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1997 WICB / Career Strategy Columns (Archive)
The Resource Bureau; Laura Williams | ||
12/01/1997 | ||
In the hope of increasing the number of women as speakers at meetings and on review panels and advisory committees, the Women in Cell Biology Committee has created a Resource Bureau. WICB Committee members Caroline Kane and Sandra Masur compiled a list of prominent cell biologists with various research interests to serve as consultants. These women, who are often invited to more meetings than they can possibly attend, will recommend other excellent women scientists in their field who might otherwise be overlooked. The Resource Bureau list can be accessed through the ASCB web site; click on "Women in Cell Biology Committee.". Recently, it was sent directly to meeting organizations including the Gordon Conferences and Keystone Symposia, professional organizations that sponsor meetings including the FASEB societies, American Cancer Society, and the Federation of European Biochemical Societies, and universities and institutes that traditionally sponsor many meetings. So that it also may serve as a resource for review panels and advisory committees, it was also sent to granting agencies and foundations including the NIH, the NSF, and the Howard Hughes Medical Institute. The WICB Committee has already received positive response. The Director of Operations of the Keystone Symposia, Linda Hrycaj, wrote, "We have been working on increasing the number of women in our programs, both as speakers and organizers, and the format you have created is very useful to us and our potential meeting organizers." Hrycaj is also interested in whether other organizations have followed our lead to create such a resource within their scientific disciplines. We do not know of any that have, but we encourage them to do so. WICB also recognizes a need to expand the Resource Bureau to include other parts of the world where it is still common to attend a meeting which has no women as speakers, and bureau organizer Caroline Kane hopes to develop this expansion. In the meantime, we on the WICB Committee hope the Resource Bureau will, as bureau organizer Sandra Masur put it, "help move a new generation of women up the ladder to national prominence". Recommended Reading In Praise of Imperfection by Rita Levi-Montalcini, Basic Books Inc., 1988. A short autobiography by the winner of the 1986 Nobel Prize in Medicine for her work on nerve growth factor. A good history lesson, too. Well written. Thinking in Pictures and Other Reports from My Life with Autism by Temple Grandin, Random House Inc., 1996. This book was recommended by a cell biologist who is the mother of an autistic child. She found this animal scientist's story to be inspiring and a clear demonstration of how the talents of an individual, once recognized, can be nurtured in the proper educational environment. As a scientist, she found the strides Dr. Grandin has made toward the humane treatment of animals remarkable, and they could not have been accomplished without the unique and complex view of life that her autistic qualities provide. The life and work of Dr. Temple Grandin is a contemporary story that provides insight into many current social issues such as equal opportunity, special education and animal welfare. A Feeling for the Organism: The Life and Work of Barbara McClintock by Evelyn Fox Keller, W.H. Freeman and Co., 1993. About the determined geneticist who was the first woman to win an unshared Nobel Prize in Medicine. Captures her spirit, her difficulties and her science quite well. Marie Curie: a Life by Susan Quinn, Simon and Schuster, 1995. An excellent biography about the winner of two Nobel Prizes, one in Physics and one in Chemistry, for her work with radium. Einstein's Wife: Work and Marriage in the Lives of Five Great Twentieth-Century Women by Andrea Gabor, Penguin, 1995. Brief biographies and psychological profiles of five accomplished women who were married to successful men. Two of these, Mileva Einstein and Maria Goeppert Mayer, were scientists. The author makes a compelling base that Mileva Einstein's contributions to her famous husband's work are not only under-appreciated, but that bitterness and abandonment led to her death. Nepotism laws kept Goeppert Mayer from even procuring a paying job until shortly before she won the Nobel Prize in Physics in 1963. All five profiles, including Sandra Day O'Connor's, are probing portraits of complex women in partnership with driven men and how they manage their professional, personal and emotional lives, with greatly varied success. Women in Science: Antiquity through the Nineteenth Century by Marilyn Bailey Ogilvie, MIT Press, 1988. A collection of historical profiles. No Universal Constants: Personal Stories of Women in Science and Engineering by S. Ambrose, K. Dunkle, B. Lazarus, I. Nair, D. Harkus, Temple University Press, 1997. Profiles of about 90 contemporary scientists including ASCB members Lydia Villa-Komaroff, Sandra Murray, and Susan Brawley. The Coming Plague by Laurie Garrett, Penguin, 1994. About newly emerging infectious diseases. The author, trained in immunology and biochemistry, is a science writer par excellence and has won a Pulitzer Prize for her work. Books for Children Great Books for Girls: More than 600 Books to Inspire Today's Girls and Tomorrow's Women by Kathleen Odean, Ballantine Books, 1997. The chapter entitled "Scientists and Inventors" includes reviews of 13 books including Barbara McClintock: Alone in Her Field by Deborah Heiligman, Scientific American Books for Young Readers, 1994, for ages 8 to 10. They Led the Way: 14 American Women by Johanna Johnston, Scholastic Inc., 1973, for ages 7 to 9. Featured among its 14 women are Elizabeth Blackwell, the first woman in the U.S. to receive a medical degree, and Clara Barton, founder of the Red Cross. Women and Numbers, by Teri Perl, Wide World Publishing/Tetra, 1993. Perl, an educational consultant and software designer, writes the biographies of thirteen women who became mathematicians. She writes for young women readers, including human interest details about their lives, and real world activities for the readers, based on the interests and work of the mathematicians. --WICB Section Editor: Laura Williams The WICB Committee is committed to career development of cell biologists, particularly women, by serving as an information resource for:
Providing a resource for nominations for prizes and awards, and Sponsoring the WICB awards for Junior and Senior Cell Biologists. |
"And our Next Speaker is..."; Elizabeth J. Taparowsky | ||
11/01/1997 | ||
You have just received your self-addressed response card from the ASCB Annual Meeting Program Committee and discover that your abstract has been selected for a symposium presentation. Your initial reaction is one of joy, followed rapidly by feelings of fear or even panic as you envision yourself standing in front of several hundred people and speaking. You have many weeks to prepare, but your mind is racing — hoping that you will be able to generate new data, wondering how large the audience will be, and speculating on who may be in attendance at the session. You lie awake at night going over in your head what may happen — good scenarios and bad. You feel inadequate since you are convinced that public speaking comes naturally only to really good scientists. What you may not realize is that up to 80% of the general population (and probably the vast majority of speakers at the ASCB Annual Meeting) experience nervousness, trepidation, and anxiety at the prospect of speaking in front of an audience. Paradoxically, some experts believe that controlled nervousness and tension enhances public speaking performance. But, while you may find comfort in knowing that the fear you are experiencing is normal, it does not change the fact that you will be expected to speak at the Washington Convention Center in December! Is it possible to implement some strategies now that will help you control your nervousness and minimize the effect that this physical and emotional state will have on the quality of your presentation? The answer to that question is 'yes'. First of all, it is important to establish if your fear of public speaking is a "trait" or a "state". As defined by Rudolf Verderber in The Challenge of Effective Speaking, a "trait" is a relatively ongoing characteristic of an individual, while a state is the "state" of mind a person experiences from time-to-time. If you suffer from trait nervousness, all communication tasks you perform — laboratory meetings, teaching, even friendly conversations — are impaired by this fear. It is estimated that up to 20% of the population may experience trait communication nervousness, which may require formal attention from public speaking professionals in order to be controlled. If, on the other hand, you handle routine communication tasks with ease, then it is likely that you suffer from a state of nervousness, the possible negative consequences of which may be avoided with the following preparation strategies:
, WICB Committee member and Associate Professor, Purdue University The author would like to acknowledge Joel Deaton ( Human Resource Director, Talbert Medical Management Corp.) and Mary Ann Stepp (ASCB WICB Committee) for providing information helpful for the preparation of this article. References: |
The Impostor Phenomenon; Sue Wick | ||
10/01/1997 | ||
Have you ever felt that you did not deserve the professional status you have achieved or the recognition you have received for your career accomplishments? Do you wonder whether being admitted to graduate school, being awarded your Ph.D., being offered an exciting postdoc position, or getting a "real job" was just a mistake on the part of others who will eventually figure that out and expose your inadequacy? If so, you may be demonstrating a classic case of the Impostor Phenomenon--you and perhaps as many as half of your colleagues! The term "Impostor Phenomenon" was coined by psychology professor Pauline Rose Clance and psychotherapist Suzanne Imes in 1978 to describe a sample of more than 150 high-achieving women. Impostor Phenomenon (also known as the "Impostor Syndrome") has been defined variously as the persistent belief in one's lack of competence, skill or intelligence in the face of consistent objective data to the contrary; an internal experience of intellectual fraudulence, particularly among high-achievers; the belief that one is not deserving of his/her career success and that others have been deceived into thinking otherwise; an intense subjective fear of the inability to repeat past success; a self-concept that one's record of accomplishments is not due to ability but rather only to luck, fate, charm, attractiveness, or having manipulated other people's impressions; the secret conviction that one is truly less intelligent and competent than he/she appears; and an unrealistic sense of one's competence in which one downplays strengths and exaggerates or does not tolerate any deficiencies or weaknesses. Numerous doctoral theses and research papers have examined the type of person who tends to fall prey to the Impostor Phenomenon, and several psychological testing instruments have been devised to measure the degree of manifestation. While originally suspected as a problem primarily afflicting women, subsequent studies have made it clear that similar numbers of men also experience impostor feelings. In some professions, men experience more severe cases of Impostor Syndrome. For example, within a group of faculty members, men scored higher for the Impostor Phenomenon than women did, whereas groups of college students showed the opposite results. People in non-professional occupations likewise are susceptible to the impostor phenomenon. Some characteristics and tendencies are generally correlated with people who feel like impostors. Such people may have feelings of depression, anxiety, fear of failure and of being discovered as a fraud; a propensity to feel shame, low self-esteem, and introversion as determined by the Myers-Briggs Personality Type Indicator. (Introversion, as defined by Myers-Briggs testing, is a characteristic of many scientists.) Those who feel like impostors often believe that many decisions affecting them are made by other people (and they may be right—Ph.D. qualifying exam committees or tenure and promotion committees, perhaps?). Those who experience the Impostor Phenomenon are likely to see intelligence as a fixed entity and not a malleable quality. They are very achievement-oriented. They are motivated in academic settings by the need to look smart; when faced with learning difficulties, they become anxious, shameful, and concerned about looking bad compared to others. According to the literature, certain family situations tend to spawn impostor feelings. These include not receiving encouragement to pursue educational or career aspirations because they conflict with, or at least are atypical of, the gender role, race, or age expectations of the family. Particularly for women, having goals that will put you outside your family's socioeconomic class may have the same result. Families that impose unrealistic standards, those in which there is only selective validation, or those in which there is much conflict and expressed anger also put children at risk for developing the impostor phenomenon. Growing up with an alcoholic or incestuous parent or in another kind of dysfunctional family can lead to high levels of impostorism. (Such serious factors can also lead to psychosis such as Multiple Personality Disorder) Racial identity attitudes apparently have influences also. Research on African American graduate and professional students reveals that those who had attended historically black undergraduate institutions and/or who relied strongly on spiritual beliefs when making decisions about educational or career goals were much less likely to feel like impostors. The good news is that the self-deprecating and debilitating feelings associated with the impostor phenomenon appear to decrease as a person remains in a particular position or attains a higher rank--that is, unless the person perceives job uncertainty, ambiguous job expectations, or a high degree of challenge in their position and does not have a high tolerance for these situations. Studies report that, at least for some people, having a mentor is helpful for overcoming the sense of fraudulence. (Presumably, having a mentor who understands the impostor phenomenon would be optimal.) Clance and her co-workers suggest that the most positive results are obtained through regular meetings with a group of people who can give honest feedback about their perceptions of your abilities. Such groups can be very good at pointing out when your self-perception about talents and achievements is distorted, i.e., out of line with what they observe. Thus, they can help you learn to acknowledge your competence. Making the effort to find an effective mentor and assemble a support group for yourself may be the key not only to survival but also to improving your self esteem during your grad school experience, job probationary period, or even the middle or advanced stages of your career. Clance also recommends a three-point exercise for those who recognize that they have impostor traits, as published in New Woman magazine:
, Professor of Plant Biology, University of Minnesota, Brown, D. B. (1994). "Are you an impostor?" New Woman June: 46. Byrnes, K. D. and D. Lester (1995). "The impostor phenomenon in teachers and accountants." Psychological Reports 77: 350. Cherpas, C. C. (1989). The generalizability of the impostor phenomenon to adults employed in professional and nonprofessional occupations. Doctoral Dissertation, Kent State University. Dissertation Abstracts International. Clance, P. R., D. Dingman, et al. (1995). "Impostor phenomenon in an interpersonal/social context: Origins and treatment." Women & Therapy 16: 79-95. Cohen, E. S. (1990). The impostor phenomenon: An interactionist perspective. Doctoral Dissertation, University of Toronto, Doctoral Dissertations International. Ewing, K. M. (1990). Effect of racial identity attitudes and world view on African- American graduate and professional students' experience of the impostor phenomenon style and locus of control. Doctoral Dissertation, California School of Professional Psychology. Dissertation Abstracts International. Hayes, K. M. and S. F. Davis (1993). "Interpersonal flexibility, type A individuals, and the impostor phenomenon." Bulletin of the Psychonomic Society 31: 323-325. Jamail, S. R. (1992). Predicting the impostor phenomenon in successful career women. Doctoral Dissertation, Miami Inst. of Psychology of the Caribbean Ctr. for Advanced Studies. Dissertation Abstracts International. King, J. E. and E. L. Cooley (1995). "Achievement orientation and the impostor phenomenon among college students." Contemporary Educational Psychology 200: 304-312. Langford, J. (1991). The need to look smart' alt=' The impostor phenomenon and motivations for learning. Doctoral Dissertation, Georgia State University-College of Arts and Sciences. Dissertation Abstracts International. Langford, J. and P. R. Clance (1993). "The impostor phenomenon: Recent research findings regarding dynamics, personality and family patterns and their implications for treatment." Psychotherapy 30: 495-501. Milton, S. and R. J. Mattox (1988). "A study of the impostor phenomenon in high achieving college students." Journal of College Student Development 29: 380-381. Reinert, L. M. (1991). Influences of family and work on women managers exhibiting the impostor phenomenon. Doctoral Dissertation, Temple University. Dissertation Abstracts International. Reis, S. M. (1987). "We can't change what we don't recognize: Understanding the special needs of gifted females." Gifted Child Quarterly 31: 83-89. Robinson, S. L. and S. K. Goodpaster (1991). "The effects of parental alcoholism on perception of control and impostor phenomenon." Current Psychology: Research & Reviews 10: 113-119. Teece, J. K. (1990). Adult children of alcoholics and the experience of the impostor phenomenon: The development of the 'false self' in a dysfunctional family system. Doctoral Dissertation, University of Maryland College Park. Dissertation International. Topping, M. E. H. (1983). The impostor phenomenon: A study of its construct and incidence in university faculty members. Doctoral Dissertation, University of South Florida. Dissertation Abstracts International. Other relevant articles:Author unknown (1986). The impostor syndrome. Management Solutions 31: 18-19. Clance, P R.. and S.A. Imes (1978). "The impostor phenomenon in high achieving women: Dynamics and therapeutic intervention." Psychotherapy: Theory, Research, and Practice 15: 241-247. Clance, P R.. and M. A. O'Toole (1987). "The impostor phenomenon: An internal barrier to empowerment and achievement. Special Issue: Treating women's fear of failure." Women and Therapy 6: 51-64. Ewing, K. M., T. Q. Richardson, et al. (1996). "The relationship between racial identity attitudes, world view, and African American graduate students' experience of the impostor phenomenon." Journal of Black Psychology 22: 53-66. Harvey, J.C and C. Katz (1985). If I'm so successful, why do I feel like a fake?, St. Martin's Press; New York. MacKay, B. (1988). "The Impostor Syndrome: Why some successful people feel like fakes." Chatelaine 61: 30. Miller, D. G. and S. M. Kastburg (1995). "Of blue collars and ivory towers: Women from blue-collar backgrounds in higher education. Special Issue: Adult women's talent development." Roeper Review 18: 27-33. |
WICB Meets, Announces Annual Meeting Changes/Kids and Careers; Kathryn G. Miller | ||
09/01/1997 | ||
The Women in Cell Biology Committee met in Bethesda on July 18. Attending were Committee members Sally Amero, Dianna Bourke, Beth Burnside, Pat Calarco, Yolanda Cruz, Caroline Kane, Elizabeth Marincola, Sandra Masur, Kathy Miller, Mary Ann Stepp, B. J. Taparowsky, Sally Tobin, Sue Wick and by telephone Laura Williams. This was the first opportunity for newly appointed Committee members to be introduced to the group. Sue Shafer chaired the meeting. A major discussion topic was improvement and coordination of the WICB-sponsored activities at the ASCB Annual Meeting. The WICB Committee coordinates three activities at the Annual Meeting: the Careers Lunch, the WICB Junior and Senior Awards Presentations, and a Monday Evening Business Meeting and Program. After a thoughtful discussion of the goals for each function, general scheduling constraints, and the target audience for each activity, the Committee agreed to modify the schedule:
Kids and Careers Nevertheless, having children may still seriously impact a woman's career. This is especially true for a woman scientist because prime childbearing years come at a time when it is important to be especially productive. There is no getting around the biology of childbearing, but, unfortunately, too often more of the burden of child care falls on the female partner as well. Even if care and responsibility for the child is equally divided between partners, the outside world generally perceives the woman as the primary caregiver. This is evidenced by the fact that for men, in general, having children is not viewed as a negative factor in career progression. This is not the case for women with children who may even be deemed by some as "not serious" about their careers. If women with children are not taken seriously, this will most likely impede their career advancement and recognition. It could mean fewer invitations to speak at meetings, to give seminars, to participate in grant review panels. It can also lead to (unconscious or conscious) bias in the review process for grants and fellowships or for tenure. Clearly, many women scientists with children have become prominent leaders in their fields, so being relegated to the category of "not serious" is neither automatic nor universal. However, despite the success stories, many women report that colleagues and department chairs take this view, at least initially. For example, one colleague described an experience with a department head who clearly thought she was finished as a scientist when her baby was born. He was astonished when, soon after the birth of her baby, she got a paper accepted and her NIH grant renewed. This article focuses on factors which may influence whether one is taken seriously after having children. It is based on the personal experiences of friends and acquaintances who are professional women with children. They shared their thoughts and advice about things that have made a difference for their successful combination of career and children. First, before you have children, be honest about what you want and the consequences of the decision you are making. There are trade-offs inherent in having children. It is important to understand what you are giving up and what you are gaining. Be aware that time will become your most precious commodity. As one of my senior colleagues said, "the key to 'having it all' is in your definition of 'it.'" For many successful women, the key to success is a spouse who equally shares parenting responsibilities and who not only supports one's career but rejoices in it. Equal weight should be given to each partner's career demands. Conflicts between children's needs and parents' work schedules are less frequent when the burdens and joys of late nights, doctors' appointments, and parent-teacher conferences, as well as visits to the zoo and playground, are shared. Another important factor is good child care. You must feel comfortable with child care arrangements so that you do not have to worry about your children while you work, and, thus, can concentrate (more) fully. This may mean paying more for child care, but this is not the area on which to skimp. Since the time demands of scientific research are not always 9-to-5 (or even 8-to-6), having some flexibility built into a child care situation or good baby-sitting options makes "crunch times" possible to handle. It also allows one to have some flexible time to be used for the things that tend to slip when you are on a tight schedule. One of the things that people with kids (men and women alike) miss are those informal evening or late-night discussions in which scientific ideas get discussed and criticized. Finding a way to occasionally forget the clock can really be a boost to excitement and productivity. Many women express the opinion that if businesses and universities are truly interested in having more women in senior level jobs, there must be more recognition of the need for affordable, on-site child care. In particular, having good employer-provided child care makes caring for very young babies much easier. Especially if you do not have on-site day care, you may consider bringing your baby to work. However, some colleagues may believe this practice is inappropriate. Again, the issue may boil down to whether you are able to get the work done. If having a baby at work makes it difficult for you to do your job efficiently, then it certainly might influence the opinion of others. Whether it works is dependent on the personality of parent and baby and on career stage. As a new mom, I was able to get back to work almost full time a lot faster because I had my baby with me for part of the day. I found I could get a lot done with her around when she was tiny. However, there is nothing more grating and distracting than a crying baby, so there were days when the only solution was to give up and go home. There is no way that having her with me would have worked out if I had been doing lab work. But since I worked in my office, it worked out well in the early weeks and did not disrupt other people. The importance of one's attitude and approach to work must be stressed. If you spend all your time at work talking about your kids, rather than science, then that is what your colleagues will see is most important to you. This is not to say that the subject should be taboo, but when you are at work, focus on that. Just be sure that your interest and excitement about science is apparent to those around you. Also, learn to be efficient. Do not let the children become an excuse for not doing your share or shirking responsibilities. It goes almost without saying: work hard! Work extra hours when you can and then do not feel guilty when you have to leave to go to a school function or doctor's appointment. A successful balance of career and children is facilitated by a work environment that accepts children as a natural part of one's life and recognizes that personal fulfillment has an impact on professional progress. My own case is an example. I feel fortunate to be part of a truly unusual department: of a total of about 30 tenured or tenure-track faculty, there are 7 women and all of them have children. In fact, seeing the senior women scientists in my department thrive in both family and professional life influenced my own decision to have a child. When I told my department chair that I was pregnant, she(!) let out of whoop of joy and excitement. I am sure that is not the typical reaction of department chairs to the pregnancy of a faculty member. Her immediate reaction was so positive that any fears I might have had about my colleagues' negative perceptions were swept away. This is not to say that their are none – but having support, understanding, and encouragement of a large fraction of the department including the chair made it a lot easier to accept the challenges of having a child and a successful career. I benefitted from having role models in my department, but training environments for most scientists provide few such role models since there are still relatively few women in faculty positions and other high level positions. Working to make sure women are hired and promoted can change this. This means providing support, encouragement, and advice to junior colleagues, post-docs, and students. While there are still a lot of attitudes to change on this issue, women in science need no longer feel they must make a choice between careers and children. It is possible to "have it all." —
, Associate Professor, Department of Biology, Washington University Gifts Douglas Hanahan |
Why Women Leave Science; Caroline M. Kane | ||
08/01/1997 | ||
Consider the following statistics from 1993:1
These statistics about women in science and engineering are accumulated biannually by the NSF in a continuing study of women, minorities and persons with disabilities in science and engineering. What contributes to the contrast between the nearly 50% representation of women at the undergraduate and graduate levels to their 26% representation in the life sciences labor force? Why are women leaving science? More women than men begin leaving science even as undergraduates. Many women (and men) enter university or college from a supportive high school background where teachers and advisors have encouraged the students' interests and developed the students' skills in science. Once at the college level, many women in the sciences feel "pressure, isolation, powerlessness and the constant need to prove themselves" in the face of an educational "system designed to induct young men into an adult male social structure"..2 That is, the socialization of white males is well served, but the different expectations and requirements of women are often not understood, ignored or belittled. These include issues of self-confidence; for example, admitting difficulty in a subject may be interpreted as a weakness rather than an interest in sharing information in the process of learning. In the Seymour and Hewitt study2, many undergraduate women did not think that they were doing as well or were as well qualified as others in the classes, even in cases where the grades received said just the opposite! Also, organized help for academic work may be viewed by some faculty as remedial rather than as an important means for students to more thoroughly integrate information. Many of the expectations and requirements may also be shared by men, although the culture of science and engineering has been more focused on a make-it or break-it, win-lose dichotomy. Learning as a competition instead of as an end in itself can often get in the way of success in the classroom, and having to fight against other students for a grade can be very discouraging when understanding is the overall goal. Even given different perceptions among men and women, the top five reasons given by both men and women for switching out of science and engineering majors were the same.2 Thus, both men and women who switched majors felt that their original reason for choosing the major proved inappropriate, that there was poor teaching by the faculty, that there was inadequate advising or help with academic problems, that other majors offered a better education or more interest, and that they were "turned off science." Men and women defined "good teaching" and "good academic performance" differently, however. For women, good teaching included being able to establish a personal relationship with a faculty member; the faculty member needed to be interested in the student as well as the course material. For men, good teaching focused on presentation of material. For women, "good academic performance" based on tests and scores was not sufficient to doing well. They were doing well if they felt more integrated into the discipline by establishing the relationship with the professor(s). Networking and mentoring with the faculty are valuable routes to learning about a profession and about others who are successful in that profession. In contrast, perpetuating the idea that science is "hard" and therefore only available to an "elite" with the inherent ability to deal with the material provides permission for faculty to continue to "weed out" rather than educate students with a genuine interest and aptitude for biology, and its predecessor courses, math, chemistry and physics. On this particular point, Seymour and Hewitt found that switchers and non-switchers were of similar aptitude and ability, whether men or women 2 Women are more likely to internalize criticism and negative feedback as indicators that they are less capable, less on top of the class work, and perhaps the only ones having difficulty with the material. The message to students is that the less effort needed for navigating the system, the more savvy you are. When women enter a system in the sciences that has been developed for and has worked well for white men for years, they often get the message that they are outsiders — not that they are overtly unwelcome, but that they don't know the rules. Having guides, advisors, older peers, and faculty who validate their concerns and work with them to find learning strategies that work for them are all essential. Note that this applies as well to men, and that many men also leave the sciences for reasons having little to do with changes in interest or a lack of ability. More women, proportionately, leave perhaps because the system is not designed to induct them into the adult world of women as much as it is, as suggested by Seymour and Hewitt2, an extension of the system that young men have been experiencing their entire lives. Perhaps the "underlying cause of women's difficulties lies in the structured incapacity of the traditional science, math, and engineering system to meet the educational needs of a diverse student population"2. Indeed, many similar issues impact minority students and scientists. However, the college and university faculty, both men and women, are not the sole explanation for why women leave science. Indeed, many faculty men and women are encouraging young women to continue to pursue their interests in biology careers and to consider and pursue careers in secondary and higher education and research. Nearly 50% of the undergraduate degrees in the biological sciences are awarded to women; so, many women are not switching to other majors, despite the challenges of working within the biological sciences. Indeed, nearly 50% of the graduate student population in biology are women and 40% of the awarded Ph.D.'s in the biological sciences go to women. But if women are only 26% of the life sciences labor force, then where are these women going? Three recent articles in Science addressed what happens to women during the development of their professional careers.3,4,5 Many women choose careers considered "alternative" (read, "non-research" ) because they find them more compatible with having a family, more intellectually rewarding, even more financially remunerative and personally satisfying than independent research careers. Men now are catching on to these alternatives as well. When a larger number of men and women with advanced degrees in the biological sciences enter business, law, journalism and the media, environmental work, consulting, primary and secondary education, science education, government, and the myriad of other professions, perhaps the word "alternative" will be dropped. Yet, independent research careers in academia, research institutions, or industry in which one develops approaches to decipher the workings of biological processes certainly are considered quite prestigious and desirable. Many women have this career as an aspiration upon entering graduate school. What happens to them once they have taken the first step to an independent research career? Perhaps these research positions are less compatible with a variety of personal and family concerns. Very few women have a partner whose career revolves around coordinating house and home and family in order to allow her to pursue her professional career. With more two-career couples in research careers, there are many more examples of successful sharing of parenting and home responsibilities; yet, again and again, based on survey after survey, the larger share is assumed by the woman. This disproportion may be fully appropriate for individual relationships, but that question is not the issue here. Rather, the issue is one of balancing career and personal issues to ensure that the pleasure of "doing science" remains fully worth the effort to do it. Another problem women often encounter is how their behavior is perceived and accepted. Successful women very often have wonderful aggressive and persistent behaviors, as do their male colleagues, that allow them to follow their curiosity into scientific questions. These behaviors on their part are sometimes viewed as negative by colleagues unaccustomed to women savoring fully the gusto of scientific discovery. On the other hand, a very feminine woman scientist (redundancy noted) might not be taken seriously regardless of the creativity and productivity of her research because her appearance and behavior is beyond the experience of the other "serious" scientists in her department. An increasing number of women faculty and researchers can contribute to eliminating the interpretation of these behaviors as unusual. Certainly there are many unusual behaviors observed among men scientists, but they are "diluted" by the numbers of men represented in biology departments. The presence of more women in the profession and their speaking at meetings can condition and teach men colleagues about inaccurate stereotypes and preconceived notions that interfere with what might be their legitimate efforts to welcome women into the academy. Finally, a reason consistently mentioned by many women who choose not to pursue or continue a career in the biological sciences is the competitive environment. However, it is not competition per se that sours the professional experience, as many women enjoy competition and the rewards and personal satisfaction that come from "winning." The crux for the sciences is the disconnect between a reward system in an intellectual endeavor that relies on "beating one's competition to the finish line" rather than working with others to try to derive the answers to biological questions in a rapid, efficient, and collaborative fashion that highlights the joy of learning about life's mysteries. The notion of winners and losers in scientific research is limited since scientific discoveries are based on years of prior work by many others. Recognition of a new insight is important and extremely worthwhile, but an ethos based on having a loser rather than upon making a significant positive contribution requires setting up battlegrounds. These types of engagements have far too much impact on the definition of success in the sciences, and the logic, or lack thereof, of this behavior is often lost on successful professional women. From experiences during education to experiences in the professions, women and men are confronted with positive and negative feedback regarding careers in the biological sciences. Earlier networking and mentoring advice to students and junior colleagues would serve to help women determine whether biological science is indeed the passion of their professional lives. The networking and mentoring that help in that decision making need to continue as the young professionals, and senior professionals, progress in their careers and encounter new issues unrelated to the passion for the discipline, but directly related to their ability to be successful in pursuing that discipline. From introductions at a national meeting to appointments onto powerful institutional committees, engaging women in the positive process of science as well as the pleasure of science may encourage more women to commit their energies to staying rather than leaving. —
for the WICB Committee, Adjunct Associate Professor of Molecular and Cell Biology at the University of California, Berkeley References:
Social Activism by Scientists; Sandra Masur | ||
07/01/1997 | ||
Elected leaders of various scientific organizations and other high-profile scientists are often called upon to testify before congress, serve on national policy panels, and contribute their ideas on an elevated plane. However, many more scientists are contributing to our society on a grass-roots level. This crossover from scientist to citizen is rarely in the spotlight. A small number of ASCB members responded to a recent questionnaire on social activism [ASCBNewsletter, April, 1997, WICBSection]. Their motivation for putting time and effort into social activism is to utilize their understanding of science to contribute to society. They accomplish this by, for example, educating the public about the environment, encouraging disease prevention, protecting women's rights, and improving our future as scientists. Each saw their public actions as being related to science. The most direct connection to science is in activities promoting funding for research and science education. Scientists find many ways to contribute to science education: judging science fairs, taking high school students into the lab to do projects, training high school teachers in current methods. The next most cited activities were involvement in outreach programs, lobbying, and public education. Several members have taken leadership positions in citizenship organizations like the League of Women Voters or organizations devoted to funding for elementary and secondary education. A commonly cited subject of concern was civil rights, especially affirmative action and women's rights (including abortion rights), perhaps because the questionnaire was under the WICB auspices. The respondents all felt that there was an impact of their scientific training on these activities especially in their analytical examination of arguments. The ivory tower is seen as an isolated environment in a rarefied atmosphere. But that same ivory tower has provided the analytical training and the vantage point that many scientists apply to the world outside their academic pursuits. My own social activism was most intense when my children were young, and I was working part-time as a scientist. In my free time, I worked to better the community in which we lived–a racially and economically integrated community which was in constant danger of being ghettoized. I spoke to the local Rotary and Kiwanis Clubs about maintaining integration. I believe I was effective because of my ability to put together a cogent short talk in which I presented a hypothesis about ways to maintain integration, how we had tested it, and suggestions for further work. I used the same approach to argue that public support of research on toad urinary bladders through the NIH might in the long run help Aunt Molly to survive dialysis for diabetic nephropathy. This is not intuitively obvious, even to a scientist. From that time it has been clear to me that the same energy and clear thinking that we use as scientists may be used to address societal concerns. I hope this article may inspire some of my colleagues to think about what they might do outside their work. Or maybe those trained minds could be applied to important societal issues when they are ready to retire from full-time jobs. —
Is There Gender Bias in Student Evaluation of Teaching?; Jean Wilson | ||
06/01/1997 | ||
WICB agenda: "I see that the majority of graduate students entering our Ph.D. programs here at GW and across the nation are women. The impact that this gender shift will have in the culture of biomedical science in the next couple of decades is an issue worth investing some time thinking about, as a scientist and as a mother of daughters. I would like to be able to contribute to helping ease us all into this new era and believe that working with the WICB Committee might help me do this.
Feedback On Future Directions Form The Women In Cell Biology Committee Name: |
The Association for Women in Science; Laura Williams | ||
05/01/1997 | ||
Cell biologists may be aware of the Association for Women in Science (AWIS) and may even be members, but may not know of its history of accomplishments and programs for women scientists. AWIS is a national organization "dedicated to achieving equity and full participation of women in all fields of science and technology." Soon after its establishment in 1971, AWIS brought and eventually won a lawsuit against the Secretary of the (then) Department of Health, Education, and Welfare and the Director of NIH which demanded a remedy for the limited representation of women on NIH study sections and advisory committees. Then, in 1975, AWIS and the NAACP won a lawsuit against the Office of Civil Rights for discrimination in higher education. AWIS continues to promote the advancement of women in science by providing names of qualified women to those responsible for organizing scientific meetings, review panels, and search committees. Also, as a member of the Coalition for Women's Appointments, AWIS promotes the appointment of women to federal positions. And finally, to enhance the visibility of outstanding women scientists, AWIS nominates women for research prizes and awards such as the National Medal of Science and Presidential Mentoring Awards. The following are some of the many AWIS programs and projects:
Research and Teaching at a Liberal Arts College; Yolanda P. Cruz | ||
04/01/1997 | ||
Letter Protesting the cigarette advertisements appearing in Working Woman magazine; Sally A. Amero | ||
03/01/1997 | ||
The objective of the Women in Cell Biology Committee is to provide opportunities and information useful to women in cell biology. However, on occasion WICB Committee members tackle other sensitive issues of more general interest. At the December meeting in San Francisco, WICB Committee members voted to protest the cigarette advertisements appearing in Working Woman magazine. The attached file was sent to the magazine on December 18. At press time, no response had been received. |
Download Here |
Coffee Break Forum Varied and Enlightening; Mary Lee S. Ledbetter and Christopher Watters | ||
02/01/1997 | ||
Highlights of WICB Activities at the Annual Meeting; Laura Williams | ||
01/01/1997 | ||


text:
"Even a minor event in the life of a child is an event of that child's world and thus a world event."
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subset: commoncrawl


text:
HopgoodGanim's latest media releases are listed below. Please direct all media enquiries to our Senior Communications Advisor, Laura Macdonald.
Trainee Solicitor Jasmin Semlitsch wins prestigious Award
22 May 2013HopgoodGanim Trainee Solicitor Jasmin Semlitsch was recently recognised for her outstanding academic results by being awarded one of the six Una Prentice Awards
Leading litigation expert Ian Hughes joins HopgoodGanim
16 May 2013HopgoodGanim today announces that senior Queensland lawyer, Ian Hughes, has joined the firm. Ian brings with him an impressive 30 year track record, handling some of the country's largest legal battles including multi-million dollar claims on behalf...
Tax expert adds another string to HopgoodGanims bow
14 May 2013HopgoodGanim is pleased to advise the recent addition of Rosalie Cattermole as a senior associate in its tax team. Rosalie's arrival at HopgoodGanim reaffirms the commitment by the firm to leverage the support they provide to clients with regards to...
HopgoodGanim advises Norton Gold Fields on Kalgoorlie Mining Company takeover
18 April 2013HopgoodGanim has advised Western Australian gold company Norton Gold Fields on its friendly multi-million dollar off-market takeover of Kalgoorlie Mining Company.
HopgoodGanim advises Jindal on $221.61 million takeover bid
4 February 2013HopgoodGanim has advised Jindal Steel & Power (Australia) on its AUD $221.61 million on-market takeover offer for coal producer Gujarat NRE Coking Coal.
Graduate pay gap a surprise to law firm
18 January 2013Figures recently released by the Workplace Gender Equality Agency showing an average reported difference in the starting salary of Australian female and male law graduates of almost $5,000 have come as a surprise to HopgoodGanim's HR Manager, Alison Schultz.
HopgoodGanim promotions support growth
14 December 2012HopgoodGanim has announced the promotion of nine legal professionals within the firm, including the appointment of two partners to the firms Litigation and Dispute Resolution practice.
HopgoodGanim website recognised as Best in Class
13 December 2012HopgoodGanims new look website, www.hopgoodganim.com.au, has been awarded Best in Class in the Legal category in the prestigious Interactive Media Awards (IMAs) in New York.
Cooperation Agreements strengthen ties with China
5 December 2012HopgoodGanim is pleased to announce that it has signed cooperation agreements with two of Chinas leading law firms, Dacheng Law Offices LLP and Zhejiang T&C Law Firm.
Merged firm grows on day one
1 November 2012The merger of Queensland law firm HopgoodGanim and Perth-based Q Legal comes into effect today and coincides with the appointment of a senior property, construction and corporate lawyer to the Perth office.
Mandatory data breach laws vital in 21st century, warns technology lawyer
26 October 2012Laws making it mandatory to report data security breaches are vital to protecting confidential information in the 21st century, says a leading Queensland intellectual property and technology lawyer.
HopgoodGanim and Q Legal join forces to benefit clients on both coasts
5 October 2012Queensland law firm HopgoodGanim will join forces with Perth-based Q Legal, effective 1 November this year, enabling the combined firm to offer a seamless service for clients across Australia, no matter where they or their projects are based.
HopgoodGanim builds infrastructure and major projects expertise
4 September 2012HopgoodGanim has welcomed Charles Sullivan, a senior construction and infrastructure lawyer with more than 25 years experience advising on major development projects.
3D printers a significant threat to intellectual property, warns technology lawyer
2 July 2012A leading Queensland intellectual property and technology lawyer has warned that the emergence of three dimensional printing technology will pose significant legal and commercial challenges to the design and manufacturing industries.
HopgoodGanim announces promotion of 15 legal practitioners
29 June 2012HopgoodGanim has announced the promotion of 15 legal professionals within the firm, in both its Corporate and Family Law practices.
HopgoodGanim advises Armour Energy on $75 million IPO
27 April 2012HopgoodGanim has advised mining company Armour Energy on its securing of $75 million for its initial shale gas exploration in the McArthur Basin.
HopgoodGanim ranked third for equity and IPO deals in global review
4 April 2012HopgoodGanim has been ranked third in Australia and New Zealand for Equity and IPO deals in the Bloomberg Global Legal Advisor review for the first quarter of 2012.
HopgoodGanim takes top gong in guide to leading family law firms
12 March 2012HopgoodGanim has been recognised as the top Queensland family law firm in the Doyle's Guide Queensland Family Law Review for 2012.
HopgoodGanim partner leads review of Queenslands planning system
5 March 2012A partner from HopgoodGanim's award-winning Planning and Environment team has overseen the preparation of an industry-led reform paper, which makes 22 key recommendations to improve Queensland's complex planning system.
HopgoodGanim ranked in guide to Australias best lawyers
27 February 2012HopgoodGanim has been recognised by international legal directory Chambers Asia-Pacific for its expertise in energy and natural resources, environment law and native title.
HopgoodGanim advises on JV with worlds biggest integrated geothermal company
21 February 2012HopgoodGanim has advised ASX-listed geothermal energy company Hot Rock Limited (ASX: HRL) on a number of joint venture agreements, which could provide funding of up to USD $200 million, with PSE-listed Energy Development Corporation.
HopgoodGanim ranked first for Australian deals in capital markets review
6 February 2012HopgoodGanim has been ranked first for Australian Equity and Equity-related deals (based on number of deals) in the Thomson Reuters Asia Pacific (excluding Japan) Capital Markets Review for the full year 2011.
HopgoodGanim advises CuDeco on $32 million share placement
2 February 2012HopgoodGanim has advised ASX-listed mining company CuDeco on the placement of ordinary shares to two UK fund managers, raising $32 million before costs.
HopgoodGanim advises on agreement to boost community health research
10 January 2012HopgoodGanim has advised on a research alliance agreement that outlines how four of Australia's top universities will work together to undertake research that contributes to better health outcomes for Australia's regional communities.
HopgoodGanim advises on $120 million sale of PCSMA assets to Sucrogen
13 December 2011HopgoodGanim has advised on the $120 million sale of the Proserpine Cooperative Sugar Milling Association's milling assets to Sucrogen.
HopgoodGanim advises Bow Energy on Arrow takeover offer
30 September 2011HopgoodGanim has advised Bow Energy on the $535 million takeover bid by Arrow Energy.
HopgoodGanim partner appointed to international family law association
27 September 2011HopgoodGanim family law partner Geoff Wilson has been appointed as the parliamentarian of the International Academy of Matrimonial Lawyers for 2012.
HopgoodGanim partner makes mark on Queenslands development industry
15 September 2011Brisbane planning and development lawyer Sarah Persijn has been appointed as the Chair of the Urban Development Institute of Australia's Queensland Planning and Planning Governance Committee.
HopgoodGanim advises MetroCoal on agreements to support growth
13 September 2011HopgoodGanim has advised ASX-listed MetroCoal Limited (ASX:MTE) on the placement of 32 million shares to Chinese coal group DADI Engineering Development, raising $24 million before costs.
Court of Appeal confirms Opes Prime compensation claim
12 September 2011The Queensland Court of Appeal has unanimously dismissed an appeal by the Securities Exchange Guarantee Corporation arising out of the collapse of Opes Prime in 2008.
HopgoodGanim native title partner named in 2011 Doyles Guide to Leading Lawyers
18 August 2011HopgoodGanim has again been named in the Doyle's Guide to Australia's leading native title firms, with Partner Dr. Jonathan Fulcher specifically named as a leading lawyer in this area of expertise.
HopgoodGanim takes it to top tier in capital markets
8 August 2011HopgoodGanim has been ranked equal second in the latest Thomson Reuters Global Capital Markets Review alongside international and national firms Allens Arthur Robinson, Freehills, Minter Ellison and Norton Rose.
HopgoodGanim advises Indigo on national mobile distribution deal
20 July 2011HopgoodGanim has advised Indigo Telecom on a deal with Australia Post to distribute Indigo's mobile phones and plans through Australia Post's retail outlets nationally.
World food demand prompts savvy plant breeding
20 July 2011The push towards increased food production globally will see a rise in commercial opportunities to find newer, stronger and faster-growing varieties of plants and plant products, with the need to protect Plant Breeders rights also increasing.
HopgoodGanim advises Dutchess Capital in long-term funding deal
9 May 2011HopgoodGanim has advised US-based investment manager Dutchess Capital on a US$16.3 million equity line facility with Motopia Limited, a leading Australian mobile marketing and branded mobile content creation provider.
HopgoodGanim advises Jindal on Rocklands Richfield takeover bid
21 April 2011HopgoodGanim has advised Jindal Steel and Power (Australia) on its on-market takeover offer for Rocklands Richfield.
HopgoodGanim named Gold Employer of Choice for second year in a row
7 April 2011HopgoodGanim has been named a Gold Employer of Choice in a national survey of law firms by Australasian Legal Business (ALB) magazine for the second year in a row.
HopgoodGanim advises Jumbo Interactive on Manaccom voluntary administration
31 March 2011HopgoodGanim has acted for ASX-listed technology company Jumbo Interactive, creator of the Oz Lotteries website, in successfully implementing a deed of company arrangement for its troubled subsidiary Manaccom, which had been placed into voluntary administration earlier this year.
HopgoodGanim advises JAB Resources on Canadian merger
28 March 2011HopgoodGanim has advised mineral exploration company JAB Resources on its merger with TSX-V listed Golden Touch Resources Corp.
HopgoodGanim partner named one of Australias Best Lawyers
7 March 2011HopgoodGanim partner David Nicholls has been named one of the country's top planning and environment lawyers in the 2011 edition of The Best Lawyers in Australia.
HopgoodGanim partner named leading native title lawyer
1 March 2011HopgoodGanim partner Jonathan Fulcher has been named one of Australia's leading native title lawyers by Chambers Global for the fifth consecutive year.
HopgoodGanim advises Macarthur Minerals on $50 million private placement
28 February 2011HopgoodGanim has advised TSX-V listed Macarthur Minerals on a brokered bought-deal private placement of shares and warrants to an investor syndicate, raising $50.04 million before costs.
HopgoodGanim advises Norton Gold Fields on $30 million tenement sale
20 December 2010HopgoodGanim has advised ASX-listed Norton Gold Fields on the sale of a mining tenement in Queensland's Bowen Basin to Boardwalk Sienna.
HopgoodGanim successful in Opes Prime compensation claim
13 December 2010HopgoodGanim has acted for Samuel Holdings in a successful claim against the National Guarantee Fund following the collapse of Opes Prime.
HopgoodGanim associate wins Young ICT Professional of the Year
25 November 2010HopgoodGanim associate Hayden Delaney, 27, has been named Young ICT Professional of the Year by the Australian Computer Society (ACS) Queensland.
HopgoodGanim advises Bow Energy on $78.4 million capital raising
16 November 2010HopgoodGanim has advised Bow Energy Ltd (ASX: BOW) on the institutional placement of 42.1 million new ordinary shares to raise $48.4 million, and a share purchase plan for eligible existing shareholders to raise up to $30 million.
HopgoodGanim advises Solomon Gold on AUD $24.19 million capital raising
28 October 2010HopgoodGanim has advised AIM-listed Solomon Gold plc on its recent capital raising in Australia and the United Kingdom.
HopgoodGanim advises Volga Elderberry on Lorena Gold Project sale
6 October 2010HopgoodGanim has advised Volga Elderberry on the sale of the Lorena Gold Project in North West Queensland to ASX-listed Malachite Resources.


text:
Little Boy Collection - Stacked Stickers - A Boy and His Toys by Karen Foster Design
Product Description:
These beautifully designed embellishments are made with jewels, glitter, ribbon, fabric and more for a unique look on projects. Each package contains six pieces. The Karen Foster Design designer quality stacked stickers are three-dimensional embellishments that add a unique touch to any project.
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text:
AF-S DX Zoom-Nikkor 17-55mm f/2.8G IF-ED
This high-performance, wide-angle zoom is designed exclusively for use with Nikon's DX-format, is fast and versatile for travel and portrait work
$1,539.95*SRPSRP (Suggested Retail Price) listed only as a suggestion. Actual prices are set by dealers and are subject to change at any time.
Supplied Accessories
- HB-31 Hood
- CL-1120 Case
- 77mm lens cap
- Rear lens cap
*Supplied accessories may differ depending on country or area.
AF-S DX Zoom-Nikkor 17-55mm f/2.8G IF-ED
Excellent Close Encounter Walk Around Lens
I got this lens over 6 months ago and have been extremely happy with it. I can see why everyone has been telling me that Nikon has the best "glass" on the market. Because this is a DX lens (I imagine replaced by the 24-70mm for FX) it works great on those lower priced bodies.
This is the way to go for a great wide angle perspective. I love it for walking around in close environments. I have been able to get all the shots I need, even at night.
March 17, 2012
Worth every penny if not more.
I've always been uptight about the quality of my photos. No noise, nice color, everything. But I've also never wanted to save more than 600 dollars for a lens. People would tell me that the lenses over 1000 weren't REALLY worth it. That's not the case. I finally buckled down and saved enough to get one of these bad boys. It's also why I'm sticking with the high end DX cameras for awhile longer. Don't bother buying a prime, a wide angle, or another standard zoom. I have 12 lenses and the only time I use them is when my brother uses it.
2.8 aperture through the entire focal range for fast shutter speed and freezing motion
extremely study build
smooth turning focus and zoom ring (best i've seen)
autofocus is faster than even my speed demon 35mm 1.8 (less zoom the lens has the faster the focusing usually is)
Extremely heavy. My D90, Battery grip, and the lens feels about 15 pounds (a complete guess, but it's heavy)
Cost, even being worth the price, it still took me awhile to save enough for it.
January 9, 2012
Finest lens currently made by Nikon
I put myself on several waiting lists before finally securing this fine lens. I already owned the Nikkor 24-120 f/3.5-5.6 G AF-S VR lens, and I loved the VR. So, it took me awhile to switch over....however, the color and sharpness of the 17-55mm surpasses all of the Nikkor lenses that I own (and I own quite a few!).
The only downsides to this lens is lack of VR (not a big deal with the newer cameras) and the fact that it is a DX lens. This lens is the main reason I have not gone to a FF camera.
November 16, 2011
Super love the lens
It's fast, sharp, silent. Been using this lens for about 2+years now and the most used of my 6 Nikon lenses.
November 6, 2011
Outstanding Lens
The lens is great for portrait and in low light condition. I'm using it on DX camera bodies, D90 & D7000. I also have the 24-70mm f2.8, an the quality pictures that I have taken so far equal to the 24-70mm, but built for DX body.
Super sharp! I would recommend this lens for DX users out there, look no further. This will be my all around lens. I used to use prime lens (35mm f1.8 or 50mm f1.4), now this lens will be on my camera and use the primes for backup in my bag.
November 1, 2011
5 Questions | 9 Answers
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5 Questions | 9 Answers
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Ask a new question Search the Product Forum
I'm a serious passion, hobbyist and I'd like to buy one new lens, but could you explain the main difference between the 17~35 f2,8 and 17~55 f2,8?
which one is the better for my use, I've a D7000 and D90, and I like to photograph inside events, portraits and landscape.
I appreciate if you can answer it for me, thank you too much
which one is the better for my use, I've a D7000 and D90, and I like to photograph inside events, portraits and landscape.
I appreciate if you can answer it for me, thank you too much
1 year, 2 months ago
Location :
Age: 45-54
Favorite Subject: Landscape
Nikon Family: 11-20 years
Role: Serious passion, hobbyist
2 Answers
The 17-55 G lens is designed exclusively for DX format cameras like your D7000 and D90. If you plan to move up to FX Full Frame like the D3 and above and expect to use this lens, your going to lose sensor compatibility. However, this lens is going to give you the maximum compatibility with your cameras now because it's designed for the DX sensor in your cameras. It's also slightly better glass than the 17-35 D and in my professional opinion, handles metering and exposure better communicating with the cameras systems.The 17-35 D lens is also excellent glass, has an aperture ring on the lens and can be used for DX and FX cameras. On DX cameras, your image will be cropped, meaning what you see in the viewfinder will be cropped so your final photo will slightly be trimmed down from the corners.
If your not going to move to a $2500+ camera, go with the 17-55 G as its made specifically for the cameras you have. If you are moving in the near future, go with the 17-35mm D, Although I would advise you to consider other FX full frame G lenses because they do such a better job interacting with the cameras software producing cleaner images that require less post-shooting processing.
Jun 1, 2011 by
Nicky Nikon
Baltimore, MD
Location :
Baltimore, MD
Age: 25-34
Favorite Subject: Landscape
Nikon Family: 2-5 years
Experience: More than a year
Role: Professional photographer
17-55 has a longer focal length range, that is, from a wide lens to a moderate middle-range lens. the difference is that the 17-55 is a DX lens which means it won't work on full-frame bodies (d700 and up), but they will work just fine on DX bodies (d7000 and d90 are DX, so it's good for them). however, for portrait and event work you'll still need a longer focal length lens, something above 90mm. AF-S DX Zoom-Nikkor 17-55mm f/2.8G IF-ED
2 Answers
can i use this lens with an fx model camera...d700 and d3s
1 year ago
Age: 35-44
Favorite Subject: Portrait
Nikon Family: 11-20 years
Experience: 6-12 months
Role: Semi-professional photographer
2 Answers
Yes, but it is designed to work in "crop mode" only. This means less megapixels will be used and there will be an effective focal length multiplier of 1.5x. If you wish to use the full-frame on these cameras, then you must override the auto-DX cropping in the menu. After you do you will see vignetting on the images at wide angles (below ~24mm) because this lens is designed for an DX body.Instead, Nikon would recommend you purchase the 24-70mm f/2.8G for this sort of camera. I believe it is only MSRP a couple of hundred dollars more, so, for the price of this lens, is a reasonable upgrade with some bulk.
If you are searching for a wide angle lens for an FX body, the recommended lenses are the 16-35mm f/4G, 17-35mm f/2.8D, and the 14-24mm f/2.8G.
Products related to my answer
Yes you can, however, it will cause vignetting in FX but you can switch to DX mode, at reduced mp, and use it. AF-S DX Zoom-Nikkor 17-55mm f/2.8G IF-ED
2 Answers
would this be an appropriate lens for a Nikon d5000?
6 months ago
2 Answers
Short answer: Yes.Long Answer: Nikon DX lenses are optimized for use for APS-C digital Nikon bodies (Nikons except for the D3, D3S, D3X, D4, and D700). In particular, this lens is equivalent to the 24-70mm f/2.8G on the FX bodies. This means that this lens is probably best used on a Nikon D5000(series) or D7000(series) in documentary style wedding photography, personal on-site news photography, etc. The large aperture and normal range is good for anything from group shots (wide angle) to portraiture.
Jan 7, 2012 by
San Francisco, CA
Location :
San Francisco, CA
Age: 25-34
Favorite Subject: Landscape
Nikon Family: 6-10 years
Experience: Less than a month
Role: Semi-professional photographer
yes AF-S DX Zoom-Nikkor 17-55mm f/2.8G IF-ED
2 Answers
can you use a teleconverter with the 17-55mm f/2.8 lens
5 months, 2 weeks ago
West Seneca, NY
Location :
West Seneca, NY
Age: 55-65
Favorite Subject: Landscape
Nikon Family: 6-10 years
Experience: More than a year
Role: Serious passion, hobbyist
2 Answers
No, teleconvertoers cannot be used with this lens, they will not fit and most likely cause damage if you do try and fit one on.Answer:
Yes, but it has to be the AF-S series. They are the TC-20E II, the TC-17E II and the TC-14E II. They are expensive, but the only ones that will work.Feb 2, 2012 by
Bluffton, SC, USA
Location :
Bluffton, SC, USA
Age: Over 65
Favorite Subject: Sports
Nikon Family: 21+ years
Experience: 3-6 months
Role: Serious passion, hobbyist
7 months ago
1 answer
Yes the lens can be used on the D700 but I probably wouldn't bother to use it. The D700 has a DX mode but images go do down to 5.1mp because not all the sensor is being used.1 of 1
1 of 1


text:
I've been Atheist off and on for about 4 or 5 years, pretty decided on it now. I came here after trying to make friends on Christian site (Christianchat.com) and was banned for being bisexual. Typical Christians. I love art and music, and I love meeting new people and discussing philosophy, regardless of their religious choice. :)
Welcome Meg! Incredible about the Christian site banning you like that. Not surprising but... incredible. Rejecting you not because how you behave or even something horrible that you said, but just because you happen to find both men and women attractive. Right. Of course. Makes perfect sense. Idiots.
I hope you find the community you're looking for in Think Atheist. Certainly lots have! Once again, welcome! :)
Hello, welcome to TA. Did I read that correctly, christianchat.com banned you from their site for being bisexual ? If that is the case then I do not think I need to add anything in the way of negative comments about the various evils and hypocrisy of religion, it rather speaks for itself. I am sure you will find us more tolerant here, I am lesbian and no one has asked me to leave yet !
Nina van der Roos
It's really not surprising but sucks anyways because I made a couple friends who weren't Christian there. Sure I'll make lots more here :D
Started by Unseen in Welcome to Think Atheist. Last reply by Unseen 16 minutes ago. 2 Replies 0 Likes
Posted by Keith Konecny on May 24, 2013 at 9:30pm 0 Comments 0 Likes
Check out our new mobile/tablet version of Think Atheist! www.ThinkAtheist.com/m
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Senior Member
Join Date: Dec 2012
Posts: 3,545
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progressive pressurising of circuits
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Soft start fittings allow air pressure to increase gradually when a compressed air line is restarted after it has been vented for any reason (eg. at the end of work, after an emergency stop or when adjusting the system). this gradual pressure increase or "soft start" which can occur when full working pressure is immediately introduced, saves wear and tear and prevents injury to users or components. Each cylinder thus protected gradually returns to the position it stopped at when the system was vented.


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Billig overnatting Billige hoteller Nord-Amerika USA Orlando - Disney World
To Orlando and the land of Mickey
will have to do for the most part. The drive to Orlando (about 10 hours) was beautiful. I had no idea ...
Posted in Travels in the USA by Koepilot
Universal Studios in Orlando
larger than the other park so I only had time to explore two worlds. I was really excited about the first ...
Posted in Jack's North American Adventure by mccardj
Adventures in Rio
, Washington monument and lots of memorials such as Lincoln and WWII. We then headed to Orlando getting ...
Posted in Mike & Tina's World Adventure by mike_tina


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McGahan's appointment was greeted with an entirely reasonable sense of optimism (mixed with relief) considering that two of the alternatives seemed to be Michael Bradley, who had done little with Connacht to encourage faith in him and is still "in transition" with Edinburgh today, or (gulp) Eddie O'Sullivan.
Some prescience there rb!!
Never mind perception because it isnt real. Its only what people think. Go out and make them think something else.
- Alan Quinlan on believing in yourself
Frighteningly prophetic BUT then POM, Butler, Dougall etc stepping up is a nice relief.
In terms of McGahan I think you're partly right that a lot of people were relieved not to see those alternatives but I also think a lot of us did voice concerns about lack of experience and his closeness with squad and Kidney. I do wonder how much TMG was undone by Fischer's nonsense time and the possibility (or appearance) that maybe LF was pulling the reigns a bit originally?
\"A million monkeys with a million crayons would be hard-pressed in a million years to create anything as cretinous as Battlefield Earth.\"
McGahan seemed a good choice at the time - I didn't post on that thread but I would have said something like that. What's slightly disturbing is the tendency to think's the player's opinion was "the most important thing" .... That certainly wasn't the case with RP's appointment.
"Playing against ROG, your big game plan is to try and pressure him but hed dump it off to Wally and next thing youre five metres behind the gain line because he was an absolute freak." Rory Best, Irish Examiner, May 2012
Whether Penney got the anointment from the players this time or not, is a side issue when you look back on it (though better that he isn't dependent on them). The last time McGahan had gone from Defence coach to Backs coach, performing well in both, it was reasonable to think that he should get his chance to move up (how else does someone move up otherwise).
The real issue is when it became clear that he was out of his depth as a Head Coach, Munster Rugby rewarded him with a contract extension, and even worse, they were prepared to offer him a further one. Penney has come in on the back of an excellent Head Coach track record, and again you would think that it augurs well, especially having started well, but we've really played no one of substance yet, and he is only at the start of changing how Munster plays. I'm waiting for the baseline match of Leinster next month and then we can have a good look at the return match in TP next March, to see how far we have come along (hopefully).
Very reasonable comment there, Point - it is of course better to take the long view.
Having said that, at least the early signs of Penney's regime are promising and I really am enjoying watching the changes in our play. I'm not a religious man, but I'm happy to "have faith" that this is the start of a change in our fortunes rather than the temporary honeymoon period that often happens with a new coach.
Never mind perception because it isnt real. Its only what people think. Go out and make them think something else.
- Alan Quinlan on believing in yourself
I'm just enjoying the rugby.
Otaga Daily Times 2/5/2012
Taz-Where did you get that information as I have seen nowhere that he(Penney) was ruled out?
Editor - The writer stands by the Penney information.
Otaga Daily Times 3/5/2012
Editor-- This article originally said Rob Penney had missed out on the Munster coaching job. That information was incorrect.
I am enjoying the rugby too taz, I had just forgot what it was like to play proper heads up rugby and use the full squad, I still question why the senior players stayed so quiet
David Wallace, James Coughlan - Heroes, Jonathan Davies
No one of substance? You've already played both an HEC finalist and an HEC semi-finalist from 5 months ago!
Last season, Munster both could and should have beaten Leinster in the Aviva (although not in Thomond). And this season, it's going to happen. Injury hit Leinster haven't gelled at all yet so, for me, it's Munster's game to lose.
A combination of injuries and the ageing process has meant that the Blue Lions have morphed into lambs and are on their way to the slaughterhouse, I fear. And not even all of the fireworks and loud rock music in the world can make Leinster play any better in the Aviva; plus Connacht will beat us up, as usual, next Friday (although I expect us to sneak that one), so we'll probably have a few more out with injuries.
It's REALLY misleading (and scary) seeing this thread on the headline page, resurrected after 4 or so years. Any chance people can just create a new one?
People are broad-minded. They'll accept the fact that a person can be an alcoholic, a dope fiend, a wife beater and even a newspaperman, but if a man doesn't drive, there's something wrong with him. - Art Buchwald
I think having these threads around is good in that we can look back at what's happened since. There was one on Cusack that popped up a while back that showed how things went from next bright thing in 2009 to being released in 2012. Was strange to chart that progress.
\"A million monkeys with a million crayons would be hard-pressed in a million years to create anything as cretinous as Battlefield Earth.\"
Still much too early to say how we'll do this season (and beyond) - but, despite that, I'm really enjoying watching Munster this season.
The excitement is back, I find I can't wait for the next match, and it's great to see so many new/young players getting moulded into a strong team. Where it'll take us who knows at this point, but the rebuilding has begun in earnest and I like it so far
I haven't taken my Christmas lights down. They look so nice on the pumpkin
Sent from my Commodore 64
Otaga Daily Times 2/5/2012
Taz-Where did you get that information as I have seen nowhere that he(Penney) was ruled out?
Editor - The writer stands by the Penney information.
Otaga Daily Times 3/5/2012
Editor-- This article originally said Rob Penney had missed out on the Munster coaching job. That information was incorrect.
I sure was. In fairness, Munster must have been pretty poor, although I gather that ye rallied well after we had lost McLoughlin, BOD, Nacewa and Conway to injury. It could turn out to be an expensive win if some or all of the above are crocked - especially with Exeter really stuffing the Quins yesterday.
I'm kind of sorry that I didn't bother to watch it now. But the Leeds - Wire Final was a cracker - and the right team won!


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The Hamlet Housing Authority is helping residents become more self-sufficient through a revised Choosing to Make a Difference in Life, Community, and Family Self-Sufficiency Program.
The Hamlet Housing Authority is a federally funded program that provides equal opportunity housing to residents.
The program is designed to assist residents of Hamlet Housing Authority by providing valuable resources such as money management skills, budget counseling, job search assistance, job placement assistance, and GED classes.
Doreen Reid, Resident Services Coordinator for the Hamlet Housing Authority, was hired by the Executive Director of Hamlet Housing Authority, Fabienne Livingston, to rebuild the old self-sufficiency program. Launched in October of 2012, Reid said she began to see progress immediately.
Residents of the Hamlet Housing Authority have a unique opportunity to utilize on-site Economic Literacy training and job training provided by the Richmond Community College Human Resources Development Division.
Reid said the Hamlet Housing Authority has never had on-site classes to help residents. "We have two instructors that come on-site," Reid said.
The instructors teach Economic Literacy training which is a class that teaches residents how to save money on groceries and household products through couponing and other money-saving programs. The residents are also taught credit recovery, a class on how individuals can fix their own credit instead of going through a credit repair company.
Residents also have the opportunity to meet individually with Doreen Reid to receive guidance on financial issues, budgeting, and resume writing. "I oversee each case to see what they need," Reid said. She said by doing that, she helps residents become more self-sufficient.
The self-sufficiency program, which is only available to residents of the Hamlet Housing Authority, also helps other residents who do not need job training or budgeting information. The program helps seniors who need someone to check on them or disabled residents who need assistance, Reid said. But, the primary function of the program is helping residents through job training, job placements, money management and the other programs offered.
Through a collaborative effort with the Richmond County Department of Social Services Work First Employment Services, the program has already helped a number of residents become self-sufficient. Reid points out that it is impossible to help a resident unless they attend the appointment with her.
"It is very important to come to the appointment," she said. At the appointment, she learns about the residents' needs and begins to understand how to help them. She also takes a look at their bills to find any problems, and also builds a budget for them to use.
Richmond County agencies and employers that are interested in developing a collaborative effort to promote the self-sufficiency of Hamlet Housing Authority residents are encouraged to call Reid at 910-582-3279 or by emailing her at firstname.lastname@example.com.
— Staff Writer Laura Edington can be reached at 910-997-3111, ext. 18, or by email at email@example.com.


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'Nanoparticle' Flu Vaccine Could Be an Advance
Mystery Illness Kills 2 in Alabama
A carbon monoxide (CO) detector is the best way to protect your family against this deadly gas. But paying careful attention to anything in or around your home that burns fuel can prevent potential problems. Follow these CO safety tips from the National Fire Protection Association:
Don't run a car engine or other fuel burner in a garage, even if the doors are open.
Inspect your vehicle for exhaust leaks.
Check furnaces, water heaters, wood stoves, portable heaters and your chimney for leaks and cracks.
Never use a barbecue grill in a garage or other enclosed areas.


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