or
More transparency of aid flows and results will lead to better insights and collaboration.
CLICK HERE FOR MORE ON THIS EVENT
What: a 2-day conference on using open data in international development aid
For whom: developers, practicioners and policy makers
Hashtag: #ODDC
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.
ODDC
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.
Interested in the Immigration Law track? Professor Haynes offers the following advice:
In Spring 2012, a Business Immigration Law course is tentatively scheduled for Tuesday evenings. Professor Haynes advises those interested in the Immigration track to take this course. It may be offered every spring, but that will not be determined until next year, so it may be the only chance for 2L's and 3L's to take it.
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.
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.
Skadden Fellowship Information Session
The Skadden Fellowship is a program that awards approximately 25 fellowships year year to graduating law students and judicial clerks to provide two years of civil legal services to indigent clients through public interest organizations chosen by the Fellows.
What: Skadden Fellowship Information Session, conducted by Susan Butler Plum
When: April 12, noon
Where: Harvard Law School Campus, 332 Pound Hall, 1563 Massachusetts Avenue
When: April 12, noon
Where: Harvard Law School Campus, 332 Pound Hall, 1563 Massachusetts Avenue
Public Interest Fellowship Series
Boston-Area Law Students and Graduates Are Invited to Attend Three Fellowship Information Sessions at Northeastern School of Law This Summer!
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.
Skadden Fellowships:
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.
UN Libya Sanctions Chair Says No Arms to Rebels, US Says It Can as Obama to NY
By Matthew Russell Lee
UNITED NATIONS, March 28 -- On the Libya arms embargo, things get more and more strange. On Monday Chairman Cabral of the UN Libya Sanctions Committee stated on camera that there is a full embargo on arms to Libya, including to the rebels.
When he was told, as Inner City Press and other have been, that the UK is seeking a legal opinion, Cabral said this was just talk, and reiterated his reading of the resolution: a full arms embargo. This position has been echoed to Inner City Press by other Security Council members.
How then can not only Obama administration spokesman Jay Carney on March 25, but also Defense Secretary Robert Gates on March 27, say that the UN resolutions have the flexibility to allow for arms transfers to the rebels?
Skeptics at the UN say that if the George W. Bush administration was making such comments, there would howling about their contempt for international law and multi-lateralism. But now very little is being said. Would this silence continue if the US did in fact more to arm the rebels?
The US did not even raise the issue to debate it in the Sanctions Committee's first meeting on March 25, Inner City Press is reliably informed.
Susan Rice, Obama and Clinton, negotiation of Paragraph 4 and new position not shown
At the March 28 UN noon briefing, Inner City Press asked UN spokesman Martin Nesirky about two of the requests that were discussed in that meeting, by Belarus and Senegal:
Inner City Press: has Kuwait written a letter to the Council under resolution 1973 (2011)? And also, there are supposedly some notes verbale that went in and I wanted to know what… if you can confirm one from Belarus and Senegal, and describe what they concerned.
Spokesperson Nesirky: As you know, when we have had notifications that have gone through to the Council, then we have been advising you. I don’t have any update beyond the numbers that the Secretary-General used. And I know that the question was posed during the briefing on Friday; we don’t have any further update on notifications since then.
Inner City Press: And do you know, this thing on Ukraine, because you’ve been the one to announce Ukraine and then take it off, could we, just for the purposes of transparency, understand why it was on and then off?
Spokesperson Nesirky: Well, we did go through this a number of times, and I know it was raised again here on Friday. So, I don’t think we need to…
Inner City Press: But we didn’t really get to why did it go on and then come out.
Spokesperson Nesirky: Well, as I mentioned to you before, there are different kinds of notification under the terms of the resolution. Some are relating to military action and others not. And so I think it needs to be seen in that context, as well. And if there are further updates, then obviously we will make sure that the people have those.
Inner City Press: And just also on Libya, on the Envoy, Mr. [Abdul Ilah] Khatib, I wanted to know a couple of things. I have been told that there is an OLA [Office for Legal Affairs] ruling that he cannot receive funds from Jordan and as a full-time Envoy at the same time. I wanted you to either confirm or deny that. And also that he has requested to work out of Amman, and has requested the use of private planes only.
Spokesperson Nesirky: As I have said to you, and as Farhan [Haq] said to you on Friday, there are some details that are still being worked out with regard to the contract, as Farhan mentioned to you on Friday. I don’t have anything to add to that at the moment.
While the UN Secretariat, ostensibly coordinating the action in Libya, still has not answered, Inner City Press can now report that another note verbal was submitted by Malta. We have made inquiries with the Maltese Mission and will report more on this.
President Barack Obama is slated to dedicate the new US Mission to the UN building on Tuesday afternoon. Some are wondering if, for the photo op, USUN has invited anti-Gaddafi Libyan diplomats Ibrahim Dabbashi and Shalgam, who while no longer representing Libya at the UN have been given courtesy passes by the Ban Ki-moon administration of the UN. Watch this site.
Should the U.S. Arm Libya's Rebels?
CLICK HERE TO CAST YOUR VOTE @FOXNEWS
Susan Rice, the U.S. ambassador to the United Nations, says the Obama administration has not ruled out arming Libyan rebels seeking to overthrow Muammar al-Qaddafi. Should the U.S. arm the rebels?
Share your thoughts, answer our question then click "Leave a Comment."
London Conference on Libya
click here for more about this
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
Go Daddy Delivers a Knock Out Punch In Giving
While Go Daddy may the premier domain registry business, it also delivers a knock out punch in philanthropic giving. No wonder that CEO Bob Parsons received the Muhammad Ali Entrepreneur Award for donating over $2.8 million to date, to causes such as Make a Wish Foundation, Starlight Foundation, Juvenile Diabetes Foundation and many other local groups based in communities where GoDaddy has offices.
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.
Charitable Designs
Socks For Happy People
GiveSomethingBack
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.
Charitable Designs
Socks For Happy People
GiveSomethingBack
What do Women Want ? (Best Companies for Working Mothers)
This article is formerly entitled What Do Women Want, after the 2000 hit romantic comedy film starring Helen Hunt and Mel Gibson. The movie is actually quite insightful, as Mel Gibson's character accidentally becomes able to hear women's thoughts. Helen Hunt's character happens to be a successful ad executive, of which Mel's competing with (at least until he gets himself into trouble).
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).
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:
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:
Below is the Directory/List of the Best Companies 2010 courtesy of Working Mother Magazine.
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.
Subscribe to:
Posts (Atom)