MONTGOMERY, Ala. – The Senior Farmers Market Nutrition Program (SFMNP) is a federally funded program administered by the Alabama Department of Agriculture and Industries’ Farmers Market Authority Section. The SFMNP provides eligible seniors with a $50 benefit card to purchase fresh fruits and vegetables from certified farmers at farmers markets and farm stands in the State of Alabama.
“The SFMNP card allows senior citizens to purchase more local products. I want to encourage those who are eligible to apply and begin shopping local,” said Commissioner of Agriculture and Industries Rick Pate. “ADAI looks forward to another year of supporting Alabama’s farmers and senior citizens through the Senior Farmers Market Nutrition Program.”
Eligibility:
Age — Must be 60 years of age or older on the day of application, AND
Income — Applicants’ gross household income must not exceed these limits:
Applicants must apply online at https://agi.alabama.gov/farmersmarket/. Unfortunately, applications cannot be taken over the phone or by mail. If you have a benefit card from 2023, you will need your card number to renew that card and submit your application. If eligible and your application submission is completed, a benefit card will be mailed to the address provided on the application for new recipients. Applicants must reapply every year. However, it is important to keep the benefits card in a safe place, since new benefits will be loaded on the card each year after an application is received.
Where can I use the food benefits?
Benefits can be redeemed at State Sanctioned Farmers Markets, Farm Stands and U-Pick Operations for the purchase of fresh fruits, fresh vegetables, honey and cut herbs from May 1 through November 27, 2024. To view a list by county of locations that accept SFMNP benefit cards, visit https://agi.alabama.gov/farmersmarket/locations/. Benefits cannot be used at grocery stores or any location not listed on the redemption site.
How to use the benefit card:
When purchasing Alabama grown fresh fruits or vegetables from authorized farmers, present the benefit card just like you would a debit or credit card. The farmer will scan the card, enter the amount of the purchase, you will confirm the amount and then the purchase is complete. However, make sure the farmer returns your card to you. It is that simple!
For more information about the SFMNP, visit https://agi.alabama.gov/ or call 334-240-7247 or 1-877-774-9519.
With its dramatic presentation, this freshly baked cake and ice cream-based dessert can impress guests at your next gathering.
Find more dessert recipes perfect for entertaining at Culinary.net.
Watch video to see how to make this delicious recipe!
Baked Alaska
Recipe adapted from Milk Means More
1/2 cup, plus 6 tablespoons, all-purpose flour
6 tablespoons unsweetened cocoa powder
1 cup, plus 2/3 cup, granulated sugar, divided
1 1/2 teaspoons baking powder
1/2 teaspoon baking soda
1/4 teaspoon salt
1/2 cup 2% milk
1/4 cup canola oil
2 eggs
nonstick cooking spray
1 1/2 quarts ice cream, any flavor
3 large egg whites
1/8 teaspoon cream of tartar
1 teaspoon vanilla extract
Heat oven to 350° F.
In large bowl, whisk flour, cocoa powder, 1 cup sugar, baking powder, baking soda and salt. Make well in center of dry ingredients. Add milk, canola oil and eggs. Whisk until blended. Beat batter until smooth, about 3 minutes.
Pour batter into 9-inch, round, greased cakepan. Bake 25-28 minutes. Cool completely on wire rack. Wrap in plastic wrap and freeze 1 hour.
In glass bowl, spray with nonstick cooking spray. Layer inside of bowl with plastic wrap, draping some over edges of bowl.
Scoop ice cream into bowl until full. Level ice cream. Place overhang of plastic wrap over ice cream. Freeze 2 hours.
Unwrap cake and place on plate. Unwrap ice cream and place on top of cake. Wrap both together and freeze 2 hours.
In medium bowl, beat egg whites and cream of tartar until frothy. Add remaining sugar and vanilla extract; beat mixture to form stiff peaks.
Heat oven to 500° F.
Unwrap stacked cake. Place on oven-safe plate. Spread meringue, creating swirl motions around cake. Bake 2-4 minutes until meringue peaks are brown and remaining meringue takes on dry appearance.
Serve immediately or cover with plastic wrap and place in freezer.
Does stress make us stupid? If not stupid, our cognitive abilities are at least compromised when we experience stress. This is the phenomenon of "fight or flight," a natural physiological process occurring in our brain and nervous system when we perceive a threat and act to protect ourselves. There is an evolutionary biological explanation for this process in which our brains effectively shut down to limit our thinking solely to take necessary, immediate action to physically protect ourselves -- to either "flee" from the threat or to "fight" and overcome it. To this extent, we can appreciate the value in becoming "stupid" to focus our thinking when confronted with sudden life-or-death decisions.
This survival mechanism doesn't stop at physical threats but kicks in when we perceive emotional or psychological threats, as may occur in the workplace and interpersonal relationships. Something is said or done that we perceive as a threat to our safety, security, sense of well-being, or ego, to which we respond with reflexive actions to protect ourselves. Rather than physically "fight," we argue, debate, respond with anger, raise our voices, and exhibit other aggressive behaviors. Instead of physically "fleeing," we shut down, go silent, react passive-aggressively, feign acquiescence, and exhibit other avoidant behaviors. While natural and explainable, such responses make us "stupid" if not managed appropriately, impacting our ability to effectively think, perform our jobs, and lead.
The inability to effectively manage fight or flight in workplace, business, and organizational contexts impacts our ability to serve as authentic leaders and communicators. It can explain why, in many instances, leaders and other employees engage in bullying and abrasive interactions and management behaviors. It impacts our ability to listen effectively, work through conflict, and engage in conversations on controversial, political, and culturally sensitive issues.
Effectiveness in any endeavor, including performing our jobs and leading others in the performance of their jobs, requires clear thinking. Therefore, someone routinely in "fight or flight" mode when responding to the routine irritations, annoyances, and upsets of daily life is not thinking clearly as a routine matter. While some amount of fight or flight may be expected, and we can all react this way at times to daily stressors, chronic stress as exhibited through constant "fight or flight" reactions is unhealthy and harmful to the individual and to those who must work with them.
Employers must recognize the long-term impacts reactive leaders have on others and on the organization's effectiveness in achieving results. Too often we see brash leaders glorified and purported to achieve great results through "take no prisoners" management practices involving harsh, authoritative treatment of "underlings." In his 2023 commencement speech at Northwestern University, Illinois Governor JB Pritzker draws a distinction between "cruel" and kind leaders. He states, "Empathy and compassion are evolved states of being [and] require the mental capacity to step past our most primal urges," which, rooted in evolution, cause us to fear, judge, and be "suspicious of things that we aren't familiar with." In contrast, "when someone's path through this world is marked with acts of cruelty, they have failed the first test of an advanced society [and] never forced their animal brain to evolve past its first instinct. They never forged new mental pathways to overcome their own instinctual fears and so their thinking and problem-solving will lack the imagination and creativity" that kind people exhibit. He concludes, "the kindest person in the room is often the smartest."
This perspective is consistent with Jim Collins' "Level 5" leaders in "Good to Great: Why Some Companies Make the Leap and Others Don't" who demonstrate a unique combination of "humility" and "will" to lead their companies to great results. This sharply contrasts with presumed great leaders who exhibit "a gargantuan ego that contributed to the demise or continued mediocrity of the[ir] company." Ego, and our preoccupation to protect it, are prime factors explaining our "fight and flight" behaviors and how they hold us back from being effective performers and leaders. Shane Hughes, co-author of "Ego-Free Leadership: Ending the Unconscious Habits that Hijack Your Business," describes the "ego-system" as a set of "beliefs and fears about our value, and [that] cause defensive and/or self-promotional behaviors when under stress." Our "feelings of inadequacy or imperfection automatically trigger knee-jerk reactions, usually in the form of fight-flight behaviors." This mentality "ultimately prioritizes individual success over the team and mission [and] generates waves of distrust and infighting" within the organization.
We can develop mindsets and practical strategies to manage our instinctual reactions. We can recognize the patterns, situations, and circumstances, and perhaps the short list of people likely to trigger these responses, and develop self-awareness, pre-planning measures, and practical tools that will prepare us to address these triggers when they arise. Daily, we can engage in self-care, meditation, breathing and relaxation exercises, physical activity, and other measures to develop mental and physical fortitude for life's daily inconveniences and annoyances. We can also pause and reflect when confronted by triggering events and develop skills for responding more calmly and proactively when such events tempt primal reactions.
It is, of course, a challenge to overcome the habits of a lifetime. Sometimes, we recognize fight or flight in the rearview mirror after we've reacted inappropriately and regretfully. Overcoming persistent stress responses may involve deeper reflection and support, such as seeking feedback from trusted friends and colleagues and coaching from professionals specifically trained to help individuals work through these challenges. This is also not to minimize deeper emotional and psychological trauma individuals have experienced that require even more specialized counseling.
Wherever you are in your journey, always remind yourself of the benefits to your cognitive abilities, well-being, and personal and professional effectiveness so you can maintain your motivation when managing your primal reactions to stressful events.
This article is republished from HigherEdJobs® under a Creative Commons license.
A drone attack that killed three American troops and wounded at least 34 more at a base in Jordan has increased fears of a widening conflict in the Middle East – and the possibility that the U.S. may be further drawn into the fighting.
President Joe Biden vowed to respond to the assault, blaming Iran-backed militias for the first U.S. military casualties in months of such strikes in the region.
However, the Islamic Resistance in Iraq is not a single group per se. Rather, it is a term used to describe an umbrella organization, which, since around 2020, has included various Iran-backed militias in the region.
Initially, the Islamic Resistance in Iraq emerged as a response to foreign military presence and political interventions, especially after the 2003 U.S.-led invasion of Iraq. The Islamic Resistance in Iraq acted as a collective term for pro-Tehran Iraqi militias, allowing them to launch attacks under a single banner. Over time, it evolved to become a front for Iran-backed militias operating beyond Iraq, including those in Syria and Lebanon.
Today, the Islamic Resistance in Iraq operates as a cohesive force rather than as a singular entity – that is to say, as a network its objectives often align with Iran’s goal of preserving its influence across the region, but on a national level the groups have their distinct agendas.
Operating under this one banner of Islamic Resistance, these militias effectively conceal the identities of the actual perpetrators in their operations. This was seen in the deadly Jan. 28, 2024, attack on Tower 22, a U.S. military base in Jordan. Although it is evident that an Iranian-supported militia orchestrated the drone assault, pinpointing the specific faction within this broad coalition remains elusive.
This deliberate strategy hinders direct attribution and poses challenges for countries attempting to identify and retaliate against the precise culprits.
What do they hope to achieve in attacking a US target?
Since the beginning of the conflict in October 2023, Iranian-backed militias have repeatedly struck American military bases in Iraq and Syria, recently expanding their attacks to include northeastern Jordan near the Syrian border.
The deadly assault on Jan. 28 marks a significant escalation, though – it is the first instance during the Israel-Hamas war that American troops have been killed.
The attack in Jordan forms part of a strategy by Iranian-backed militias to counter Washington’s support for Israel in the Gaza conflict. But it is also aimed at advancing a wider goal of pushing U.S. forces out of the Middle East entirely.
By coordinating attacks under the Islamic Resistance in Iraq, these groups are trying to display a unified stance against U.S. interests and policy, showcasing their collective strength and strategic alignment across the region.
But the Islamic Resistance in Iraq is known to be part of the networks of militia groups that Tehran supports.
Iran, through the Islamic Revolutionary Guard Corps’ Quds Force, has provided such militias with money, weapons and training. However, the extent of Iran’s command and coordination in specific incidents like the Jordan attack remains unclear. At this stage, more concrete evidence is necessary to firmly implicate Iran.
As Iran expert Nakissa Jahanbani and I recently explained in an article for The Conversation, Iran’s strategy in the region involves supporting and funding militia groups while granting them a degree of autonomy.
By doing so, Iran maintains plausible deniability when it comes to attacks carried out by its proxies.
So while Iran’s direct involvement in the attack has not been definitively established, Tehran’s long-standing support of groups like the Islamic Resistance in Iraq is well documented, playing a significant role in the regional conflict dynamics and geopolitical strategies.
What options does the US have to respond?
It isn’t clear how the U.S. intends to respond to the attack. The Biden administration faces complex dynamics when it comes to responding to attacks linked to Iranian-backed militias.
While a forceful military strike is an option that the Biden administration appears to be looking at, targeting Iran directly on its own soil is fraught with risks and may be seen as a step too far.
Even when targeting Iranian interests or personnel, such as the assassination of Quds Force General Qassem Soleimani, the U.S has conducted these actions outside Iranian territory.
Iran’s denial of direct involvement in the attack further complicates the situation and makes it less likely that the U.S. attacks Iran in retaliatory strikes.
But adopting a targeted approach, such as striking militia leaders outside of Iran, raises questions about the effectiveness of U.S. tactics in deterring Iran and its proxies.
This strategy has been employed in the past, yet it has not significantly curbed Iran’s or its proxies’ aggressive actions. The concern is that while such strikes are precise, they may not be enough to deter ongoing or future attacks.
The key to the strategy’s success may rest in identifying the most influential factors, or “centers of gravity,” that can effectively influence Iran’s behavior. This means determining key leaders, critical infrastructure or economic assets, which, if killed, destroyed or seized, could substantially alter Iran’s decision-making or operational capabilities.
The Biden administration’s need to balance a strong response with the geopolitical consequences highlights the difficulties of navigating a tense and evolving situation.
How might the attack affect the wider Middle East conflict?
How the U.S. responds could reshape the Middle East’s geopolitical landscape and influence the dynamics of proxy warfare in the region.
A strong military response from Washington might deter Iranian-backed militias from future attacks, but it could also provoke them into taking more aggressive actions.
In the short term, any U.S. retaliation – especially if it targets Iranian interests directly – could escalate tensions in the region.
It could also exacerbate the cycle of tit-for-tat strikes between the U.S. and Iranian-backed forces, increasing the risk of a broader regional conflict.
And given that the attack’s pretext involves the Israel-Hamas war, any U.S. response could indirectly affect the course of that conflict, impacting future diplomatic efforts and the regional balance of power.
A smooth, fruity smoothie provides a delicious way to start your morning strong, add much-needed afternoon energy or cap off a successful day as a better-for-you dessert. The next time you crave a tasty treat, turn to this Tropical Boba Smoothie for a little sip of paradise.
Thicker than traditional boba tea, this tropical-inspired solution features a creamy blend of pineapple, mango, strawberries and coconut served over shiny black boba pearls. With a splash of milk and dollop of plain Greek yogurt, it also boasts the benefits of dairy that are fundamental to good nutrition.
In fact, a balanced diet includes a variety of foods – like dairy – to get essential nutrients and is important to maintain healthy gut and immune function and optimize overall wellness.
Act II Focus Group – K Connor, DCI Fellows and students working on a project to reframe retirement
Colleges and universities are known for helping young adults prepare for the next stage of their lives, but what about supporting mid-life transitions? In this Higher Ed Careers interview, the executive director of Stanford's Distinguished Careers Institute discusses the rise of mid-life transition programs and how higher ed can help older adults plan for their next 20-30 years.
Andrew Hibel, HigherEdJobs:Tell us about your current role in higher ed and the career path that led you there.
Katherine Connor, Executive Director, Stanford Distinguished Careers Institute: I came to Stanford's Distinguished Careers Institute (DCI) as a Fellow in 2018 and am now the program's Executive Director. DCI allows accomplished individuals in midlife to return to college in order to prepare for and design their next 20-30 years. Prior to DCI, I was the executive director of undergraduate career development at the University of Colorado's Leeds School of Business, where we implemented an extensive mentoring program connecting students to peer and professional mentors to enrich their academic experience. I came to higher ed after spending the first 15 years of my career in engineering and business and found that my connections to the business world, as well as my experience with technology and metrics, were incredibly useful for providing personalized support for students and tracking progress towards our goals. I was interested in the DCI role because I discovered that DCI Fellows and undergraduates faced similar challenges in navigating transitions -- finding new purpose, building community, and maintaining wellness -- which were as critical to the successful launch of a first career as to the transition to new endeavors after a long, successful career.
Hibel: Part of your role at Stanford is to broaden the discussion on how higher ed improves the lives of individuals in midlife -- what would you like to highlight about the possibilities that higher ed provides for this population?
Connor: Postsecondary schools are critical in supporting individuals as they go through major life transitions. While they provide a path for young people to take exploratory steps to move into the next stage of their lives, there isn't a clear roadmap for adults as they move to their next stage -- approaching the end of their 'traditional' career/work-life into the next stage that can last 20 or 30 years or longer. Given longer lifespans and the rapid pace of technological change, it is more important than ever for individuals to continue learning, developing new skills, and finding creative ways to solve complex problems. The opportunity for individuals in their 40s, 50s, or 60s to return to college to learn from and work with younger students provides a powerful combination of experience, wisdom, and connections with creative talent, energy, and technology. Colleges and universities are already centers of learning and community development. If they can contribute to the healthy longevity and ongoing contribution of individuals throughout their lifespan, universities can serve not only their own communities, but society at large. The Nexel Collaborative supports schools that are considering or have launched mid-life programs and has grown to include 26 member institutions across the U.S., Canada, and Europe. It has been exciting to see this concept take off and spread to different types of institutions and populations.
Hibel: What makes an effective mid-life transition program at a college or university? And how does it differ from just returning to college as an adult?
Connor: In order for a program to be effective, it needs to serve the needs of the community and align with the mission of the institution. Each of the current programs reflects the culture and unique strengths and attributes of that institution. One important attribute of most existing programs is building a new social network (akin to becoming a freshman again), going through this experience with a cohort of peers who can provide support and connection. We have found that creating opportunities for regular connections and interactions across generations is also beneficial. Rather than being participants in a siloed program for "non-traditional" students, integrating these types of programs with traditional students and classrooms can provide a richer experience for all.
Finally, it is important to consider scaffolding and programming that may be unique for this demographic. For example, DCI provides unique programs, including memoir writing, life-design, and wellness classes that support deep reflection, as well as intentional design and exploration of what's next. Re-orienting older students to life on a college campus and providing meaningful opportunities for engagement with and mentoring of traditional students can be valuable to help integrate these programs and support other initiatives on campus.
Hibel: Do you feel these programs are part of the solution for colleges facing enrollment decline?
Connor: Possibly. Clearly, there is a demographic imperative to broaden access to and opportunities for students of all ages to gain the skills they need to support themselves and contribute to their communities. These programs may be part of the solution, but they are not a "silver bullet" for declining enrollments or university finances, since many in this age group are living on a fixed income. However, I think the upside of programs like these can be tremendous, and it is worth exploring opportunities within your institution's unique context.
Hibel: What is a university or college's role in helping people move between life stages? And who exactly does this help? Are these programs accessible to the middle and working classes?
Connor: Colleges and universities have traditionally focused on a big transition early in life, preparing students to live and contribute independently as young adults. These institutions are hubs of learning, innovation, and cutting-edge thinking on a broad range of topics. They are well-positioned to address the needs of individuals transitioning and looking to expand their horizons at later life stages, as well. As more programs are developed at different types of institutions, I think they will be more broadly accessible and fit the needs and interests of a broader range of participants. Several new programs are designed to be more flexible and affordable, including hybrid and shorter duration models being offered at the University of Indiana Kokomo, the University of Colorado Denver, Queens University in Canada, and a new program launching at Claremont Graduate University.
Hibel: What are 2-3 top things that institutions should consider when marketing to this population?
Connor: Like any group of students, we are not all the same, and these programs are not a "one-size fits all" proposition. Being clear about the goals of your program, what you can provide, and to whom are crucial first steps in considering how to design and market your offering. We have found that flexibility and creating a strong learning community are helpful and valued by participants. Market to your strengths and think about how this new community can be additive to your current programs and students. Be clear about how you want this population to engage with the rest of your community. Also, take advantage of and learn from the institutions that have already launched programs. The Nexel Collaborative is one place to get advice and learn more about best practices and how existing programs are evolving.
Hibel: What keeps you passionate and engaged about this line of work?
Connor: I believe these programs are a win-win-win for students, institutions, and society. It is so inspiring to see the connections fellows make and how they go on to contribute, often with other fellows or students, after the program. There are literally positive ripple effects around the world. Fellows have launched new products and organizations to support mental health, address climate change, and promote bilingualism. They have written and published books, plays, and podcasts. They are working in high schools and teaching entrepreneurship to underserved communities and in the criminal justice system. It is an honor to work with these students and to see the excitement and energy they bring to addressing important challenges, locally and globally. Here are some profiles of our fellows and what they have accomplished. As a lifelong learner and someone who has made many career transitions, I enjoy working with others to help them discover new interests and pathways for their next chapters.
This article is republished from HigherEdJobs® under a Creative Commons license.
As a group, United States military veterans have played an important role in protecting the rights and freedoms enjoyed today. However, the sacrifices made by service members can become easy to overlook with the passage of time.
For example, consider the experiences of Pfc. Antonio Ralph Martinez, one of 2,223 U.S. military servicemen aboard the Leopoldville, a Belgian transport ship. Ahead of the Battle of the Bulge, the last major German offensive of World War II, the Leopoldville was crossing the English Channel from England to France when a German U-boat struck it with a torpedo on Dec. 24, 1944.
In an interview for the Library of Congress Veterans History Project, Martinez recalled the ship zigzagging across the channel to dodge possible attacks. He was playing cards and jolted forward when the torpedo hit. Under blackout conditions, Martinez jumped to a nearby destroyer, sliding down a rope into the frigid water, where he stayed, developing hypothermia, until being rescued by a tugboat after about two hours.
Of those on board the Leopoldville, 515 are presumed to have gone down with the ship while another 248 died from injuries, drowning or hypothermia. Martinez was awarded a Bronze Star for his combat service during World War II and later served in the Air Force during the Korean War.
Stories like Martinez’s showcase the valor and sacrifice of veterans who deserve gratitude. Consider these three small gestures to help show appreciation to the veterans in your community as they reacclimate to civilian life following their service.
Send a “Thank You” Card
Offering a heartfelt acknowledgment of the challenges veterans faced is one of the simplest ways to show them your appreciation and provide an emotional boost. If you know a veteran in your community, consider sending a handwritten “thank you” note. Or consult with a local veterans service organization that may be able to help you share a letter, card, care package or supportive email with former military personnel in your area.
Encourage Veterans to Share Their Stories
The stories veterans carry with them are powerful and often help shape who they are. These stories can hold valuable lessons, details of accomplishments and battles won or memories of friendship and camaraderie. They can also serve as reminders of sacrifice and hardship.
Through the Veterans History Project, the Library of Congress collects and preserves the firsthand remembrances of U.S. military veterans like Martinez and makes them accessible. The project allows future generations to hear directly from veterans and better understand what they saw, did and felt during their service.
Participating in the program involves submitting a 30-minute (or longer) unedited video or audio interview sharing service details and/or a collection of original photographs or correspondence. Veterans, or families of deceased veterans on their behalf, may also submit a minimum 20-page journal or unpublished memoir and/or 10 or more original photos or letters. To get started, visit loc.gov/vets and click “How to Participate” to download a how-to field kit for details, instructions and required forms.
Volunteer at Veterans Facilities or Organizations
Many veterans organizations, including Department of Veterans Affairs hospitals and medical facilities, welcome volunteers to assist with a variety of tasks such as clerical work, organization, transportation and simply visiting with wounded veterans to brighten their days. After locating a facility near you, contact the staff to arrange a visit and learn more about opportunities to volunteer your time and skills.
As a RE/MAX® agent, I’m dedicated to helping my clients find the home of their dreams. Whether you are buying or selling a home or just curious about the local market, I would love to offer my support and services. I know the local community — both as an agent and a neighbor — and can help guide you through the nuances of our local market. With access to top listings, a worldwide network, exceptional marketing strategies and cutting-edge technology, I work hard to make your real estate experience memorable and enjoyable. Check out my Website and Listings here!
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Often positioned near the primary point of entry, mudrooms are a popular addition to many family homes. These organizational dynamos are the perfect place to catch muddy boots, backpacks, sports equipment and dirty paws before they make it all the way into the main living areas.
Luxurious mudrooms in high-end homes can sometimes boast custom cabinetry, full bathrooms, laundry facilities, showers for pets and direct pantry access.
Regardless of whether your mudroom is an actual room or just a small space near the front door to hang bags and jackets, the organizational basics are the same:
Corral Clutter: One of the most important items in any mudroom is storage for shoes, pet supplies, backpacks, sporting equipment and other items. If built-in storage isn’t in your budget, put up a sturdy shelving unit with a bin or basket for each family member.
Get Hooked: Securely anchor a row of strong hooks along the wall for coats, hats, scarves or other seasonal accessories that may otherwise find themselves dropped on the floor upon arriving home.
Mud Happens: Mudrooms are meant to handle dirt so nix the carpet and lay down tile or hardwood flooring. Pick a stylish rug to catch dirt in its tracks while also adding a design element to the space.
Shoe Space: Place a wooden bench or sturdy coffee table near the door so everyone has a place to sit while removing shoes. Slide a few baskets or bins underneath as an alternate location for storing backpacks and other gear when not in use.
Take Command: Create a family command center by adding a small cabinet or desk with a corkboard above. It makes for a perfect spot to stash keys, charge cell phones, open mail, sort school papers and post the family calendar.
OPINION: A massive bias in medical studies toward men of European origin means that genetic variants in understudied populations don’t get the focus they deserve
By Manuel Corpas
Warfarin is a powerful blood thinner and a leading drug for cardiovascular disease worldwide. But in South Africa, it is among the top four drug varieties leading to hospitalization from adverse drug reactions. It’s reasonable to suppose that the drug has similar problematic effects farther across sub-Saharan Africa, though the national data needed to show it are lacking.
The fact that warfarin is riskier in some populations than others isn’t a surprise. Different geographic regions tend to host people with slightly different genetic makeups, and sometimes those genetic differences lead to radically different reactions to drugs. For certain people, a higher dosage of warfarin is fine; for others, it’s dangerous. Researchers have known this for decades.
The problem is that the majority of medical research, including genetic research, is still done mainly on one subset of the world’s population: men of Northern European origin. This means that negative drug-gene interactions in other, less well-studied populations can fly beneath the radar. In the case of warfarin, one study concluded that using someone’s genetic information to help guide their drug dosing would benefit 18 percent to 24 percent of people categorized as white, but have no benefit for people identified as Black, Chinese or Japanese.
While that study is a decade old, the general point still holds true: A bias in our current understanding of the genetics of different populations means that some people would be helped far more than others by genetically informed personalized medicine.
As a bioinformatician, I am now focusing my attention on gathering the statistics to show just how biased medical research data are. There are problems across the board, ranging from which research questions get asked in the first place, to who participates in clinical trials, to who gets their genomes sequenced. The world is moving toward “precision medicine,” where any individual can have their DNA analyzed and that information can be used to help prescribe the right drugs in the right dosages. But this won’t work if a person’s genetic variants have never been identified or studied in the first place.
It’s astonishing how powerful our genetics can be in mediating medicines. Take the gene CYP2D6, which is known to play a vital role in how fast humans metabolize 25 percent of all the pharmaceuticals on the market. If you have a genetic variant of CYP2D6 that makes you metabolize drugs more quickly, or less quickly, it can have a huge impact on how well those drugs work and the dangers you face from taking them. Codeine was banned from all of Ethiopia in 2015, for example, because a high proportion of people in the country (perhaps 30 percent) have a genetic variant of CYP2D6 that makes them quickly metabolize that drug into morphine, making it more likely to cause respiratory distress and even death.
Researchers have identified over a hundred different CYP2D6 variants and there are likely many, many more out there that we don’t yet know the impacts of — especially in understudied populations.
Back in 2016, researchers published an important article looking at more than 2,500 genome-wide association studies done up to that time. These are studies that scan the genomes of thousands of people to find variants associated with disease traits. What the researchers found was disturbing: While there had been some improvement in diversity since 2009, still 81 percent of the nearly 35 million samples in those studies came from people of European descent.
You might expect that, since everyone knows this is a problem, it would have gotten much better over recent years. It hasn’t. In 2021, another study of genome-wide association studies showed that the European-origin proportion had increased, not decreased, from 81 percent to 86 percent.
It’s not just genome-wide studies that have this issue. Direct-to-consumer genetic sequencing services like 23andMe are also skewed: One analysis suggests that 95 percent of the participants have predicted European ancestry, compared to just 2 percent African. And in PharmGKB, one of the world’s leading databases of drug-gene interactions, 64 percent of the data come from people of European ancestry, though this group makes up only 16 percent of the global population. Indigenous Americans account for the smallest amount of the data (just 0.1 percent). But when taking global population into account, it is Central and South Asian people who are least well represented, with only 2 percent of the data but 26 percent of the global population.
People of African descent have the greatest genetic diversity on the planet (because humanity originated in Africa), and so arguably they deserve the greatest amount of study. But this is hardly the situation. This population makes up just 4 percent of the PharmGKB dataset, for example.
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Geographic ancestry isn’t the only factor that’s biased. Women make up only 38 percent of participants in studies of drug effectiveness and pharmacokinetics, for example. Because of gender bias all along the line, women experience adverse drug reactions nearly twice as often as men. And this doesn’t even scratch the surface of people with genetic conditions — like my son who has Down syndrome — or other disabilities.
There are some good efforts working to correct these problems. On 18 October 2023, researchers announced plans to create one of the largest-yet databases of genomes exclusively from people with African ancestry. The project aims to recruit at least 500,000 volunteers (for comparison, tens of millions of people globally have had their genomes sequenced to date). This is a great effort; more should follow suit.
Everyone stands to gain from more diverse work. Right now, one clue that researchers use to help determine whether a genetic mutation might be linked to disease (or not) is whether that mutation is rare (or not); if a variant is extremely uncommon, this is one hint that it might be pathogenic (since most people don’t have a given disease). But this could be sending researchers chasing after red herrings. One study published in March 2023, for example, performed whole-genome sequencing on 180 people from 12 indigenous African populations, and found that of 154 mutations labeled “pathogenic” or “likely pathogenic” in a well-known database, 44 were at least five times more frequent in at least one of these African populations. This suggests that those mutations might be benign after all.
The International Covenant on Economic, Social and Cultural Rights, adopted by the United Nations General Assembly on 16 December 1966, recognizes everyone’s rights to enjoy the benefits of scientific progress. But that is not happening yet. We need to ramp up representation in genetic and medical studies to ensure fair treatment for all.
Were dinosaurs already on their way out when an asteroid hit Earth 66 million years ago, ending the Cretaceous, the geologic period that started about 145 million years ago? It’s a question that has vexed paleontologistslike us for more than 40 years.
In the late 1970s, debate began about whether dinosaurs were at their peak or in decline before their big extinction. Scientists at that time noted that while dinosaur diversity seemed to have increased in the geologic stage that spanned 83.6 million to 71.2 million years ago, the number of species on the scene seemed to decrease during the last few million years of the Cretaceous. Some researchers have interpreted this pattern to mean that the asteroid that struck the Gulf of Mexico was simply the final blowfor an already vulnerable group of animals.
However, others have argued that what looks like a decrease in the diversity of dinosaurs may be an artifact of how hard it is to accurately count them. Fossil formations might preserve different dinosaurs more or less often based on factors like their favored environment and how easily their bodies fossilized there. The accessibility of various outcrops could influence what kinds of fossils researchers have so far found. These biases are a problem because fossils are what paleontologists must rely on to conclusively answer how healthy dinosaur populations were when the asteroid hit.
At that crucial moment, what was really happening to dinosaur diversity? Discovery, identification and description of new dinosaurs provide vital clues. This is where our work comes in. Close examination of what we’d thought was a juvenile specimen of an already known species of dinosaur from this time period revealed that it was actually part of an adult from a completely new species.
Our work focusing on the life stage of our specimen demonstrates that dinosaur diversity may not have been declining before the asteroid hit, but rather that there are more species from this time period yet to be discovered – potentially even through reclassification of fossils already in museum collections.
Kyle Atkins-Weltman holds the femur of the new dinosaur as it was received, with the other fossils in the background.Kyle Atkins-Weltman
Clues inside the bones of a birdlike dinosaur
Our new study focused on four hindlimb bones – a femur, a tibia and two metatarsals. They were unearthed in South Dakota, in rocks of the Hell Creek Formation, and date to the final 2 million years of the Cretaceous.
The only known species of caenagnathid from this time and region was Anzu, sometimes called the “chicken from Hell.” Covered in feathers and sporting wings and a toothless beak, Anzu was between roughly 450 and 750 pounds (200 and 340 kilograms). Despite its fearsome nickname, though, its diet is a matter of debate. It was likely an omnivore, eating both plant material and small animals.
Because our specimen was significantly smaller than Anzu, we simply assumed it was a juvenile. We chalked up the anatomical differences we noticed to its juvenile status and smaller size – and figured the animal would have changed had it continued to grow. Anzu specimens are rare, and no definite juveniles have been published in the scientific literature, so we were excited to potentially learn more about how it grew and changed throughout its lifetime by looking inside its bones.
Just like with a tree’s rings, bone records rings called lines of arrested growth. Each annual line represents part of a year when the animal’s growth slowed. They would tell us how old this animal was, and how fast or slow it was growing.
We cut through the middle of three of the bones so that we could microscopically examine the internal anatomy of the cross-sections. What we saw completely uprooted our initial assumptions.
Teal markers point to lines of arrested growth on the cross-section of fossilized bone. Toward the outside of the bone, the lines are much closer together, reflecting less growth per year. Researchers counted exactly six lines, meaning this animal was between 6 and 7 years old when it died.Holly Woodward
In a juvenile, we would expect lines of arrested growth in the bone to be widely spaced, indicating rapid growth, with even spacing between the lines from the inside to the outside surface of the bone. Here, we saw that the later lines were spaced progressively closer together, indicating that this animal’s growth had slowed and it was nearly at its adult size.
This was no juvenile. Instead, it was an adult of an entirely new species, which we dubbed Eoneophron infernalis. The name means “Pharaoh’s dawn chicken from Hell,” referencing the nickname of its larger cousin Anzu. Traits unique to this species include ankle bones fused to the tibia, and a well-developed ridge on one of its foot bones. These weren’t features a young Anzu would outgrow, but rather unique aspects of the smaller Eoneophron.
Expanding the caenagnathid family tree
With this new evidence, we started making thorough comparisons with other members of the family to determine where Eoneophron infernalis fit within the group.
It also inspired us to reexamine other bones previously believed to be Anzu, as we now knew that more caenagnathid dinosaurs lived in western North America during that time. One specimen, a partial foot bone smaller than our new specimen, appeared distinct from both Anzu and Eoneophron. Where once there was one “chicken from Hell,” now there were two, and evidence for a third: one large (Anzu), weighing as much as a grizzly bear, one medium (Eoneophron), humanlike in weight, and one small and yet unnamed, close in size to a German shepherd.
Eoneophron infernalis and the smaller unnamed species now join the larger Anzu as late-Cretaceous caenagnathid dinosaurs from the Hell Creek region.Zubin Erik Dutta
Comparing Hell Creek with older fossil formations such as the famous Dinosaur Park Formation of Alberta that preserves dinosaurs that lived between 76.5 million and 74.4 million years ago, we find not only the same number of caenagnathid species, but also the same size classes. There, we have Caenagnathus, comparable to Anzu, Chirostenotes, comparable to Eoneophron, and Citipes, comparable to the third species we found evidence for. These parallels in both species count and relative sizes offer compelling evidence that caenagnathids remained stable throughout the last part of the Cretaceous.
Our new discovery suggests that this dinosaur group was not declining in diversity at the very end of the Cretaceous. These fossils show that there are still new species to be discovered, and support the idea that at least part of the pattern of decreasing diversity is the result of sampling and preservation biases.
Did large dinosaurs go extinct the way a Hemingway character quipped he went broke: “gradually, then suddenly”? While there are plenty of questions still outstanding in this extinction debate, Eoneophron adds evidence that caenagnathids were doing quite well for themselves before the asteroid ruined everything.
This article has been updated to correct the full name in English of the new species.
CUPA-HR Data Highlights Trends in Representation and Pay Equity in the Higher Education Workforce, Updated for 2023
When it comes to representation and pay equity for women and people of color in the higher education workforce, colleges and universities still struggle to make meaningful progress. Through several interactive graphics representing years of research, CUPA-HR shines a light on the progress that has been made and the disparities that persist. These graphics represent data from CUPA-HR’s four signature higher ed workforce surveys — Administrators, Faculty, Professionals and Staff — from 2017 through 2023.
Administrators
Although the percentage of racial/ethnic minorities in higher ed administrative roles has experienced consistent growth over time, this progression has not kept pace with the increasing number of minorities earning graduate degrees, according to data from IPUMS. Women maintain a majority presence in administrative positions overall, but women of color represent less than 11 percent of these roles.
Pay disparities for women administrators of all races/ethnicities persist. All female administrators except for Asian women continue to receive lower salaries overall than do White men who hold the same position. Conversely, men of color, except for Native American/Alaska Native men, are generally paid salaries greater than those of White men.
The Administrators in Higher Education Survey collects data on administrator positions that manage a higher ed institution or a division within it.
There are two notable findings regarding faculty composition. First, more women are represented in non-tenure-track than in tenure-track faculty. Second, with each increase in rank, the proportions of women faculty and faculty of color decrease for both tenure-track and non-tenure-track faculty. This means that women faculty are over-represented in the lowest-paying and lowest-ranking positions, and as faculty get promoted there are fewer people of color.
Pay gaps within rank persist, particularly for women faculty at the professor level, regardless of tenure status. These gaps are most notable for female professors of color in non-tenure-track positions. Pay gaps for assistant and associate professors have narrowed over time, particularly for tenure-track faculty.
The Faculty in Higher Education Survey collects data on tenure-track faculty positions and non-tenure-track teaching faculty positions.
Women’s representation has increased from 58 percent to 61 percent across all professionals’ positions since 2017. This change is due to slight increases in the representation of women of color since 2017. However, women of all races/ethnicities are paid less than their male counterparts. In addition, Hispanic/Latino men, Native Hawaiian men, and men of two or more races are paid less than White men. All groups are paid more equitably now than in 2017 except for Hispanic/Latina women and men of two or more races.
The Professionals in Higher Education Survey collects data on positions in specific functional areas in higher ed institutions, such as academic or student services, that usually require a baccalaureate degree.
Staff employees have a higher representation of people of color than any other higher ed employee group. This is notable in that staff positions are the lowest-paying positions in higher ed. Women of color represent about 19 percent of all higher ed staff, and men of color represent about 13 percent of all higher ed staff.
Since 2017, women staff overall have been paid consistently and considerably less than White men. Pay equity for American Indian/Alaska Native women, Asian women, and Native Hawaiian/Other Pacific Islander women was better in 2023 than in 2017. Pay equity is the same or worse now than in 2017 for Black women, Hispanic/Latina women, women of two or more races, and White women. Men of color fare considerably better than women of color when it comes to pay equity.
The Staff in Higher Education Survey collects data on positions that are generally non-exempt and do not require a college degree.
About CUPA-HR CUPA-HR is the recognized authority on compensation surveys for higher education, with its workforce surveys designed by higher ed HR professionals for higher ed HR professionals and other campus leaders. CUPA-HR has been collecting data on the higher ed workforce for more than 50 years, and we maintain one of the largest workforce databases in existence. CUPA-HR also publishes numerous research publications and interactive graphics highlighting trends and issues around higher ed workforce planning, pay equity, representation of women and racial/ethnic minorities and more. Learn more about CUPA-HR research.
CUPA-HR is higher ed HR. We serve higher education by providing the knowledge, resources, advocacy and connections to achieve organizational and workforce excellence. Serving more than 33,000 HR professionals and other campus leaders at nearly 2,000 member institutions and organizations around the country and abroad, the association offers learning and professional development programs, higher education salary, benefits and demographic data, extensive online resources and just-in-time regulatory and legislative information.
Contact Information Missy Kline Project Manager – Communications and Marketing mkline@cupahr.org
For example, consider the experiences of Pfc. Antonio Ralph Martinez, one of 2,223 U.S. military servicemen aboard the Leopoldville, a Belgian transport ship. Ahead of the Battle of the Bulge, the last major German offensive of World War II, the Leopoldville was crossing the English Channel from England to France when a German U-boat struck it with a torpedo on Dec. 24, 1944.
