WASHINGTON, DC – NOVEMBER 11: LeBron James #23 of the Cleveland Cavaliers looks on after defeating the Washington Wizards at Verizon Center on November 11, 2016 in Washington, DC. NOTE TO USER: User expressly acknowledges and agrees that, by downloading and or using this photograph, User is consenting to the terms and conditions of the Getty Images License Agreement. Patrick Smith/Getty Images/AFPNew York Knicks president Phil Jackson described LeBron James as a high-maintenance player who likes to get preferential treatment on road trips, the US media reported on Tuesday.“LeBron James likes special treatment. He needs things his way,” Jackson said in an interview this week with ESPN’s Jackie MacMullen.ADVERTISEMENT Smart’s Siklab Saya: A multi-city approach to esports Messi lifts Argentina, Sanchez saves Chile in World Cup qualifiers Where did they go? Millions left Wuhan before quarantine MOST READ Jackson, 71, told a story of how James left the Miami Heat in the summer of 2014 to join his hometown Cleveland Cavaliers and how disappointing it was for Heat president Pat Riley to lose his superstar.“It had to hurt they lost LeBron,” Jackson said. “That had to be a slap in the face.”FEATURED STORIESSPORTSGinebra teammates show love for SlaughterSPORTSWe are youngSPORTSCone plans to speak with Slaughter, agentJackson said that during James’ stay in Miami, he requested the team stay over in Cleveland during a road trip.He said Heat coach Erik Spoelstra wasn’t sure how to handle the situation so he contacted Riley, who told him that no single player is bigger than the team. “It’s not what I stand for, it’s not what my family stands for. I believe the only reason he used that word is because he sees young African-Americans trying to make a difference.“We’re not going to let Phil Jackson’s comments stop us from doing what we need to do. It just gives us extra motivation. But it’s still sad.”James said he now has a lack of respect for Jackson, who has won 11 NBA championships.“I had nothing but respect for him as a coach for what he was able to do. Obviously he was at the helm of (the team featuring) my favorite player of all-time Michael Jordan, and also being there growing up and watching him with the Lakers, but I got nothing for him,” James said of Jackson.Knicks star player Carmelo Anthony said he understands why James would be upset at Jackson’s use of the word “posse”.“I would never want to hear that word about me and my — I don’t want to say crew — but people that I consider family or people that I come up (with), been through thick and thin with,” Anthony said Tuesday.“I’d want to be called a tight-knit group or family. That’s what I consider those close people to me.”The Cavaliers play the Knicks at New York’s Madison Square Garden on December 7. EDITORS’ PICK 30 Filipinos from Wuhan quarantined in Capas Don’t miss out on the latest news and information. View comments Sports Related Videospowered by AdSparcRead Next We are young PH among economies most vulnerable to virus Smart hosts first 5G-powered esports exhibition match in PH Mainland China virus cases exceed 40,000; deaths rise to 908 “Spoelstra has to text Riley and say, ‘What do I do in this situation?’” Jackson said.“And Pat, who has iron-fist rules, answers, ‘You are on the plane. You are with this team.’ You can’t hold up the whole team because you and your mom and your posse want to spend an extra night in Cleveland.”James said Tuesday he was upset over Jackson’s comments, especially the use of the word “posse” to characterize his business associates which he took as a racial jab.“We see the success that we have, but then there is always someone that lets you know still how far we still have to go as African-Americans,” James said.“If you go and read the definition of what the word ‘posse’ is, it’s not what I’ve built over my career,” James said.ADVERTISEMENT Taiwan minister boards cruise ship turned away by Japan PLAY LIST 01:31Taiwan minister boards cruise ship turned away by Japan01:33WHO: ‘Global stocks of masks and respirators are now insufficient’01:01WHO: now 31,211 virus cases in China 102:02Vitamin C prevents but doesn’t cure diseases like coronavirus—medic03:07’HINDI PANG-SPORTS LANG!’03:03SILIP SA INTEL FUND As fate of VFA hangs, PH and US forces take to the skies for exercise Chinese-manned vessel unsettles Bohol town Shanghai officials reveal novel coronavirus transmission modes
Originally published on the HR Technology Conference Insiders blog. Stephanie Lampkin, TEDx speaker and former downhill ski racer, has graced the cover of The Atlantic, MIT Tech Review 35 under 35 and Forbes to name a few. She is the founder & CEO of Blendoor, enterprise software that mitigates unconscious bias in hiring. Stephanie has had a 15 year career in the tech industry founding two startups and working in technical roles at Lockheed, Microsoft, and TripAdvisor. Stephanie holds a BS in Management Science &Engineering from Stanford University and an MBA from MIT. Born in SE Washington, DC to a homeless single mother that battled a drug addiction, Stephanie has seen the world through many lenses and experienced being over-marginalized and underestimated. These experiences have given her insights that she now uses to promote technology that levels playing fields and helps us see people better.Stephanie will be speaking on a panel at the 2018 HR Technology Conference session: Using Analytics to Drive Gender Equality.Research shows that gender-diverse companies are more likely to outperform their less diverse peers. And when women thrive, businesses and societies thrive. Advances in big data combined with analytics are making it easier than ever for organizations to close the gender gap. A panel of women in leadership roles will examine the underrepresentation of women in management, why support of women needs to go beyond parental leave programs and how to use analytics to uncover the root causes in your organization that are hindering the progress of gender equality.As an HR Technology Conference Insiders blogger, I conducted a Q & A with Stephanie to learn more: Stephanie, what do you see as the biggest challenge for organizations when it comes to removing gender bias in their talent acquisition and talent management processes?The first step is admitting there is a problem. The next step is then making people accountable. Research shows that people are overly confident of their abilities to judge other people; especially people that are underrepresented in a particular domain. There have been quite a few companies implementing unconscious bias training, but the results have been negligible. Education must be coupled with accountability. The idea of tracking and measuring where gender bias impacts talent acquisition and talent management seems a little daunting to most, but I’m a firm believer that you can’t fix what you don’t measure. There is also algorithmic bias. Most companies use some sort of resume filtering or candidate rating system that often times use factors that are historically biased against women (like how quickly someone was promoted in their last role).Big data and analytics are making it easier for organizations to identify and remove gender bias in the workplace. What are some tips for HR pros and people managers for getting started? Which metrics should they begin tracking?The first and easiest step is blinding names and any indicators of gender where ever possible: resumes, performance reviews, etc. The next, but more difficult step is determining very structured and standard decision-making criteria whether it be for hiring, promotions, or compensation enabling HR managers to track metrics based on demographics. Eliminating as many grey areas, qualitative over quantitative metrics, subjectivity, and factors that are are open to interpretation allows for a much more accurate analysis of how meritocratic a company’s people operations truly are. Where is this already happening? In school! Girls on average have much higher GPAs than boys in both K12 and post-secondary education. The issue is things become a lot less objective for women in the workplace when their performance is based on the perception of their potential.How does Blendoor help organizations to mitigate unconscious bias in talent acquisition processes? Blendoor uses augmented intelligence and inclusive people analytics to help companies mitigate unconscious bias in people operations. We work with channel partners and market to target demographics to build the largest repository of diverse talent. Companies access our talent pool by posting jobs and we present candidates that match each job, obscuring name, photo, and age; only demonstrating how that candidate fits that role, team, and company. By integrating with a company’s applicant tracking system we are able to track how different demographics of qualified candidates fare in the recruiting funnel to identify where bias is impacting systems and processes.Paid leave is a helpful benefit, but how else can organizations support women and their advancement in the workplace?We actually developed a diversity, equity and inclusion score (BlendScore) for this very reason. I wanted a standard, comprehensive way to measure inclusion across hundreds of companies. Our methodology is public. In addition to having what should be standard benefits like childcare assistance and paid leave, companies can support women and their advancement by achieving gender parity in leadership (board of directors, CXO, VPs, and managers), sponsoring leadership development and mentorship initiatives, and monitoring compensation and promotion decisions for equity. Across several sectors there is a noticeable drop off of women right around that 5 – 7 year career mark which is often attributed to dissatisfaction with mobility, poor culture and changing family needs. In our current society, there are different demands and expectations placed upon women that require a unique support system. This support system can’t be perceived as special treatment or concessions rather necessary and strategic tactics to retain the best talent independent of gender.As a woman with a successful career in technology, what are some important career lessons you’ve learned in dealing with gender bias?Everyone has experienced bias in varying degrees at some point in their careers; whether based on gender, race, age, height, weight…we’ve all been there. Bias is as human as eating, drinking, and sleeping. I’ve learned to leverage it instead of taking it personal. Where some might see gender bias as an impediment to getting ahead, I see it as an opportunity to quietly build strength and momentum so that when the right opportunity presents itself I will be strong and well-prepared (and often it’s a surprise).
A model shows protons and neutrons huddled in an atomic nucleus. carloscastilla/iStockphoto You can’t weigh the universe’s smallest particles on a bathroom scale. But in a clever new experiment, physicists have found that one such particle—the proton—is lighter than previously thought.“It’s a significant improvement on the mass of the proton,” says Edmund Myers, a physicist at Florida State University in Tallahassee who wasn’t involved with the work. “I can’t see any holes in what they’ve done. They’ve done a good job.”The tiny, positively charged particles known as protons are everywhere. They inhabit the center of every atom and make up most of the sun and other stars. They’re so light—just billionths of a billionth of a billionth of a kilogram—that they can’t be weighed by ordinary means. But in recent decades, physicists have combined strong electric and magnetic fields in a device called a Penning trap to measure the proton’s mass more and more precisely. In these experiments, electric and magnetic fields trap the proton while the magnetic field forces it to move in a circle. While it rotates, the proton will vibrate, or oscillate, at a frequency that’s related to its mass. Researchers can calculate the proton’s mass by measuring this frequency, and comparing it to that of a reference—typically, the nucleus of a carbon-12 atom, which is defined as 12 atomic mass units.Sign up for our daily newsletterGet more great content like this delivered right to you!Country *AfghanistanAland IslandsAlbaniaAlgeriaAndorraAngolaAnguillaAntarcticaAntigua and BarbudaArgentinaArmeniaArubaAustraliaAustriaAzerbaijanBahamasBahrainBangladeshBarbadosBelarusBelgiumBelizeBeninBermudaBhutanBolivia, Plurinational State ofBonaire, Sint Eustatius and SabaBosnia and HerzegovinaBotswanaBouvet IslandBrazilBritish Indian Ocean TerritoryBrunei DarussalamBulgariaBurkina FasoBurundiCambodiaCameroonCanadaCape VerdeCayman IslandsCentral African RepublicChadChileChinaChristmas IslandCocos (Keeling) IslandsColombiaComorosCongoCongo, The Democratic Republic of theCook IslandsCosta RicaCote D’IvoireCroatiaCubaCuraçaoCyprusCzech RepublicDenmarkDjiboutiDominicaDominican RepublicEcuadorEgyptEl SalvadorEquatorial GuineaEritreaEstoniaEthiopiaFalkland Islands (Malvinas)Faroe IslandsFijiFinlandFranceFrench GuianaFrench PolynesiaFrench Southern TerritoriesGabonGambiaGeorgiaGermanyGhanaGibraltarGreeceGreenlandGrenadaGuadeloupeGuatemalaGuernseyGuineaGuinea-BissauGuyanaHaitiHeard Island and Mcdonald IslandsHoly See (Vatican City State)HondurasHong KongHungaryIcelandIndiaIndonesiaIran, Islamic Republic ofIraqIrelandIsle of ManIsraelItalyJamaicaJapanJerseyJordanKazakhstanKenyaKiribatiKorea, Democratic People’s Republic ofKorea, Republic ofKuwaitKyrgyzstanLao People’s Democratic RepublicLatviaLebanonLesothoLiberiaLibyan Arab JamahiriyaLiechtensteinLithuaniaLuxembourgMacaoMacedonia, The Former Yugoslav Republic ofMadagascarMalawiMalaysiaMaldivesMaliMaltaMartiniqueMauritaniaMauritiusMayotteMexicoMoldova, Republic ofMonacoMongoliaMontenegroMontserratMoroccoMozambiqueMyanmarNamibiaNauruNepalNetherlandsNew CaledoniaNew ZealandNicaraguaNigerNigeriaNiueNorfolk IslandNorwayOmanPakistanPalestinianPanamaPapua New GuineaParaguayPeruPhilippinesPitcairnPolandPortugalQatarReunionRomaniaRussian FederationRWANDASaint Barthélemy Saint Helena, Ascension and Tristan da CunhaSaint Kitts and NevisSaint LuciaSaint Martin (French part)Saint Pierre and MiquelonSaint Vincent and the GrenadinesSamoaSan MarinoSao Tome and PrincipeSaudi ArabiaSenegalSerbiaSeychellesSierra LeoneSingaporeSint Maarten (Dutch part)SlovakiaSloveniaSolomon IslandsSomaliaSouth AfricaSouth Georgia and the South Sandwich IslandsSouth SudanSpainSri LankaSudanSurinameSvalbard and Jan MayenSwazilandSwedenSwitzerlandSyrian Arab RepublicTaiwanTajikistanTanzania, United Republic ofThailandTimor-LesteTogoTokelauTongaTrinidad and TobagoTunisiaTurkeyTurkmenistanTurks and Caicos IslandsTuvaluUgandaUkraineUnited Arab EmiratesUnited KingdomUnited StatesUruguayUzbekistanVanuatuVenezuela, Bolivarian Republic ofVietnamVirgin Islands, BritishWallis and FutunaWestern SaharaYemenZambiaZimbabweI also wish to receive emails from AAAS/Science and Science advertisers, including information on products, services and special offers which may include but are not limited to news, careers information & upcoming events.Required fields are included by an asterisk(*)But no experiment is perfect. Magnetic fields vary in time and space, causing small measurement errors. To reduce the impact of these fluctuations, a group of physicists working in Mainz, Germany, loaded the carbon nucleus and the proton into separate storage traps, then shuttled them quickly into and out of the measurement trap. Although swapping the nucleus and the proton required more than 30 minutes in previous experiments, the German group needed only about 3 minutes—limiting the chances for errors to accumulate. The team also added more motion detectors to their setup, leading to a measurement with an overall precision of 32 parts per trillion.The researchers found the mass to be 1.007276466583 atomic mass units. That’s roughly 30 billionths of a percent lower than the average value from past experiments—a seemingly tiny difference that is actually significant by three standard deviations, the team reports this week in Physical Review Letters. (By comparison, scientists typically consider two standard deviations enough for an experimental result to be statistically significant.)Sven Sturm, a physicist at the Max Planck Institute for Nuclear Physics in Heidelberg, Germany, and the group’s leader, is not sure why other researchers measured such higher masses, but he suspects hidden sources of error. He adds, however, that his team’s result agrees better than previous ones with recent measurements of the mass of the helium-3 atom, which is made of two protons and one neutron.The German team now plans to further ratchet up precision by measuring the proton and the carbon ion simultaneously in separate traps, which would eliminate uncertainty due to magnetic field fluctuations. One group member will also attempt to weigh the antiproton—the proton’s negatively charged doppelganger. Even a tiny difference between the proton’s and antiproton’s masses could help explain why the universe we see is made of matter, and antimatter is exceedingly rare.Sturm also wants other research groups to make independent measurements, to ensure that his team’s results don’t suffer from some hidden error. (The two main groups providing previous measurements are no longer active.) “I would be really happy to see more groups doing measurements at this level of precision, so we can really compare values and find, hopefully, that they’re consistent,” he says.*Correction, 21 July, 12:45 p.m.: This story has been modified to clarify how the Penning trap works and how the researchers measured the particles’ masses. By Gabriel PopkinJul. 20, 2017 , 3:15 PM Surprise! The proton is lighter than we thought