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Are New Zealand sheep genetics the way forward? – Agriland

With New Zealand (NZ) sheep genetics in the flock, it might be possible to reduce the labour requirement around lambing.

That is according to Teagasc Post Doctoral Researcher, Fiona McGovern, who is carrying out a study on the Ireland New Zealand across breed Animal Comparison (INZAC) flock.

The research has shown that NZ sheep have a lambing difficulty of 2.2%. This was compared to 3.6% for the 5-star replacement Irish sheep and 9.7% for the 1-star replacement Irish sheep.

NZ sheep also produced more milk when compared to the two Irish groups, according toTeagascResearch officer for Beef and Sheep Genetics,Nirn McHugh.

The INZAC flock was originally formed in 2015, with sheep imported from New Zealand.

The flock consists of 180 ewes: 60 of NZ origin; 60 5-star replacement Irish; and 60 1-star replacement Irish. Each group of 60 was split into 30 Texels and 30 Suffolks.

These two breeds were selected because they are the two most popular terminal breeds in Ireland, with the flock bred using artificial insemination (AI) during autumn 2015.

The stocking rate for the INZAC flock is 12 ewes/ha and the total area allocated is 15ha: three farmlets of 5ha. Some 130kg of chemical nitrogen/ha per year is applied. The flock is mid-season lambing within a grass-based production system.

According to the results of the study, the type of breed had a direct impact on the performance of the lamb.

The NZ breed had fewer days-to-slaughter when compared to the elite Irish and Irish low. It took 155 days to slaughter the NZ lamb and 164 days to slaughter the elite Irish, whereas it took 178 days for the Irish low.

96% of NZ lambs were drafted from grass, while 82% of elite Irish and 69% of Irish low were drafted from grass. Almost all NZ lambs were slaughtered from a grass-based diet only.

Speaking at the Teagasc Sheep Open Day in Athenry on Wednesday, June 21, McGovern said the study which isa four to five-year project and will continue for another two years did not take into accountthe area of labour requirement.

Apart from the INZAC flockstand, the open day also showcased stands that focused on grassland management, ewe prolificacy and age of lambing.

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Are New Zealand sheep genetics the way forward? - Agriland

Two early career researchers awarded Pew grants – UC Berkeley

Postdoc Silvio Temprana and assistant professor Kaoru Saijo received research grants from the Pew Charitable Trusts. Temprana photo by Ken Li. Saijo photo by Mark Hanson of Mark Joseph Studios.

Two young UC Berkeley biomedical scientists received awards last week from the Pew Charitable Trusts to support their research on the brain.

Kaoru Saijo, an assistant professor of molecular and cell biology, will receive a four-year grant to investigate the role of the brains immune cells, called microglia, in the development of depression. Saijo will seek to determine whether mutations that alter gene activity in microglia lead to a sustained inflammatory response in the brain, whether such changes take place in mouse models of depression and whether they affect males and females differently. This may someday lead to new therapeutic strategies for the treatment of neurological diseases in humans.

Saijo was one of 22 early career researchers selected because they have demonstrated the curiosity and courage that drive great scientific advances, said Rebecca Rimel, president and CEO of the Pew Charitable Trusts in a statement. We are excited to help them fulfill their potential.

Silvio Temprana of Argentina was named one of 10 Pew Latin American Fellows in the Biomedical Sciences, each of whom will receive two years of funding to conduct research at laboratories and academic institutions in the United States.

The fellows will conduct their research under the mentorship of some of the most distinguished researchers in biomedical science, including alumni of the Pew Scholars Program in the Biomedical Sciences. An important element of the program is additional funding provided to awardees who return to Latin America to launch their own research labs after the completion of their fellowships.

Temprana is already at work in the lab of Hillel Adesnik, an assistant professor of molecular and cell biology and 2013 Pew biomedical scholar who studies how networks of neurons in the brain encode sensory input in order to drive perception. Temprana plans to manipulate the activity of individual neurons within clusters of networked neurons to determine whether an animals perception can be altered. He hopes his findings will deepen current understanding of information processing in the brain and provide insights into how these processes malfunction in disease.

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Two early career researchers awarded Pew grants - UC Berkeley

Finn Named Academic All-American of the Year for Women’s Track and Cross Country – MGoBlue

June 23, 2017

Erin Finn was named the CoSIDA Academic All-American of the Year for the 2016-17 women's track and field / cross country seasons. This marks the second consecutive season Finn has been named a first-team Academic All-American. Finn is the third Wolverine -- all from the track and field / cross country programs -- to earn the award, joining two-time winner Lindsey Gallo and Kevin Sullivan.

ANN ARBOR, Mich. -- University of Michigan senior Erin Finn was voted Academic All-American of the Year for women's track and field / cross country and named to the Academic All-America first team for the second consecutive season, the College Sports Information Directors of America (CoSIDA) announced Friday (June 23).

On the combined strength of her national runner-up showings during the indoor track and field / cross country seasons and her near-flawless cumulative undergraduate grade point average as a standout biochemistry student, Finn was selected from among the Academic All-District honorees announced this May in a vote by the CoSIDA Academic All-America committee.

Already among the best-of-the-best in Michigan track and field / cross country history based on her record in competition, Finn now joins a select group in school history who have earned this highest academic distinction that now numbers three: Finn, two-time winner Lindsey Gallo (2004-05) and current men's cross country coach Kevin Sullivan (1998).

Finn's honor marks the seventh time in the past eight years that U-M has had at least one honoree named to the first, second or third team.

Finn was twice an individual national runner-up during the 2016-17 academic year, which culminated in the completion of her undergraduate biochemistry degree with an impeccable 3.98 GPA. For her efforts in the classroom, she earned the 2017 American Institute of Chemists Award for Biochemistry.

She attained this excellence in the classroom while continuing to assert herself as one of the nation's premier long-distance runners.

Finn competed for the Wolverines during both the cross country and indoor track and field seasons in 2016-17, amassing a near-peerless competitive resume that included national runner-up finishes in both sports, a Big Ten title and a regional title.

In cross country, she finished second in the country at the NCAA Championships to lead Michigan to a narrow runner-up national team finish -- tied for the best team finish in program history with the 1994 runner-up squad. Along the way, she won individual Big Ten and Great Lakes Regional titles with team trophies to match.

Indoors, she became the first woman in collegiate history to run 15:30 or faster over 5,000 meters at two consecutive NCAA Indoor Championship meets as she finished as the national runner-up at that distance. She was third at the Big Ten Indoor Championships at both 3,000 and 5,000 meters.

Though her 2017 NCAA outdoor track and field season came to a premature conclusion, she returned for her outdoor debut at the 2017 USATF Outdoor Championships Thursday night (June 22) with a Michigan- and Big Ten-record 32:00.46 clocking over 10,000 meters to finish sixth overall and move to No. 9 on the all-time collegiate performers list.

Finn will return for one final year in both indoor and outdoor track in 2018 as she pursues a master's of public health degree in epidemiology.

CoSIDA Release

Communications Contact: Kyle Terwillegar

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Finn Named Academic All-American of the Year for Women's Track and Cross Country - MGoBlue

Life Lessons Dr. Meredith Gray Has Taught us on Grey’s Anatomy – TVOvermind

Since 2005 the cast of Greys Anatomy has made us laugh, cry, and even taught us some life lessons. The shows title character Dr. Meredith Grey has been at the forefront of those life lessons. Over the years her storyline has subtly taught us things about love, triumph, and loss. Here are a few life lessons weve learned from Dr. Meredith Grey, along with a few quotes from her to sum it up.

1. Dont apologize to others if they cant accept how you cope

Quote: I make no apologies for how I chose to repair what you broke.

Plain and simple, when someone does you wrong or breaks your heart its not their place to judge and critique how you repair yourself. Its crazy how often we care about how the person that has done us wrong judges our coping mechanisms.

2. Dont be afraid to make mistakes, just make sure you learn from them.

Quote: We have to make our own mistakes. We have to learn our own lessons. We have to sweep todays possibility under tomorrows rug until we cant anymore.

In life, you cant fear making a mistake, or youll never get a chance to live and grow. The path to a better you will ultimately be paved with many mistakes.

3. Dont be afraid to push the envelope to get what you want

Quote: At some point, you have to make a decision. Boundaries dont keep other people out. They fence you in. Life is messy. Thats how were made. So, you can waste your lives drawing lines. Or you can live your life crossing them.

I agree 100%. Sometimes the only way to move forward is to move past self-imposed boundaries. In fact, most boundaries and limitations only exist in our minds.

4. Not trying is the biggest mistake you could ever make.

Quote: Knowing is better than wondering, waking is better than sleeping, and even the biggest failure, even the worst, beats the hell out of never trying.

When its all said and done who wants to look back at life with a bunch of should ofs, would ofs, and could ofs? Definitely not me.

5. Never give up

Quote: If theres just one piece of advice I can give you, its thiswhen theres something you really want, fight for it, dont give up no matter how hopeless it seems.

Perseverance has been attributed as a key to success from such notable names as Oprah, Steve Jobs, and Warren Buffet. When trying to achieve a goal you will face setbacks, disappointments, and unforeseen obstacles. If the goal is worth achieving you should never give up. Indeed, this is a timeless life lesson.

Conclusion

Greys Anatomy is one of the longest running scripted TV shows ever. Its also been ranked as one of the highest revenue earning shows per half-hour in terms of advertising. With those two things in mind, Greys Anatomy will likely be on your TV screens for may more years to come. Which means that Dr. Meredith Grey will be there imparting her wisdom. Make sure you tune in and dont miss the lesson.

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Life Lessons Dr. Meredith Gray Has Taught us on Grey's Anatomy - TVOvermind

‘Grey’s Anatomy’ Producers Tried to Change the Show’s Name … – Glamour

Let's call a spade a spade: Grey's Anatomy is a ridiculous showin the best way possible, of course. The staff at Grey Sloan Memorial Hospital is under constant duress. Fires! Plane crashes! Multiple, tragic deaths! These doctors seriously can't catch a break. Just when you think Meredith Grey and company are in the clear, bam: We're hit with a car crash or an affair or Bailey missing her own wedding. To call Grey's Anatomy "bonkers" would be a gross understatement.

So it's only fitting a show like this have a dramatic title. Grey's Anatomy is a great name because it's ambiguous to folks who don't watch the show. Who is Grey? And whose anatomy are we exploring? The title lends itself nicely to messy melodrama.

But it was almost called something completely different. And not just different: boring. In a new interview with BuzzFeed, Kate Walsh (who played Dr. Addison Montgomery for eight glorious seasons on Grey's, and then for another six on Private Practice) revealed producers tried to change the name of the show three times.

"With Grey's, I remember because I came in at episode eight, at that time the morale was really low. They kept changing the name of the show. It was Doctors and then Surgeons and then Complications, and I was like, 'What a bullshit show title!' Grey's Anatomy is the perfect title," she said.

Um, Doctors? Surgeons? Complications? Those aren't hit show titles. Those are General Hospital knockoffs that air for two seasons in a Friday-night slot and develop a small, cultish following on Reddit.

Praise be that the producers came to their senses and just left the title as is. Yes, the show probably would have done well with a generic title, but it wouldn't have the same kick. And what's Grey Sloan Memorial Hospital without a little kick?

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'Grey's Anatomy' Producers Tried to Change the Show's Name ... - Glamour

7 Iconic "Grey’s Anatomy" Stories Kate Walsh Just Told – BuzzFeed – BuzzFeed News

"I remember because I came in at Episode 8 at that time the morale was really low. They kept changing the name of the show. It was Doctors and then Surgeons and then Complications and I was like, 'What a bullshit show title!' Greys Anatomy is the perfect title. To keep our morale up they started showing us episodes at Friday lunches that were already edited. And I was like, 'This is a really good show,' and I was so excited to be a part of it."

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7 Iconic "Grey's Anatomy" Stories Kate Walsh Just Told - BuzzFeed - BuzzFeed News

Summer Reading: how biases influence neuroscience research on gender – HuffPost

As the tech industrys well-documented gender disparity once again enters the spotlight, even Michelle Obama is calling for men to make room at the table for women and other underrepresented groups.

While some people attribute the lack of women in tech to a host of issues (from social biases in childhood education that discourage women from analytic fields to a culture that silently condones sexual harassment in the workplace), others believe the answer is a little more...primal. Maybe mens brains are genetically more adept at logical reasoning. I read a study that showed that boys are better at mentally rotating cubes when theyre younger.

And there are indeed quite a lot of studies that show that men and boys are better at mentally rotating cubes, that boy babies prefer mobile toys to dolls, and other experiments that hint at a genetically predetermined male advantage in STEM.

There is also little question that currently, more men are involved in STEM fields, and that mens and womens brains are different. So its easy for people to put two and two together and assume that these differences are hardwired. That the reason that there are so few women in tech is *neuroscience*.

Thankfully, there is also Cordelia Fine. In her book Delusions of Gender, Fine dissects the various neuroscientific theories behind an intrinsic male superiority in STEM abilities and the landmark studies that supported them. A neuroscientist and researcher by trade, Cordelia Fine examines how social ideas about gender have influenced the hypotheses and methods used to study gender in as it relates to the brain. She then points out major logical faults.

Delusions of Gender illustrates how gender bias leads researchers to make flawed neuroscience conclusions that then reinforce gender bias. Ive created a brief timeline to offer a taste of how this dynamic has played out over the last 130 years:

Fines response: Did he really know not a single weedy intellectual, nor one muscular chump, to provoke him to wonder whether physical strength really was correlated with tenacity of brain action? We now have evidence to show that neither sheer brain size nor brain-to-body mass ratio are predictive of intelligence. In short, those missing five ounces mean nothing.

Again, here is a neuroscientist merely listing the observed differences between adult male and female brains. Dana does not offer a reason why these differences would lead to the conclusions he draws. The power of shared preconceptions was so overwhelming that nobody questioned the lack of real scientific evidence. Instead, scientists and readers alike accepted that if X (the observed physical differences between male and females) is true, and they believed Y (the superiority of male intellect) to be true as well, then X must cause Y.

In additional to this logical fallacy, Fine points out that observed physiological differences between male and female brains do not necessarily result in differences in brain function: some differences offset each other, and others are different means to the same behavior end.

Modern ideas of men as rational/unemotional and women intuitive/irrational seem to arise from a theory by Norman Geschwind and his colleagues in the 1980s.

In 1982, Geschwind and Behan published a short paper proposing a complicated theory behind brain lateralization. The implications for gender went something like this: during development, male fetuses experience a surge of testosterone. Geschwind suggests that this surge slows the boys left hemisphere growth, leaving male babies with greater potential for superior right hemisphere talents, such as artistic, musical, or mathematical talent.

This theory spurred decades of research into fetal testosterone, leading scientists to draw conclusions between factors like digit ratios and math abilities (again--for a more detailed dive into individual studies, read the book!).

Meanwhile, it is widely ignored that neurophysiologist Ruth Bleier points out that a premise of the fetal testosterone hypothesis, that fetal testosterone leaves boy babies with cramped left hemispheres, is inconsistent with post-mortem studies of fetal brains. So if male fetuses do not actually have smaller left hemispheres (and for that matter, expanded right hemispheres), there is no reason to believe that fetal testosterone grants them superior right hemisphere talents.

The Fetal Testosterone Hypothesis hasnt gone away, but a new generation of researchers has put forth a new theory of genetically determined male dominance in STEM abilities: The Spotlight/Floodlight hypothesis, as coined by Ruben Gur in 2005. The general idea is that women, as observed by Ruben and his wife Raquel Gur, have larger corpus callosum, the area that connects the two brain hemispheres. They pinpoint the splenium, to be specific. Because of this enlarged splenium, women have greater inter-hemispheric traffic, leading to a floodlight mind better for multitasking, whereas men, they posit, have less inter-hemispheric traffic, creating a spotlight mind better for focusing, specifically on visuo-spatial tasks deemed essential for developing STEM skills.

Hmm...women are better at multi-tasking? At first, this hypothesis seems to empower women! But then, as Fine notes, we realize that this is just new marketing copy for an idea that continues to justify the segregation of women from math and science.

But by creating and emphasizing any distinction between the functions of mens and womens brains, we open ourselves to a world in which neuroscientists can say that one genders brain is better for something than the brains of others. It was creativity in the Victorian age, judicial thought at the turn of the 20th century, and it is STEM abilities now.

Simon Baron-Cohen, a longtime champion of gender-based neural differences, demonstrates how this unintentionally sexist dynamic plays out. Baron-Cohen quoted the Spotlight/Floodlight hypothesis in Science, noting that the increased local connectivity of male brains makes them better for understanding and building systems, whereas womens long range brains make them better for empathizing.

Unfortunately for Baron-Cohen and the Gurs, meta-analyses conducted in 2004 and 2008 have showed that there is little evidence to support the idea that a female brain has on average a larger splenium. Studies that conclude this tend to suffer from small sample sizes.

A small sample size alone is not the problem. A study can have a small sample size and be perfectly valid. The problem is that studies that show difference are more likely to be published. So if 20 studies are conducted and only one shows a difference, that one will be published because it causes a stir. But by looking at all twenty studies in a meta analysis, we see that the one published study was only significant because of its small sample size.

So lets recap: the Spotlight/Floodlight hypothesis posits that 1) because women have a larger splenium (part of the corpus callosum, which connects the two hemispheres), the hemispheres in womens brains do more talking; 2) men have less hemispheric talking because of a smaller splenium; and 3) less hemispheric talking is better for building systems e.g. engineering abilities, therefore men are better at engineering. Even disregarding the dubious nature of claim #3, meta analyses show that women do not on average have a larger splenium, which eliminates this entire hypothesis as a possible neuroscientific explanation for the abundance of Y chromosomes in tech startups.

In addition to the lack of evidence to support the hypothesis that a woman has a larger splenium, the Gurs themselves found evidence that contradicted the Spotlight/Floodlight hypothesis. The Gurs and their colleagues found that in some parts of the brain, men show more bilateral (cross-hemispheric) activation than women on certain visuo-spatial tasks. As a result, they edited the Spotlight/Floodlight hypothesis to the following: optimal performance on these STEM-skill-determining visuo-spatial tasks now requires unilateral activation in primary regions AND bilateral activation in associated regions.

At this, Cordelia Fine delivers one of the best passages in the book:

Basically, the Gurs coined Spotlight/Floodlight when they found evidence for less bilateral activation in male brains, then claimed that less bilateral action = STEM brain. Then they found more bilateral activation in male brains for other STEM tasks, which prompted them to change their hypothesis. The Gurs reformulation now claims that an optimal STEM brain has unilateral (spotlight) activation and some bilateral (floodlight) activation.

Cordelia Fine pokes fun at their shifting stance while suggesting again that certain scientists are so determined to find evidence for male STEM superiority in the brain that they will label anything they find as the cause.

Fine is not saying that its impossible that there is something inherent in males that could make them more suited for math and science. She simply argues that the current support for this idea is poorly substantiated.

To reiterate: the debate in question is not about whether there are differences between men and women. At every level of behavioral science, from the brain to behavior, differences are well-documented. The debate is over whether or not these differences are predetermined by genetics, or if they are the result of brain plasticity and stereotype threat in a society where, from infancy, we see messages that men=mars=science and women=venus=empathy.

In the end, Delusions of Gender has two calls to action: 1) Scientists should have more rigor when conducting and reporting on studies that have implications as serious as the origins of gender differences. 2) Readers should be vigilant when presented with such studies and not be dazzled by the use of neuroscience simply because it is neuroscience.

For anyone who is interested in the brain, research methods, applied science, gender, parenting, the workplace, human nature, or general sass, this book is an absolute must read.

Cyndi Chen writes about jobs, women, and technology. She is currently pursuing her MBA at Yale University. Interests include human narratives, the brain, pop culture, art, the Bachelor, and railing against the wedding industry. Follow Cyndi on Twitter at https://twitter.com/cyndithinks

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Summer Reading: how biases influence neuroscience research on gender - HuffPost

An Arena Stage director on neuroscience for research and inspiration – Washington Post

Seema Sueko, 44, is deputy artistic director at Arena Stage. She was born in Pakistan and lives in Columbia Heights.

A deputy title is very Washington, like our welcome to you. Youll get an undersecretary next.

It is a title thats also used at the Royal Shakespeare [Company]and the National Theatre in London. As far as I know, its the first usage at an American nonprofit theater.

You developed a strategy called consensus organizing for theater. What does it look like in practice?

I first developed it in San Diego at Mo`olelo Performing Arts Company. CO, consensus organizing, is about mutual self-interest. For theater its about building stake in multiple pockets of communities and those communities building stake back in the theater by organizing around mutual self-interest. With Smart People, the play I just directed at Arena, I want this play to be as artistically excellent as possible. I needed to learn about neuroscience, how an EEG machine works. I needed a deeper dive into theories about implicit bias and the science and psychology of racism. We look at what are our assets, dramaturgically searching the greater Washington area. One example of an asset is the Brain and Behavior Initiative at University of Maryland. I asked them what do they really want, which is the heart of consensus organizing. Theyre a multi-disciplinary initiative. They wanted to further embrace working across disciplines. They wanted to get their students off campus. They wanted to have their students have a creative experience.

Yay!

Two hundred students and faculty members from a diversity of disciplines came to the show and did a pre-show workshop and a talk-back with the cast. Now were talking about what well do next season together.

Whats CO look like for an upcoming show?

For Native Gardens by Karen Zacaras, we are beginning conversations with communities engaged in Latinx studies, neighborhood associations, plant science and landscaping, American studies, women in science and engineering, among others. Theyre still early stages.

What was your first big moment of theater?

I was in the eighth grade in Hawaii. I saw my sister playing the lead in the musical Little Mary Sunshine. My sister was very shy, so introverted. To see her transform onstage and just bring so much joy to the audience really moved me.

She became somebody unlike herself in real life?

I think she just revealed all of the magnificent-ness, if thats a word, about herself. All the things that I, as her sister, knew and saw but she kept hidden from others because she was shy. There it was, all for everyone to see.

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An Arena Stage director on neuroscience for research and inspiration - Washington Post

Immunology Professor and FoodCloud Co-Founder Represent Trinity in List of Powerful Irish Women – The University Times

Dominic McGrathDeputy Editor

FoodCloud

A Trinity professor and a Launchbox graduate have been named in a new list of Irelands top 25 most powerful women, alongside some of the biggest names in Irish society.

Prof Lydia Lynch, who is an associate professor of immunology in Trinity, was named in the Womens Executive Networks list of Irelands most powerful women. She received the award alongside Launchbox graduate and FoodCloud co-founder Iseult Ward.

The annual list, which has been published since 2012, selects the most influential and successful women in Ireland and both Lynch and Ward appear alongside some of the biggest names in Irish media, finance and law. Womens Executive Network is an international organisation that supports women with mentoring and networking and the annual list has long been used to recognise the success of Irish women across various fields.

Lynch, in a press statement, said she was proud to receive this award as a woman and mother in science.

I hope it shows that if I can do it, others can too. It doesnt matter what kind of background, gender or family youre from. Lynchs research focuses on the role that our immune systems have in regulating metabolism, with the aim being to understand how our immune systems could be used to target cancer.

Cancer immunotherapy is at an exciting time and the more we are finding out about how to reinvigorate the immune system to attack cancer, the better the chances are of it working in more people, she said.

Ward, whose company is often touted as one of the great successes of Trinitys summer-long accelerator programme, only began FoodCloud in 2014 but the company has already established itself as an important social enterprise business. The company helps businesses redistribute surplus or short-dated food to charities across Ireland. Alison Treacy, the manager of Launchbox, said in a press statement: Iseult was part of our 2014 programme, and since then has been a valuable supporter of and ambassador for LaunchBox and its student entrepreneurs. We are so pleased and proud to have been able to support her and FoodCloud in the early days of the company.

This year, Launchbox launched a campaign to encourage more women to get involved in entrepreneurship.

Other names on the list include everyone from Olympian Annalise Murphy; the Director General of RT, Dee Forbes; the CEO of Leicester City Football Club, Susan Whelan; and Justice Siofra OLeary, a judge in the European Court of Human Rights.

Both Lynch and Ward received their award in the trailblazers category.

In a press statement, Sherri Stevens, CEO of the Womens Executive Network, said: Our winners include an Olympic Silver Medallist, a Michelin-starred chef, many CEOs and entrepreneurs, a European Court of Human Rights Justice and a professor whose research is changing our understanding of obesity and immunity.

All 25 are trailblazers and role models for the generations who will follow, she added.

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Immunology Professor and FoodCloud Co-Founder Represent Trinity in List of Powerful Irish Women - The University Times

Human behavior at center of workplace safety debate – Business Insurance

DENVER A clash of workplace safety philosophies was on display at a safety conference on Wednesday, with panelists debating the extent to which employees are part of the problem or the solution to reducing workplace safety incidents.

The two philosophies aimed at reducing workplace injuries and fatalities behavior-based safety and human and organization performance are somewhat at odds with each other, but moderator Thomas Krause, partner with Krause Bell Group based in Ojai, California, told attendees of the American Society of Safety Engineers Safety 2017 conference in Denver who came to see a fight that they would be disappointed. Although panelists at times engaged in verbal sparring over terminology and philosophies, the discourse remained lively but civil.

Asked what the difference is between behavior-based safety and human and organization performance, Todd Conklin, senior adviser, environmental safety, health and quality, at Los Alamos National Laboratory in New Mexico, said human and organization performance represents a shift in thinking.

If I were to boil it down to one thing, it is a shift in how we perceive the worker, said Mr. Conklin. The behavioral approach sees workers as problem to be fixed. This new view sees the employee not as problem to be fixed, but as problem solver.

E. Scott Geller, alumni distinguished professor in the Department of Psychology at Virginia Tech in Blacksburg, Virginia, and a long-time advocate for the behavior-based safety approach, objected to the idea that the philosophy employs a blame-the-employee mentality. He said that perception is a misapplication of the philosophy and that behavior-based safety involves self-motivation and a culture of caring among workers who should feel empowered to point out safety hazards to other employees.

Im not sure caring more makes you safer, because Im not sure lack of caring causes accidents, Mr. Conklin countered.

In the human and organization performance philosophy that he champions, employers seek input from workers on what they need to do their job safely to improve the system, Mr. Conklin said.

Its always true that if the worker had made a better choice there would have been a different outcome, he said. We need to ask what do you need in order to do this job in a way that if it fails, it fails as gracefully and safely as it possibly can.

Boston-based General Electric Co. implemented behavior-based safety approaches several years ago and has now implemented human and organization performance philosophies. Kurt Krueger, global manager of health and safety programs at GE, said the company found that employees do things that make sense to them in the time and context they have to take a particular action. These philosophies helped the company understand that there was a deeper story than just why an employee chose to do what he or she did that led to an event. Understanding there is a deeper story facilitated conversations with management about sustainable safety, he said.

Our job is to help them understand theres a deeper story, said Mr. Krueger. Human and organization performance context gave our leaders coaching and the perspective that theres something more to learn and (that they) need to go to employees to learn that. That was incredibility important.

However, achieving buy-in from senior management of human and organization performance philosophies was not easy, said Mr. Krueger. Instead, the safety team implemented it at the grassroots level, created success stories and developed champions for the philosophy who could promote it to management. Mr. Krueger stressed human and organization performance is not a program but an ongoing process or an operating philosophy that dictates how operational leaders react to failures and learn from them.

Measuring its success is difficult because the benchmarks are softer than objective numbers, Mr. Krueger said. Having implemented both philosophies, GE has achieved sustained success with human and organization performance rather than quick improvements that tended to fade with behavior-based approaches, he said.

One key element of human and organization performance is that it acknowledges that failures will happen rather than believing that all accidents can be prevented, Mr. Conklin said.

There is a realization that you cant manage uncertainty, so you use certain ideas to manage uncertain outcomes, he said. We have to get off this idea that all accidents are preventable and understand that accidents are accidents. You cant predict fatalities because fatalities exist in successful work. The best you can hope for is control.

Behavior-based safety, when done right, considers the entire system, including environmental factors that could facilitate safety, and involves the worker in decisions about safety, Mr. Geller said.

Whats missing now is that conversation between peers or between a supervisor and a worker, he said. Its caring. Its demonstrating I care about your safety.

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Human behavior at center of workplace safety debate - Business Insurance