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What: a 2-day conference on using open data in international development aid
For whom: developers, practicioners and policy makers
More transparency of aid flows and results will lead to better insights and collaboration.
But how can we make this work?
The Open Data for Development Camp brings together a diverse crowd of development aid workers, policy-makers, researchers, journalists, IT staff, software developers and service providers:
* A round-table for decision-makers: introducing key concepts, threats and opportunities, discussing conditions and policies to introduce open data in an organisation, and expected added value and return on investment.
* Clinics and workshops for practitioners: defining open data and data sets, presenting best practices and lessons learned, developing a joint open data policy and privacy framework for programmes and projects, and learning about data-driven journalism and communication.
* Hack days and code sprints for developers: dealing with repositories and registries, supporting standards and APIs, publishing and reusing data sets, linking open data, and developing tools, apps and mash-ups.
The Open Data for Development Camp is an activity of Open for Change, a new platform hosted by Partos. Open for Change was founded to bring together innovative development initiatives and share information on developments, to support organisations in transitioning to effective use of open data. Open for Change also develops a central place for data on Dutch international aid, building on existing tools and platforms. The Open Data for Development Camp is organized by Open for Change under the responsibility of Partos and in cooperation with and financed by the Netherlands Ministry of Foreign Affairs. It is part of the shared ambition of Partos and the Ministry of Foreign Affairs to report about results of Dutch international development activities in a transparent way, on the basis of open data.
Similarly, Immigration Law and Refugee and Asylum Law are currently both offered only in the Fall. Professor Haynes advises those interested in the Immigration track to try to take both of these courses. Refugee and Asylum Law is space limited.
Finally, there are clinics in addition to the Immigration Law Clinic that may be suitable for an immigration law related placement. These include the Administrative Law Clinic, International Law Clinic and Public Interest Clinic. If you cannot fit the Immigration Law Clinic into your schedule, you may consider talking with Professor Engler about finding an immigration placement and taking it in one of the other above-listed clinics.
When: April 12, noon
Where: Harvard Law School Campus, 332 Pound Hall, 1563 Massachusetts Avenue
Soros Justice Advocacy Fellowships:
June 27th @ Noon, Room 230 Dockser, Adam Culbreath, Program Officer
Soros fellowships fund outstanding individuals—including lawyers, advocates, grassroots organizers, activist academics, and others with unique perspectives—to initiate innovative policy advocacy projects at the local, state, and national levels that will have a measurable impact on criminal justice reform. Fellowships are 18 months in duration, may be implemented in conjunction with a host organization, and can begin in either April or September of 2012. Information available @ http://www.soros.org/initiatives/usprograms/focus/justice/programs/justice_fellows/guidelines/advocacy.
Equal Justice Works Fellowships:
July 11th @ Noon, Room 230 Dockser, Chuck Jackson, Director of Fellowships
Equal Justice Works (EJW) is the national leader in creating postgraduate public interest fellowship for law students and lawyers. EJW fellowship programs provide financial and technical support to lawyers working on innovative and impact-oriented legal projects. Fellows work on a range of issues, including domestic violence, homelessness, community economic development, immigration, civil rights, juvenile justice, employment rights, access to health care, consumer fraud and environmental justice. Mr. Jackson will be speaking about AmeriCorps legal and Equal Justice Works Fellowships as well as the new Public Defender Corps. Program. Information available @ http://www.equaljusticeworks.org/post-grad.
July 18th @ Noon, Room 230 Dockser, Susan Butler Plum, Director
Skadden Fellowships fund third year students and exiting judicial clerks who propose projects that provide civil legal services to the poor, including the working poor, the elderly, the homeless and the disabled, as well as those deprived of their civil or human rights. Fellowships are awarded for two years. Skadden provides a salary, loan forgiveness and fringe benefits. Information available @ www.skaddenfellowships.org.
The UK is hosting the London Conference on Libya today to discuss the latest situation and next steps with our allies and partners.
More than 40 Foreign Ministers and representatives from key regional organisations are expected to attend.
These include United Nations Secretary General Ban Ki Moon, the Chairman of the African Union Dr Jean Ping, OIC Secretary General Dr Ekmeleddin Ihsanoglu, the Prime Minister of Qatar, Foreign Ministers from key regional countries including Iraq, Jordan, UAE, and Morocco, Secretary Clinton, and Foreign Ministers from across Europe and NATO members, along with Secretary General Rasmussen.
The Arab League, Lebanon and Tunisia will also be represented.
The London Conference will be chaired by the Foreign Secretary William Hague and opened by Prime Minister David Cameron.
The London Conference aims to strengthen and broaden the international community’s commitment to implementing UNSCRs 1970 and 1973, ensuring that Libyan civilians are protected from violence.
The Conference will also reaffirm the importance of urgent humanitarian assistance to Libya, in particular to alleviate the suffering in Misrata and on Libya’s borders given the disruption of essential supplies such as water, food and medical provisions.
It will also call for a political process which helps create the conditions in which the people of Libya can chose their own future, supported by the international community.
Ahead of the Conference, Mr Cameron and President Sarkozy issued a joint letter setting out the aims of the Conference.
Read more: Libya: background
At the Celebrity Fight Night charity event in Scottsdale AZ, the company also donated $2.5 million to help fight Parkinson's disease. Along with Muhammad Ali, other celebrities recognized Bob Parsons as an inspiring philanthropist.
Inspiring others seems to be a mission of Bob Parsons in many ways. On his personal video blog site he posts wild, wacky and fun videos that serve as motivational messages and tips for other entrepreneurs. This episode below, #42 is in response to the many questions that Bob Parsons receives from entrepreneurs about how to stay motivated and keep going in bad times.
His motivational videos don't say anything about giving back to the community as a part of a business strategy. But one gets the sense that giving back, inspiration and helping others is part of the mission of Go Daddy and its founder.
To find out more about Go Daddy's charity work, visit GoDaddyCares.
For related stories about other philanthropic companies that also strive to inspire others.
Socks For Happy People
Thanks to the efforts of Working Mother Magazine, we can now see both inside the minds of women executives as well as the corporations that hire and allow them to soaring maximum potential.
Working Mother Media publishes a list of the 100 Best Companies for Working Mothers (see bottom of article for list).
- So what makes these companies special in the eyes of working women?
- And is this what women really want, or are there unsettled demands?
- In today's marketplace, what would a women's Wish List look like?
Before answering those questions, I think it's necessary to state just why such companies are important to Socially Responsible Investing. Accommodating all persons regardless of race, color, gender, etc. is not only the right thing to do, but it leads to performance increases versus companies that are closed to all but a select group of persons. Such companies tend to have cutting-edge Work-Life strategies for employees, as well as a high representation of women on their boards.
Evidence suggests that companies with a strong female representation at board and executive levels perform better than those without, and that gender-diverse boards have a positive impact on performance. (Source: Women Matter, McKinsey & Co, 2007). According to a recent British paper entitled Women on Boards (Feb. 2011) there is a strong business case for balanced boards - such boards are more likely to be effective, better able to understand their customers and stake holders, and to benefit from fresh perspectives, new ideas, and broad experience. This, leads to better decision making.
Studies have shown that companies with diverse boards among European companies, outperform on the equities markets. Also, and maybe to be expected, such companies have outperformed their rivals financially, with a 42% higher return on sales, 66% higher return on invested capital, and 53% higher return on equity. (Respective Sources: McKinsey & Co. 2007, Catalyst 2007.)
The above isn't just for European companies. A Canadian study found that boards with more than average women members, were more likely to identify criteria for measuring strategy, follow conflict of interest guidelines, and adhere to a code of conduct. The above are characteristics of companies with good governance. Remember, the key criteria of Socially Responsible Companies are ESG (Environment, Social and Governance). Already, 2 out of 3 are satisfied when analyzing the best companies for women. (Source: The Conference Board of Canada, Ottawa).
Achieving more women in the workplace and increasing workplace flexibility can be achieved via enforcing (via regulation) more women on boards, or by Best Practices by the 100 Best Companies. Each country has it own way of achieving women in the workplace via higher board representation. For example, in the United States, the recent Dodd-Frank Act's Diversity Offices will implement rules to ensure the fair inclusion and utilization of minorities and women in all firms that do business with government agencies. Other than the Sarbanes-Oxley Act of 2002, the U.S. is pretty much "hands-off" in this area. On the other end, are countries that are forcing quotas on publicly-owned companies. As would be expected, these companies include Norway, Spain, Iceland, Finland - with France, Netherlands, and the European Union considering legislation of quotas. (Source: United Kingdom based panel paper entitled Women on Boards, 2/11).
The UK panel above wanted to know what could be done to achieve recruitment of women into the boardroom. It turns out that lack of flexibility around work/life balance was a big deterrent. This happens to be exactly what Working Mother Media has focused on in their various Best Companies studies. It is the aforementioned that Women Want!
According to survey conducted by Working Mother Media, "for 94% of the 100 Best Companies, Flexibility is more than an employee accommodation; it is an essential business strategy. Flexibility is part of:
- facilities planning
- disaster planning
- and Sustainability and Environmental Strategies.
Flexibility has been something that's easier said than today. Historically, the Best Companies for Working Mothers have focused on their unique needs by trying to address Childcare, Parental leave and Flextime. The key word here is "trying" as creating a successful company culture that allows for real flexibility take a lot of work!
Let me give you some examples, traditionally Child-care meant handing out a list of resources (you know people/places to call). Flexibility meant having different Start/Stop times. Career support basically started and ended in the beginning. Companies would have targeted hiring programs for women. But that was it.
Moving forward of 2 decades, one can see some big changes. Child-care doesn't just mean giving you a sheet of referrals. Instead Onsite child care centers are offered to women (and men) employees. There have been big advancements in Flexibility thanks to the Internet. Now women can work from home on their computers and soon they'll be able to be video-conferenced in. Some companies like IBM, actually have virtual buildings/offices where employees from all over the world can conduct meetings. Lastly, Career support now doesn't end at the hiring process. Now women receive mentoring, network groups and training programs.
So you might be asking, how did the Best Companies get from Point A to Point B and improve themselves so drastically. Best Practices among the Best Companies include doing these things, according to the Working Mother Media survey:
- Use Surveys, lots of them
- Support from upper management
- Training & Accountability (for career advancement for women)
- Using Metrics to measure progress
- and focusing on Communications
Below is the Directory/List of the Best Companies 2010 courtesy of Working Mother Magazine.