There is no one that I hate more than that Medusa. She is everything that's wrong with medicine and even knowing she's in the hospital makes me wanna tear someone's head off.Elliot: Doctor Cox! Is this a good time, cause I just have a teeny, teeny, weeny little question about Mrs. Com's necrotizing fasciitis.Dr. Cox: For you barbie, anything.Elliot: Super!Dr. Cox: But first an interesting sidenote. I actually had my physical last week and while my cholestorol was low, my blood pressure was through the roof. Needless to say, my physican was stumped, but now thank God, you helped to solve that riddle. You see because the very instant I heard your shrill voice whining about a teeny, weeny problem, aww it took every ounce of self-restraint I had to keep blood from shooting out my ears.Elliot: Doesn't it seem like in the time it took you to say all of that you coulda just helped me out instead?Dr. Cox: Well yes it does, but here that's what makes it delicious.

[S2E7] My First Step

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Brooke: [00:06:05] Something that crops up quite a lot when we're talking about diversity inclusion is unconscious bias. Because I've found when I had a little go at hiring my intern replacement, that it was so easy to hire someone really like-minded. How much of a challenge is it to identify unconscious bias in a business? And what steps can an organization take to eliminate this?

Supriya: [00:07:59] For instance, at SAP, our supervisory board has 50% women. Our senior-most executive ranks, our women in management, for instance, which I just mentioned, we've got a goal of hitting 30% by the end of this year. We need to keep an eye on those numbers to make sure that unconscious bias is not leading to those people decisions that stop people from going into those levels or ranks. Systems in general need to be assessed to identify where the challenge could be showing up. So, I'll give you an example of the hiring process, for instance. From this point of attraction of the candidate to the point of selection, if you are not keeping an eye on how broad is your talent pool that you're advertising a job to, or whether people who are underrepresented are able to cross the screening process, go into the interview process and so on, if you don't measure that, if you don't assess that, you will not be able to find the bias in the system. You can only assume and hypothesize that it exists, but measurement is key. Thereafter, intervention is the next step. You will put in place systems that will stop that bias and thereafter you build an action. The action will be that you will have a process, for instance, in the hiring setup where more inclusive interviews will be held, more inclusive job descriptions will be defined.

Supriya: [00:13:17] Thirdly, I think when it comes to assessment of candidates, it's very important to make sure all candidates are assessed with the same kind of ruler. The questions that they are asked, the kind of testing that they are subjected to, all of that should be the same for everyone. There shouldn't be any kind of discrepancy there. And ultimately, when it comes to the final step in the process and the decision-making, we need to make sure that we approach it with an unbiased point of view, while keeping in mind our culture and how individuals will add to our culture and not need to fit in. Every human being who is coming to our organization is adding value of some kind from the diversity of their perspectives, thoughts, identities and backgrounds. And we need to appreciate that to be able to give that inclusive environment to them. So sometimes if we feel biased in our minds because of all of our ideas, we need to interrupt it.

Supriya: [00:14:40] I think a lot of people, with the increase of our conversations around diversity and inclusion, have started getting the perception there are limited opportunities, that my job would be taken away if a woman candidate is applying or all of this talk of diversity and inclusion is leading to limited opportunities for the majority. I want to first correct that misperception. The objective of diversity and inclusion in general is to make sure that the pie increases, is to make sure that everyone is given a fair chance. The rules that people hold currently are not being threatened in any way. But what we're asking for is that people start thinking about their decisions in an unbiased fashion. So, when we think about fairness in terms of progression, we look at how we are, for instance, looking at promotions, looking at compensation, looking at career development opportunities, learning and training opportunities, access to senior leaders, visibility to a variety of projects in the organization and all of that with an unbiased lens. And every level of the organization needs to be assessed for that. So, the viewers have probably heard about pay equity analysis that is done for a variety of jobs in the organization. We also now, for instance, do a promotions analysis where we measure the rate of promotions between men and women. And if they are equitable, we consider it a go ahead. And if they're not equitable, we try and figure out what is the root cause of there being a discrepancy or an inequity in our process. And if, for instance, our underrepresented folks, women, people of colour, folks who have different abilities, if they are feeling limited in terms of their career development, learning opportunities, visibility, mentoring and sponsorship opportunities, we create equitable interventions so that they have a fair chance at progression as well. But measurement is the first step in all of this.

The below contains full spoilers for The Witcher Season 2, Episode 7. For a refresher, check out our review of the previous episode, or see our spoiler-free review of the first six episodes of Season 2.

The bad news, at least for Margaret, is that official protocol prevents the family from making any other announcements until after the birth of the child. The princess does not take this well, seeing it as further interference with her personal life. In an effort to reassure her sister that Tony will not go the way of Peter, Elizabeth offers to throw a party celebrating the engagement before making the official announcement. Annoyed, Margaret explains that her urgency is Elizabeth's own fault: "Peter wrote to me. He's getting married too. She's 19. So my announcement must come first." She's trying to make Elizabeth feel bad, but the queen rightly takes this as a great big sign that Margaret's rushing into marriage for the wrong reasons.

Up first is the Fox, who is excited to keep letting new sides of himself shine. In his clue package, he said that he had a 30-year career behind him, and mentioned that he was part of a pack of "talented pack" of gentlemen.

8:40 p.m.: "For the first time in history, a dog is about to pass judgement on a tree," said Cannon introducing the Tree, who called the experience gratifying so far in her clue package. There was a Strangers with Candy reference and a Broadway one, and the Tree said this was their first time stepping out solo.

What if we gave drug users a clean, safe place to use? out of the alleys and off the streets? Could that be the first rung on the ladder to recovery? Or would we be creating magnets for drug-related crime?

As for the prospect of Columbia, it would certainly be interesting to see Nancy head off to college. It seems like the natural next step for her, as she attempts to find her new normal and get her life back on track.

Riker says that Captain Telaka was his age. The Doctor's search of medical records indicate nothing happened, except that the first officer was treated for the Thelusian flu at Darwin Genetic Research Station on the planet Gagarin IV. She has the ship quarantined with quarantine transmitters activated and they head for Gagarin IV.

Chief Engineer Geordi La Forge sets up the force field, and the twelve-year-old child David is beamed aboard by Chief O'Brien. However, what materializes is a male whose apparent age is closer to twenty. Worf is about to call it a trick, but Picard stops him from doing anything rash. Since the styrolite is intact, he orders the force field down, and lets the doctor scan him. Counselor Troi immediately detects a strong presence, even in stasis. She believes he is telepathic, a surprise to everyone. Pulaski, looking over the boy, remarks with wonder that he may be the next step in Human evolution. "At least, Dr. Kingsley's vision of it," Picard replies.

When Pulaski talks to La Forge in engineering, he suggests the only independent environment is a shuttlecraft. When she takes La Forge's suggestion to Picard, he doesn't like it, since she would still be at risk. But as Pulaski is about to argue, he actually approves her request, much to her surprise. She takes Data to pilot the Sakharov, and has the boy beamed aboard. She removes the styrolite and immediately he comes to life. She is surprised when he suddenly reaches out to her telepathically. For eighteen minutes, she examines him, and when Data confirms that everything seems to be fine with her, she suddenly gets an arthritic cramp, the first stage of the disease.

Aboard the station, the puzzled Kingsley still cannot believe it is the children who transmit the disease. She shows Data and Pulaski several telekinetic children, their finest achievement. These children, she proudly argues, are perfect in every way. In fact, their immune system is aggressive, creating an antibody to destroy the virus in midair by altering its genetic code. It even works at a distance. That's when the light bulb goes on in Pulaski's mind; remembering that the Lantree's first officer was suffering from Thelusian flu when he visited the station, she tells Data to run a genetic analysis on the interaction between the flu virus and the antigen. Kingsley remarks that such an analysis could take months; Pulaski informs her that Data has a way with computers. 041b061a72


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