NASHVILLE — The jury is set to deliberate on the fate of six pro-lifers who face 11 years in prison after being accused by the Department of Justice for a conspiracy against rights over a peaceful protest at a Tennessee abortion facility in March 2021. On Monday‚ the fourth day of the trial‚ lawyers for the defendants and the Department of Justice delivered their closing arguments at the Fred D. Thompson federal courthouse in Nashville‚ Tennessee. The pro-lifers — Chet Gallagher‚ Coleman Boyd‚ Heather Idoni‚ Cal Zastrow‚ Paul Vaughn‚ and Dennis Green — are charged by the government of violating the FACE Act and conspiring against rights‚ a charge that could lead to 11 years in prison. The charges stem from a protest that took place in a hallway outside of a Mount Juliet abortion provider on March 5‚ 2021. On that day‚ a group of demonstrators gathered on the second floor of an office building in the hallway outside the Carafem Health Center Clinic. The group prayed‚ sang hymns‚ and urged women showing up to the clinic to not get abortions. During closing arguments‚ lawyers for the defendants noted the peaceful aspect of the event‚ which they referred to as a “rescue‚” and said that the pro-lifers never conspired to oppress‚ threaten‚ or intimidate anyone at Carafem as the government alleges.  Jodie Bell‚ Gallagher’s lawyer‚ said the group was at Carafem to offer help “consistent with their religious beliefs” to women and that their aim was “rescuing the unborn.” Bell noted that the group was in the hallway leading up to Carafem because it was located in an office building and it was impossible to know what women were coming for abortions by just standing outside the building.  RELATED: Video Played At Trial Shows Pro-Lifers Targeted By DOJ Singing Hymns‚ Urging Peace During Protest A lawyer for Zastro said that the only agreement the group made was to “save lives” and that there was no yelling or carrying any weapons. Boyd’s lawyer made a similar argument saying that the group would have “yelled and not sang church hymns‚” and carried weapons not Bibles if they had malicious intent.  Steve Crampton‚ representing Vaughn‚ said the government’s case against his client was based on “inferences and innuendos‚” and not evidence. He pointed to one video used as evidence by the government that showed one pro-life woman speaking to another who had just shown up to Carafem. The pro-life woman offered the other help‚ which Crampton said showed the “heart” of the situation. He said the group saw what was going as “matters of life and death.” Crampton also pointed to the government’s suggestion that the presence of a large crowd meant inherent intimidation‚ saying taking that position could be detrimental toward the right to assembly.  Several of the defense lawyers pointed to the testimony of Caroline Davis‚ who was one of those arrested at Carafem before taking a plea deal earlier this year and agreed to testify for the government. Bell pointed to the demeanor change of Davis from when she was being questioned by government prosecutors to when she was being cross-examined by lawyers for the defendants.  During her testimony‚ Davis had become repeatedly exasperated with questions from Bell‚ especially when asked about how many times she met with the government before the trial. Idoni’s lawyer pointed to how much preparation Davis had with the government before testifying and said that she “relished being the center of attention” during her Thursday and Friday testimony.  During her final statements to the jury‚ Assistant U.S. Attorney Amanda Klopf likened the actions of the six pro-lifers to that of a group of people attempting to convince someone not to vote‚ and blocking the entrance of a polling location. She said that “something is not peaceful if laws are broken.” The courtroom gallery and an overflow room were both packed with roughly 70 people in attendance‚ mainly friends and family of the defendants. Attendants who spoke with The Daily Wire had traveled from as Michigan‚ Mississippi‚ and various parts of Tennessee. 

In the world of job recruitment‚ a prevalent trend known as qualification inflation developed‚ turning hiring processes into a difficult landscape. Qualification inflation‚ also known as degree inflation‚ is the increasing demand for degrees and significant experience‚ to the point that job requirements exceed the qualifications of existing employees. A Harvard study from 2017 shed light on this issue‚ finding a shift in job postings that now require degrees and experiences that were previously considered irrelevant. Surprisingly‚ some job requirements exceed the qualifications of current employees. The effects are enormous‚ with the majority of the 11.6 million jobs added between 2010 and 2016 requiring a bachelor’s degree or above. According to another Harvard study‚ this inflationary trend not only lengthens recruitment processes and increases employer wage premiums‚ but also reduces workplace diversity. Marginalized groups‚ women‚ and younger people generally lack the needed degrees and expertise‚ aggravating inequity. Furthermore‚ needless employment requirements discourage women‚ who are already less likely to apply for jobs they don’t meet all the requirements for‚ from applying. This presents an unintentional obstacle to their professional advancement. The roots of qualification inflation extend back to the boom of online application platforms and the aftermath of the 2008-09 financial crisis‚ leading to larger applicant pools and a subsequent rush of qualifications on job advertisements. Managing qualification inflation In the face of these hurdles‚ organizations can use skill-based recruitment strategies to find skilled and diverse candidates. To combat qualification inflation‚ firms must do thorough job studies to determine the fundamental skills and traits required for a position. Open-source tools such as the Occupational Information Network and the National Occupational Classification are useful beginning points‚ but incorporating managers and employees is critical for alignment with organizational needs. Strategic job advertising: developing psychological connections and transferable skills Creating appealing job adverts is critical for countering qualification inflation. Drawing on study findings‚ employment advertisements should describe how the position meets applicants’ psychological demands for autonomy‚ variety‚ and purpose. Furthermore‚ job advertising should make it clear that applicants with transferable abilities from various job families or industries would be considered. Giving examples of job titles with potentially transferable skills improves understanding. Skill-based screening Skill-based screening emerged as a strategic tool for businesses. Employers can choose the best candidate for a position by assessing their skills. Employers can use self-reported proficiency levels during the application process but should exercise caution due to potential exaggeration. Focusing on technical abilities over behavioral skills helps to reduce inflation because behavioral skills are more difficult to verify. Beyond initial checks‚ companies can conduct more thorough inspections. Job knowledge or technical exams‚ work sample assessments‚ personality assessments‚ and structured interviews all contribute to a comprehensive evaluation process. Job knowledge or skill examinations: Off-the-shelf examinations assess a variety of technical skills‚ ensuring a candidate’s competence. Work sample assessments: Providing applicants with examples of actual job duties is quite useful and is one of the most legitimate selection procedures. However‚ employers should be mindful of the time it takes to complete the sample assignments. The tasks should be fairly quick to do so that the applicant doesn’t get the feeling that they are working for free. Personality evaluations: Validated‚ forced-choice personality evaluations provide comprehensive knowledge while minimizing the danger of exaggeration. Structured interviews: A structured set of questions allows for uniform examination of candidate responses‚ which is particularly useful for assessing behavioral skills. Skill-based hiring as the solution Skill-based recruiting is a beacon of hope in the turbulent sea of qualification inflation. Employers who take this strategy not only reduce the issues of qualification inflation but also uncover hidden skills across varied applicant pools. Skill-based recruiting is a transformative force‚ allowing people who were previously denied desirable jobs due to superfluous prerequisites to get access to them.The post The power of skill-based hiring in building an equitable workforce landscape first appeared on The Optimist Daily: Making Solutions the News.

You’ve prepared for that sizzling aerobic dancing class and are looking forward to crushing your workout. Unfortunately‚ the gym becomes an unanticipated battleground for self-doubt. How do you recapture the joy of exercise in the face of pressure to conform? The pitfalls of body comparison According to research‚ comparing oneself to others at the gym is a certain way to lower your mood and potentially lead to body image concerns. So‚ how can we transform the gym into an inclusive environment for all bodies? Pre-gym mental prep Rebecca Toutant‚ a certified running coach‚ discusses the battle against body comparison and emphasizes the importance of mental preparation before entering the gym. Positive self-talk serves as a buffer against intrusive negative ideas. Toutant recommends: “Select empowering audio. Put on some music that makes you feel strong and confident. Embrace diversity: appreciate everybody Gyms feature a vast tapestry of bodies‚ each one unique and powerful in its way. Laurie Dunham‚ an eating problem specialist‚ advises us to turn envy into gratitude. According to studies‚ body acceptance is associated with healthier eating habits‚ better mental health‚ increased sexual satisfaction‚ and greater self-compassion. It’s time to accept and enjoy our bodies. Your fitness‚ your pace Have you ever been caught up in the gym’s quiet competition? Toutant’s advice is clear: don’t use someone else’s performance as your standard. “Your needs and progress are your own.” Intrinsic goals take precedence—think strength‚ flexibility‚ endurance‚ and overall well-being. Gym friendships: breaking the ice Insecurity may drive you to isolate yourself‚ yet a welcoming environment can be a game changer. Toutant supports basic gestures like smiling‚ laughing‚ and establishing eye contact. Remember that the gym is not a judgment zone; it is a communal environment where everyone is on their journey. Select your gym vibe wisely: where do you belong? Toutant’s advice is as follows: “Find the ‘gym culture’ that aligns with your values.” What messages is the gym promoting? Is it primarily about body alteration or inclusivity? Evaluate client relationships and the entire atmosphere. If it does not seem right‚ consider other exercise options. Love your journey The gym is more than just a place to burn calories; it’s a blank canvas for your unique fitness path. By deliberately molding your thinking‚ accepting diversity‚ focusing on intrinsic goals‚ making gym relationships‚ and selecting a fitness setting that aligns with your beliefs‚ you can convert the gym from a battleground of comparison to a refuge of self-love and progress.The post Feeling the gym blues? 7 strategies to kick your body comparison habit first appeared on The Optimist Daily: Making Solutions the News.

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