View allAll Photos Tagged diversification
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
Minister of Jobs, Economy and Innovation Doug Schweitzer discussed, during a news conference from Exergy Solutions in Calgary on Thursday, September 17, 2020, Alberta’s plan to drive diversification, investment and growth to the province.
A government-wide strategy will create jobs and drive investment and diversification in Alberta, while a new consultation will modernize intellectual property in the province.
Alberta’s Investment and Growth Strategy (IGS) is a $75-million initiative led by the Ministry of Jobs, Economy and Innovation. The IGS builds on Alberta’s existing strengths – including energy, tourism and agriculture – as well as emerging sectors like technology in order to create jobs and jump-start Alberta’s economic recovery.
As a key component of preparing Alberta’s economy for the future, Minister of Jobs, Economy and Innovation Doug Schweitzer, Minister of Advanced Education Demetrios Nicolaides, and Minister of Service Alberta Nate Glubish have also announced a consultation with the technology sector to modernize Alberta’s intellectual property laws.
The IGS will help showcase Alberta to the world, and highlight why the province is one of the best places in the world to do business. The strategy highlights key areas of strength that set Alberta apart from other jurisdictions, including the province’s young and educated workforce, strong economic fundamentals and exceptional environmental, social and governance (ESG) performance.
The IGS also outlines a number of sector-specific strategies currently under development by the government and builds on the immediate actions in Alberta’s Recovery Plan to create jobs and diversify the economy.
The strategy also addresses longer-term actions needed to create a stronger and diverse economy so Alberta can adapt to new opportunities that arise as the global economy changes.
Alberta’s government will work with other levels of government, as well as with industry stakeholders, to carry out the actions in the strategy. The IGS also outlines the importance of the Invest Alberta Corporation, which was created this summer to bring high-impact investment to Alberta and to increase investor engagement, both nationally and internationally.
Alberta’s Recovery Plan is a bold, ambitious long-term strategy to build, diversify, and create tens of thousands of jobs now. By building schools, roads and other core infrastructure, we are benefiting our communities. By diversifying our economy and attracting investment with Canada’s most competitive tax environment, we are putting Alberta on a path for a generation of growth. Alberta came together to save lives by flattening the curve and now we must do the same to save livelihoods, grow and thrive.
Also pictured is Billy Rideout, president, Exergy Solutions. (photography by Chris Schwarz/Government of Alberta)
State education leaders announced that the School District of Philadelphia (SDP) will soon spearhead a new pilot program, Aspiring to Educate, that aims to cultivate and diversify the city’s educator pool.
The pilot - which is the first of its kind in the nation - is a partnership between the state Department of Education (PDE), SDP, seven area colleges and universities, and local education and youth organizations.
“Aspiring to Educate will help Pennsylvania attract, recruit, train and retain a new generation of teachers and school leaders,” Education Secretary Pedro A. Rivera said during the announcement at the Community College of Philadelphia. “It will not only help the commonwealth address the shortage of educators and the lack of diversity in the teacher pipeline but will also provide a career pathway for students into the teaching profession.”
Since 2013, the number of people seeking teaching certification has shrunk by more than 65 percent. In addition, while Pennsylvania has more than 120,000 teachers, 96 percent are white, making the state’s educator workforce the least diverse in the country.
“Community College of Philadelphia is proud and excited to participate in the Aspiring to Educate program,” said President Dr. Donald Generals. “We look forward to collaborating with our partners in order to meet the goals of this innovative initiative. The educational community has come together to address the needs of our students and strengthen learning at all levels.”
In addition to the community college, higher education partners include Cheyney, West Chester, Temple, Drexel, Arcadia and Cabrini universities. The program is also being sponsored by the Philadelphia Youth Network and The Center for Black Educator Development.
Under the program, the SDP will identify at least 20 current juniors or seniors who excel academically and have expressed an interest in becoming teachers. The district and students will then work with the community college and universities to develop specific plans for each student to enroll at one of the schools. Once enrolled, students will receive financial assistance for their postsecondary education through a combination of free or reduced tuition offered by the partnering institution.
The school district expects to select its first cohort of students in January. From the time they are accepted into the program, students will be mentored through the Philadelphia Youth Network and the Center for Black Educator Development, an organization founded by former Philadelphia teacher and principal Sharif El-Mekki to recruit more minority students into the teaching field.
“Research confirms that there are many benefits of students of color having teachers of color, including a decrease in disciplinary referrals and punitive discipline, improved grades and access to rigorous courses, and the ability for students of color to experience consistent high expectations and role modeling,” said El-Mekki. “Also, the role of mentorship and coaching in teacher recruitment and retention is paramount and I am excited that the Department of Education is leading this effort through the robust Aspiring to Educate program.”
Students will continue to be mentored as they progress through their teacher preparation programs so they have the supports they need to thrive. Upon graduating, students will be encouraged to return to the School District of Philadelphia and teach in the city’s most high-need areas.
Officials said they expect to expand the Aspiring to Educate program into other high-need areas of the state in the coming years.
The SDP pilot will recruit students into the program’s Youth Pathway. The program also includes a pathway for adults who have some college credits and want to become teachers and a postbaccalaureate pathway, for individuals who already have a college degree and want to pursue a teaching career.
For more information about Pennsylvania’s education policies and programs, please visit the Department of Education’s website. Follow PDE on Facebook, Twitter, YouTube, Flickr, or Pinterest.
THE AGE OF FLOWERING PLANTS
ANGIOSPERM means "seed borne in vessel," while GYMNOSPERM means "naked seed," a reference to the lack of protective structure enveloping the seed. One reason that flowering plants were able to diversify so dramatically and spread during the Cretaceous and Cenozoic, or modern, the era was the evolution of new structures and tissues such as the carpel, a womb-like vessel that encloses angiosperm seeds and endosperm, a placenta-like tissue that nourishes the young plant as it develop within the seed, Today, angiosperm dominate terrestrial life on the planet. At an estimated 422,000 species, they compose by far the largest group of plants. They grow in greater range of environments, exhibits a wider range of growth habits, and display more variation in form than any living group of plants. In size, angiosperm range from tiny duckweed to eucaplytuses more than 330 ft (100 m) tall. The explosion of angiosperm diversity has gone hand in hand with the proliferation of insect, birds, and other animals that pollinate their flowers, disperse their fruits and seeds, and eat their leaves.
PLANT - The ultimate visual reference to plants and flowers of the world JANET MARINELLI
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DDiamond diversification
DDiamond understanding for enterprises, employees of diverse talent and diversity is an important competitive advantage, as the brand around the world continue to grow, more and more employees also render DDiamond diversified appearance.
DDiamond Group's greatest strength comes from having deep talented staff, the brand continues to play an innovative spirit and creativity. We believe that good management of diversified talents can help enterprises to develop their potential, but also extended DDiamond technology, knowledge and intercultural perspective, let the world know more about DDiamond diversification and changing customer and communication and interaction, providing customers high-quality goods and services.
DDiamond believe must respect, dignity. We strive to create a supportive and understanding of the working environment for staff to be able to play all potential here. DDiamond's success reflects the quality and skills of employees, as well as our commitment to diversity.
Policy statement
DDiamond believes that all employees must be respected, company policies and support that is built on this faith, therefore Bulgari will not because of race, creed, colour, physical, psychiatric disorders, religion, sex, sex, gender identity or expression, national origin, family background, terms of service or age, to employees or applicants. Company policy also DDiamond follows all in favour of non-discrimination and equality of opportunity between the State and local laws.
Talent recruitment
DDiamond as the internationalization of enterprises, attaches great importance to the company in the world of recruitment matters, success for all employees. With different cultural, linguistic, local workforce, able to provide our valuable knowledge to understand the intricacies of international markets. DDiamond is committed to maintaining an emphasis on various points of view and experience of a diverse work environment.
Career development and promotion
DDiamond as employer, is committed to creating a work environment to attract talents, providing talent a success of the stage. DDiamond according to employee performance to provide incentives and promotion opportunities, all managers are trained, the need for fair and objective way and evaluation reports.
Former heads of state will share the experience of leading the economic transformation of a nation, in tandem with a national branding initiative. The discussion will create a significant opportunity for sharing knowledge and best practices, while creating context for the development of Equatorial Guinea among emerging and frontier economies at the global level.
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
bodies in urban spaces
“bodies in urban spaces” is a temporarily intervention in diversified urban architectonical environment. The intention of “bodies in urban spaces” is to point out the urban functional structure and to uncover the restricted movement possibilities and behaviour as well as rules and limitations.
By placing the bodies in selected spots the interventions provoke a thinking process and produce irritation. Passers by, residents and audience are motivated and prompted to reflect their urban surrounding and there own movement behaviour and habits. “Bodies in urban spaces” invites the residents to walk their own city thus establishing a stronger relationship to their neighbourhood, district and town. The interventions are temporarily without leaving any traces behind, but imprints in the eye-witnesses` memory.
“bodies in urban spaces” is a moving trail, choreographed for a group of dancers. The performers lead the audience through selected parts of public and semi-public spaces. A chain of physical interventions set up very quickly and only existing temporarily, allows the viewer to perceive the same space or place in a new and different way - on the run.
The special quality of each place at various times of the day creates unique presentations."
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
Caption:
Khalil, 36, Karima’s husband in a beekeeping uniform.
Diversified livelihoods such as beekeeping can help improve the income of rural communities. Apart from producing honey to sell to market, beekeeping helps promote conservation of the natural environment, which many poor communities depend on for food and energy
UNDP’s Climate Change Adaptation Project (CCAP) is committed to helping vulnerable rural families increase their incomes.
As part of the livelihood component, the project provided four beehives, beekeeping tools and jars for honey, including a 12-day training that gave beneficiaries the necessary skills to maintain their beekeeping business.
© UNDP Afghanistan / S. Omer Sadaat / 2018
Text story:
_________
For Karima, one of the happiest moments of her life was when she earned her first thousand Afghani (US$ 15), when she sold a kilo of honey made from her own bee-keeping business. It may seem like a small amount, but for Karima, it was life changing!
Karima is a housewife and a mother of four. Her husband could barely feed the family from the work he could get, so Karima’s contribution to the household income was significant.
She has seen a lot in her life. She still remembers the agony and frustration when they had no money and their son was sick. As tears well in her eyes, she relates, “We were not able to buy him medicine. We couldn’t do anything but cry and wait for him to either die or recover by himself.”
Her husband, Khalil, who was very fond of honey, tried his hand at beekeeping before, but because he didn’t know how to maintain his beehives, his bees all died.
But, Karima and Khalil did not give up. They decided to seek help from the Directorate of Agriculture in Herat city.
UNDP’s Climate Change Adaptation Project (CCAP) is committed to helping vulnerable rural families increase their incomes.
As part of the livelihood component, the project provided four beehives, beekeeping tools and jars for honey,
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
The wheel was invented over 5000 years ago, but until the steam locomotive came along, a mere 150 years later, wagons and carts were the only use for transportation..
Small carriages were popularized during the 18th and 19th centuries, then wagon construction became diversified and individualistic..
Wagons and carriages were built for every conceivable purpose, for every age group, and in numerous designs and styles. They were used to tour, relocate, travel, advertise, and transport freight. Basically, there were two general types of wagons: passenger vehicles which transported people, and delivery wagons which transported things. The construction of both types of wagons was fairly simple. The bodies of wagons and carts were made of wood. Axles, springs, brakes, and various decorative embellishments were made of metal. Most passenger vehicles had upholstered seats, while delivery wagons had wood benches. There were two basic parts to wagons in carriages: the underside, which included the axles, springs, wheels, brake system, and what was known as the gearing, and the body. Wagons were classified and identified by the various styles of those two major elements of construction. Each wagon was built individually so alterations to body shape and gearing design were easily made from wagon to wagon; explaining, in part, the great variety wide as and carts that existed at the turn of the century. .
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Private passenger vehicles were classified as buggies, although often they were called roundabouts, road wagons, or driving wagons. Most passenger wagons were of the Phaeton class meaning that they were owner driven, with simple, primitive, and plain designs. Two examples of this step a lag in our the Piano Box Buggy designed in 1882 and the Coal Box Body from 1902. They were both small, and two seeded common one horse carriages. These bodies would typically have a black body, ride or dark green room running gear, and dark blue or dark green cloth trim. The two bodies different a shape of the body. Where's the Piano Box Buggy is square and box-like, the Coal Box Buggy body slopes gently at the back.
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People were not the only thing wagons carried. A second general category of wagon was the delivery wagon, which transported goods. Freight wagons were generally larger than passenger vehicles, and they were built to carry heavy loads. The suspension portion of these wagons was stronger and was designed to handle the demanding weight of machinery, 500 gallons of kerosene, full grown trees, furniture, or whenever product was being transported. Sitting in delivery wagons was limited to one or two spots on a wood bench, not at all like the comparative luxury of the passenger vehicle. Another distinctive feature of the delivery wagon was the body style. Nearly every product, service, and profession had its own body design. Most of the styles were created to meet specific needs..
The Republic Furniture Moving Company Dray is an example of a wagon designed to meet specific needs. It was made with a box body which was useful for moving furniture. The wheel arrangement enabled freight to hang over the sides of the wagon if necessary. A basic design of the wagon made it capable of caring other types of freight besides furniture..
A second example of a custom designed wagon is the Carnation Milk Wagon. It was designed to keep milk fresh during delivery. Enclosed body, exemplifying the milk wagon design, maintained a call temperature inside the wagon, and protected the products from wind and rain. The gearing on this type of wagon was typical of freight wagons in general, and include side and cross platform springs and the "fifth wheel". The two distinctive elements of the wagon, sheet metal sidings and pneumatic tires, indicate that this wagon was built in the 20th century..
Wagon makers could design each wagon to have differentiated features, which created great freedom and individualization in the making of horse-drawn vehicles. An example that illustrates this is the Milk Wagon No. 26. It is not of the traditional enclosed style like the Carnation Milk Wagon, but it is more similar to a dray. It was also made a completely different materials. This, in addition to some research, indicates that it could have been a wagon with a totally different purpose, perhaps a railroad delivery wagon. Cross platform springs and the "fifth wheel", as well as the design of the wagons body, indicate that this was definitely used in freight service, whether that may have been delivering railroad supplies or cans of milk..
Some wagons were not made for as specific a purpose. For example the Platform Spring Wagon was a general use delivery wagon suited for small jobs and hauling light freight. This particular wagon was used by the Southern California Gas Company to pick up and deliver gas meters. Distinctive to the platform spring wagon are the Studebaker Wood-Hound gearing and the smaller box-style body.
DSC00118, 2010.05.16, California, Los Angeles, Travel Town, Wagons, info
Please do not use any part of or any photo without asking! Please ask me for permission first! Thanks!
Photos from the WTO Aid for Trade Global Review 2019 photo gallery may be reproduced provided attribution is given to the WTO and the WTO is informed. Photos: © WTO/Jay Louvion
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
Minister of Jobs, Economy and Innovation Doug Schweitzer discussed, during a news conference from Exergy Solutions in Calgary on Thursday, September 17, 2020, Alberta’s plan to drive diversification, investment and growth to the province.
A government-wide strategy will create jobs and drive investment and diversification in Alberta, while a new consultation will modernize intellectual property in the province.
Alberta’s Investment and Growth Strategy (IGS) is a $75-million initiative led by the Ministry of Jobs, Economy and Innovation. The IGS builds on Alberta’s existing strengths – including energy, tourism and agriculture – as well as emerging sectors like technology in order to create jobs and jump-start Alberta’s economic recovery.
As a key component of preparing Alberta’s economy for the future, Minister of Jobs, Economy and Innovation Doug Schweitzer, Minister of Advanced Education Demetrios Nicolaides, and Minister of Service Alberta Nate Glubish have also announced a consultation with the technology sector to modernize Alberta’s intellectual property laws.
The IGS will help showcase Alberta to the world, and highlight why the province is one of the best places in the world to do business. The strategy highlights key areas of strength that set Alberta apart from other jurisdictions, including the province’s young and educated workforce, strong economic fundamentals and exceptional environmental, social and governance (ESG) performance.
The IGS also outlines a number of sector-specific strategies currently under development by the government and builds on the immediate actions in Alberta’s Recovery Plan to create jobs and diversify the economy.
The strategy also addresses longer-term actions needed to create a stronger and diverse economy so Alberta can adapt to new opportunities that arise as the global economy changes.
Alberta’s government will work with other levels of government, as well as with industry stakeholders, to carry out the actions in the strategy. The IGS also outlines the importance of the Invest Alberta Corporation, which was created this summer to bring high-impact investment to Alberta and to increase investor engagement, both nationally and internationally.
Alberta’s Recovery Plan is a bold, ambitious long-term strategy to build, diversify, and create tens of thousands of jobs now. By building schools, roads and other core infrastructure, we are benefiting our communities. By diversifying our economy and attracting investment with Canada’s most competitive tax environment, we are putting Alberta on a path for a generation of growth. Alberta came together to save lives by flattening the curve and now we must do the same to save livelihoods, grow and thrive.
Also pictured is Billy Rideout, president, Exergy Solutions. (photography by Chris Schwarz/Government of Alberta)
Please do not use any part of or any photo without asking! Please ask me for permission first! Thanks!
Burdette Aden “B.A.” Packard
1847 – 1935
Pennsylvania oil man Burdette Packard was looking to diversify his holdings when he came west to Tombstone in 1880, where he invested in several silver mines. As mining declined, he switched his focus to farming and ranching. The Packard Cattle Company eventually occupied land in both Arizona and Sonora and helped establish the popularity of the Hereford cattle breed. One of his purchases was the San Rafael del Valle land grant along the San Pedro River.
When Phelps, Dodge Corporation looked to build a new copper smelter east of their operations in Bisbee, Packard participated in the establishment of the town site of Douglas, where he resided the rest of his life.
Packard played key roles in a number of financial institutions including the Bank of Bisbee; the Moctezuma Banking Company in Sonora, Mexico; the Valley Bank of Phoenix, and the First National Bank of Douglas which he owned. He also helped establish the Arizona State Fair. Politically active in the Democratic Party, he served in the 18th, 19th and 22nd Territorial Legislatures and several times as a delegate to the national party conventions.
Packard became deeply involved in financing the Constitutionalist movement during the Mexican Revolution, but depredations from both armies affected his ranching operations during the war. His cattle sales resumed following the end of fighting and he continued to sell cattle until his death in 1935. One of Packard’s poker-playing friends was Constitutionalist General Alvaro Obregon, who became Mexico’s President in 1920.
Photo courtesy of Cochise County Historical Society. Permission required for use.
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
Sims Crane works with Diversified Environmental Services, lifting their oil diaster response boats and barges in and out of the Port of Tampa for training.
he Burj Khalifa is a skyscraper in Dubai, United Arab Emirates. With a total height of 829.8 m (2,722 ft, just over half a mile) and a roof height (excluding antenna, but including a 244 m spire[2]) of 828 m (2,717 ft), the Burj Khalifa has been the tallest structure and building in the world. The building was opened in 2010 as part of a new development called Downtown Dubai. It is designed to be the centrepiece of large-scale, mixed-use development. The decision to construct the building is based on the government's decision to diversify from an oil-based economy, and for Dubai to gain international recognition.
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
An inaugural meeting between mentors from four federal government departments in BC and 11 skilled new Canadians marked the start of a ground-breaking mentoring program led by the Immigrant Employment Council of BC (IEC-BC).
Canadian Heritage, along with Passport Canada, Citizenship and Immigration Canada, and Western Economic Diversification Canada are all participating in the first program phase.
Over the next four months, immigrant professionals will work with their Canadian peers to learn about local business practices, increase their understanding of the BC workplace culture, access professional networks, and boost their cross-cultural communication and career-search skills.
Venue provided by Department of Canadian Heritage. Orientations facilitated and supported by Chris Mara and Astarte Sands from Mosaic BC, Laurie Sing from ISSofBC, and representatives from S.U.C.C.E.S.S.
Full Story: tapintotalent.ca/about-us/news-and-events/federal-governm...
Immigrant Employment Council of BC
Tap Into Talent
Twitter: @IEC_BC www.twitter.com/iec_bc
DDiamond diversification
DDiamond understanding for enterprises, employees of diverse talent and diversity is an important competitive advantage, as the brand around the world continue to grow, more and more employees also render DDiamond diversified appearance.
DDiamond Group's greatest strength comes from having deep talented staff, the brand continues to play an innovative spirit and creativity. We believe that good management of diversified talents can help enterprises to develop their potential, but also extended DDiamond technology, knowledge and intercultural perspective, let the world know more about DDiamond diversification and changing customer and communication and interaction, providing customers high-quality goods and services.
DDiamond believe must respect, dignity. We strive to create a supportive and understanding of the working environment for staff to be able to play all potential here. DDiamond's success reflects the quality and skills of employees, as well as our commitment to diversity.
Policy statement
DDiamond believes that all employees must be respected, company policies and support that is built on this faith, therefore Bulgari will not because of race, creed, colour, physical, psychiatric disorders, religion, sex, sex, gender identity or expression, national origin, family background, terms of service or age, to employees or applicants. Company policy also DDiamond follows all in favour of non-discrimination and equality of opportunity between the State and local laws.
Talent recruitment
DDiamond as the internationalization of enterprises, attaches great importance to the company in the world of recruitment matters, success for all employees. With different cultural, linguistic, local workforce, able to provide our valuable knowledge to understand the intricacies of international markets. DDiamond is committed to maintaining an emphasis on various points of view and experience of a diverse work environment.
Career development and promotion
DDiamond as employer, is committed to creating a work environment to attract talents, providing talent a success of the stage. DDiamond according to employee performance to provide incentives and promotion opportunities, all managers are trained, the need for fair and objective way and evaluation reports.
State education leaders announced that the School District of Philadelphia (SDP) will soon spearhead a new pilot program, Aspiring to Educate, that aims to cultivate and diversify the city’s educator pool.
The pilot - which is the first of its kind in the nation - is a partnership between the state Department of Education (PDE), SDP, seven area colleges and universities, and local education and youth organizations.
“Aspiring to Educate will help Pennsylvania attract, recruit, train and retain a new generation of teachers and school leaders,” Education Secretary Pedro A. Rivera said during the announcement at the Community College of Philadelphia. “It will not only help the commonwealth address the shortage of educators and the lack of diversity in the teacher pipeline but will also provide a career pathway for students into the teaching profession.”
Since 2013, the number of people seeking teaching certification has shrunk by more than 65 percent. In addition, while Pennsylvania has more than 120,000 teachers, 96 percent are white, making the state’s educator workforce the least diverse in the country.
“Community College of Philadelphia is proud and excited to participate in the Aspiring to Educate program,” said President Dr. Donald Generals. “We look forward to collaborating with our partners in order to meet the goals of this innovative initiative. The educational community has come together to address the needs of our students and strengthen learning at all levels.”
In addition to the community college, higher education partners include Cheyney, West Chester, Temple, Drexel, Arcadia and Cabrini universities. The program is also being sponsored by the Philadelphia Youth Network and The Center for Black Educator Development.
Under the program, the SDP will identify at least 20 current juniors or seniors who excel academically and have expressed an interest in becoming teachers. The district and students will then work with the community college and universities to develop specific plans for each student to enroll at one of the schools. Once enrolled, students will receive financial assistance for their postsecondary education through a combination of free or reduced tuition offered by the partnering institution.
The school district expects to select its first cohort of students in January. From the time they are accepted into the program, students will be mentored through the Philadelphia Youth Network and the Center for Black Educator Development, an organization founded by former Philadelphia teacher and principal Sharif El-Mekki to recruit more minority students into the teaching field.
“Research confirms that there are many benefits of students of color having teachers of color, including a decrease in disciplinary referrals and punitive discipline, improved grades and access to rigorous courses, and the ability for students of color to experience consistent high expectations and role modeling,” said El-Mekki. “Also, the role of mentorship and coaching in teacher recruitment and retention is paramount and I am excited that the Department of Education is leading this effort through the robust Aspiring to Educate program.”
Students will continue to be mentored as they progress through their teacher preparation programs so they have the supports they need to thrive. Upon graduating, students will be encouraged to return to the School District of Philadelphia and teach in the city’s most high-need areas.
Officials said they expect to expand the Aspiring to Educate program into other high-need areas of the state in the coming years.
The SDP pilot will recruit students into the program’s Youth Pathway. The program also includes a pathway for adults who have some college credits and want to become teachers and a postbaccalaureate pathway, for individuals who already have a college degree and want to pursue a teaching career.
For more information about Pennsylvania’s education policies and programs, please visit the Department of Education’s website. Follow PDE on Facebook, Twitter, YouTube, Flickr, or Pinterest.
The companies in this year’s class represent the ever-growing and diversifying entrepreneurial ecosystem. Our companies come from all over the country and bring unique skills, background and expertise to Boulder this summer. While individually different, they are all fueled by an unquenchable desire to improve the world by solving big problems.
This year’s class includes companies that are focused on helping brides get the dress they dream of (while staying within their budget) to enabling any child to make music to wearables that notify a loved one if you feel unsafe to helping home buyers/sellers save money and many more. These 10 companies stood out for their drive and passion to do something great and it’s a true honor and privilege to work with them.
We’re very excited to introduce the Techstars Boulder 2015 class:
adHawk: A mobile app that provides a bird’s eye view of all your digital marketing data in one place.
Blazing DB: An SQL database at supercomputer speeds that’s incredibly easy to use.
Edify: Empower every kid in the world to make their own music.
Flytedesk: A platform for buying and selling uncollected media, starting with college newspapers.
HobbyDB: The definitive database for collectors and hobbyists to manage and monetize their collections.
MadKudu: Data science that helps sales and support teams fight customer churn.
Revolar: The world’s smartest personal safety wearable device keeps you safe anytime, anywhere.
Stryd: The world’s first running power meter that helps runners improve their performance.
TRELORA: A commission-free real estate company, replacing percentage-based commissions with one flat fee.
Photography by 23rd Studios Boulder - for permissions please contact www.23rdstudios.com - info@23rdstudios.com
DDiamond diversification
DDiamond understanding for enterprises, employees of diverse talent and diversity is an important competitive advantage, as the brand around the world continue to grow, more and more employees also render DDiamond diversified appearance.
DDiamond Group's greatest strength comes from having deep talented staff, the brand continues to play an innovative spirit and creativity. We believe that good management of diversified talents can help enterprises to develop their potential, but also extended DDiamond technology, knowledge and intercultural perspective, let the world know more about DDiamond diversification and changing customer and communication and interaction, providing customers high-quality goods and services.
DDiamond believe must respect, dignity. We strive to create a supportive and understanding of the working environment for staff to be able to play all potential here. DDiamond's success reflects the quality and skills of employees, as well as our commitment to diversity.
Policy statement
DDiamond believes that all employees must be respected, company policies and support that is built on this faith, therefore Bulgari will not because of race, creed, colour, physical, psychiatric disorders, religion, sex, sex, gender identity or expression, national origin, family background, terms of service or age, to employees or applicants. Company policy also DDiamond follows all in favour of non-discrimination and equality of opportunity between the State and local laws.
Talent recruitment
DDiamond as the internationalization of enterprises, attaches great importance to the company in the world of recruitment matters, success for all employees. With different cultural, linguistic, local workforce, able to provide our valuable knowledge to understand the intricacies of international markets. DDiamond is committed to maintaining an emphasis on various points of view and experience of a diverse work environment.
Career development and promotion
DDiamond as employer, is committed to creating a work environment to attract talents, providing talent a success of the stage. DDiamond according to employee performance to provide incentives and promotion opportunities, all managers are trained, the need for fair and objective way and evaluation reports.
We have an amazing diversification of architecture around here....the house that looks like a UFO, another that resembles a styrofoam ball cut in half, there's the glass house....but I had to do a double-take with this one. The pictures don't even begin to reflect the golden glow. It was so bright that the glistening was almost blinding....so much so that I parked precariously on the edge of a cliff just so I could get a better view. I can't decide if the owners mode of transportation should be a flying carpet or if they should dress in "shinning armor" and ride about on a white horse...but then the autos in the driveway aren't too shabby either.
A key part of Alberta’s Recovery Plan, the Film and Television Tax Credit is attracting major productions to the province, diversifying the economy and creating thousands of new jobs.
Since the program’s launch in January 2020, it has attracted 50 productions to Alberta with total production costs of $955 million, creating 9,000 new direct and indirect jobs in the province.
In March 2021, Alberta’s government removed the $10-million per-project cap from the Film and Television Tax Credit to make the province an even more desirable location for larger productions.
Cameras are rolling on film and television productions across Alberta, injecting hundreds of millions of dollars in investment into the economy as these productions hire local crews, actors and extras, and use local businesses.
The Film and Television Tax Credit, combined with Alberta’s competitive tax environment, affordable labour costs and breathtaking scenery, has made the province a prime choice for medium and big-budget television and film projects that have a positive impact on Alberta’s economy.
HBO is currently filming its new television series The Last of Us in Alberta. The project is the single largest television series production in Canadian history and is expected to create thousands of jobs.
“The boom in our film industry is the perfect example of Alberta’s Recovery Plan in action. Thanks to the Film and Television Tax Credit, and our recent improvements to it, we are witnessing a new billion-dollar industry take shape right before our eyes, further diversifying the economy and creating new jobs.” said Premier Jason Kenney during a news conference in Calgary on Tuesday, August 3, 2021. (photography by Chris Schwarz/Government of Alberta)
State Route 140 (SR 140) is a state highway in the U.S. state of California, 102 miles (164 km) in length. It begins in the San Joaquin Valley at Interstate 5 near Gustine, and runs east into Sierra Nevada, terminating in Yosemite National Park.
Heading east from I-5, the highway passes Gustine; it then jogs to cross the San Joaquin River. It roughly marks the southern edge of the farmable land around Livingston. It intersects with State Route 99 in Merced, which it overlaps for a few miles. Travelers coming from most regions of the San Francisco Bay Area or other parts of Northern California to Yosemite Valley and the southern portion of Yosemite would transfer from Highway 99 to Highway 140 at this point. For those coming from San Jose and the rest of the Silicon Valley, the most direct, fastest route is State Route 152 east; then the roads of Road 9, Bliss Road, Sandy Mush Road, and Plainsburg Road to reach Highway 140 in Planada. (Those going to the northern portion of Yosemite would have instead taken either I-580 and I-205 leaving the Bay Area, then State Route 120 east through Manteca, or State Route 132 east through Modesto.)
After exiting Highway 99, Highway 140 continues through Planada, after which the farmland gives way to grazing land. It is quite dry in the summer due to California's Mediterranean climate, and the dry grass gives the landscape a golden color. Western meadowlarks, American kestrels, red-tailed hawks and turkey vultures are frequently glimpsed. A few blue oaks can be seen as the highway leaves the valley and begins to climb through the foothills of the Sierra Nevada. They become more and more numerous as the elevation increases. As the highway passes through Catheys Valley the vegetation begins to diversify a little. California live oaks and ponderosa pines intermingle with the blue oaks as it nears Mariposa. In Mariposa, it briefly runs concurrently with State Route 49.
A ponderosa pine forest borders the highway on both sides as it passes through Midpines. As it approaches Briceburg, the roadway follows a steep, winding grade down to the Merced River valley. The highway then runs alongside the Merced River for 20 miles to the park entrance, after passing through El Portal before finally entering Yosemite Valley, where it ends. The upper stretch of the Merced River valley below the park, which the highway follows, is designated as Wild and Scenic River Area. The area separates Sierra National Forest (south) and Stanislaus National Forest (north).
en.wikipedia.org/wiki/California_State_Route_140
en.wikipedia.org/wiki/Wikipedia:Text_of_Creative_Commons_...