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Browsing Recipes similiar to Chef Danny's Chicken Pie.
Chef Danny's Chicken Pie Recipe
chicken, red onions, thyme, shallot, cream, red wine, mushroom, pastry, +garlic, +bacon, +olive oil, +eggs
cookeatshare.com - Similiar recipes
Chicken & Leek Pie
Chicken pie has always been a favourite of mine. From the cheap frozen ones I ate as a child to this: a creamy version with mushrooms and leeks, topped...
chicken, cream, thyme, mushroom, pastry, +bay leaves, +chicken broth, +leek, +olive oil, +onions, +flour, +potato, +salt
Cheat's Chicken and Mushroom Pie
I desperately wanted a chicken and shroom pie but couldn't be bothered to find a nice recipe or to wait for one to bake in the oven so I made this up as...
chicken, thyme, pastry, shallot, +chicken broth, +wild mushroom, +peas, +garlic, +black pepper, +white mushroom, +sauce
*-- Creamy Chicken Pot Pie * Pies - Pot Pies- Easy - Yummy--*
YEAH!! — MY FIRST POST — :O)This recipe was originally from Williams Sonoma... it now has my finishing touches...We can't get enough of this!!Good...
chicken, thyme, mushroom, pastry, shallot, +flour, +bay leaf, +carrot, +celery, +chicken broth, +cornstarch, +eggs, +peas, +heavy cream, +potato, +black pepper, +butter, +water
Cheat's coq au vin
chicken, red onions, mushroom, thyme, red wine, cream, +butter, +olive oil, +garlic, +pancetta, +chicken broth, +parsley, +black pepper
www.bbc.co.uk - Similiar recipes
Chicken, leek and wild mushroom pie
mushroom, pastry, chicken, thyme, cream, +wine, +flour, +salt, +butter, +lard, +eggs, +water, +pie filling, +olive oil, +leek, +celery, +white wine, +chicken broth, +black pepper, +egg yolks
www.bbc.co.uk - Similiar recipes
Deep Dish Chicken Pie
Economical.. because you can use leftover cooked chicken. Instead of using the chicken stock, I replace it with a can of Mushroom Chicken Soup (Campbell's...
mushroom, chicken, cream, pastry, +butter, +celery, +cream of mushroom soup, +eggs, +black pepper, +onions, +flour, +water
Brontë Pie - Emily Brontë's Favourite Meat Pie!
It is said that whilst in Belgium 1843, Emily wrote to her sister Charlotte Brontë, saying that she would rather be in Haworth House (Haworth, Yorkshire)...
mushroom, chicken, pastry, +black pepper, +butter, +eggs, +onions, +sirloin steak
Curry Chicken Pie
I created this recipe one night my family came over for dinner. The original recipe called for coconut milk and 1/2 cup of mild curry and potatoes. As...
mushroom, chicken, cream, pastry, +cornflour, +curry paste, +egg whites, +evaporated milk, +spinach, +vegetable oil, +onions, +water
Ham, Chicken and Leek Pie
Delicious pie using up leftover ham and chicken.
www.bestrecipes.com.au - Similiar recipes
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Bus Changes – Info SessionsPosted August 23rd, 2018
A lot of people are unclear about what the Dublin Bus changes will mean for them – information sessions are being held around Dublin. I would suggest attending one of the sessions or following the link below to find out more.
Two will be held in the constituency:
- – The Talbot Hotel, Stillorgan Road on the 31st August, 2 – 8pm
- – The Ballsbridge Hotel, Pembroke Road on the 11th September, 3 – 7pm
For full details of the sessions, go here.
3rd August 2018
The National Transport Authority are currently redesigning the bus network in Dublin. There will be very significant changes made to the bus routes, frequency and accessibility – the entire network will be changed.
I would encourage you to take a look at the plans and see how this may affect you. A public consultation is currently open to give your feedback. The consultation closes on 28th September 2018.
You can find out more and register your feedback here.

subset: commoncrawl


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Old Mutual Life Insurance Company (Botswana) | Principal Officer
Old Mutual Life Insurance Company (Botswana) (Pty) Ltd, (Old Mutual Life), a member of the Old Mutual Botswana Group, provides long term group risk insurance solutions. Our vision is to become our customers' most trusted partner - passionate about helping them achieve their lifetime financial goals. Our target clients include large and medium sized businesses, unions and affinity groups. Our products are sold almost exclusively through licensed intermediaries.
This is a senior management position that reports to the Managing Director and the Board Audit, Risk and Compliance Committee. The Principal Officer will be responsible for ensuring that Old Mutual Life maintains the highest levels of regulatory compliance, risk management and internal controls. They will achieve this through embedding a culture of compliance and continuous improvement. The successful candidate will also challenge the status quo and identify opportunities for Old Mutual Life to do more for all our stakeholders.
· Principal liaison between the business, Regulator and the Non-Bank Financial Services Regulatory Authority.
· Regulatory compliance, risk management and internal control environment reporting to the Board Audit, Risk and Compliance Committee.
· Identifying applicable legislation and analysing the impact thereof on the business and applying this to business processes and procedures.
· Ensuring business compliance with applicable legislation through the implementation of compliance risk management and monitoring plans.
· Performing quarterly compliance audits on processes.
· Ensuring risk processes are being followed.
· Challenging risk management information received from Management.
· Personal Mastery (Learning)
· Customer First
· Collaboration
· Leading with Influence
· Innovation
· Strategy
· Undergraduate degree in any field
· Diploma in Insurance i.e. AIISA or equivalent
· Minimum 5 years' work experience in a management position at a life insurance company
Please submit applications and CVs with subject PRINCIPAL OFFICER to wb.oc.lautumdlo@tnemtiurcer by Friday 16 November 2018.
Only shortlisted candidates will be contacted, all applicants who have not received feedback by 23 November 2018 please consider your application unsuccessful.


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Our Team
Gilli Sinclair Chief Executive Officer (CEO)
I have had an extensive career in health and social services with a strong focus on mental health and suicide. I have been actively involved with designing and developing services with a strong emphasis on addressing previously unmet complex needs.
Currently I am on several Boards including Make-A-Wish where I am currently on the International and Pacific board. I am also volunteering for Go Baby Go- organising purpose fitted BMWs for children who have difficulty with mobilisation.
I am really enjoying my role as CEO for the CP Society. Each day is full of wonderful surprises and I love meeting with as many members as I can. I love the programmes that this organisation offers; I love the rich history and have really enjoyed my work here. I particularly enjoy working with the staff and Board and I am incredibly impressed with their commitment, wisdom and knowledge.
Matthew Slade Finance & Programmes Manager
I had many roles within the society. I currently manage the accounts, I also manage the different programme's.
In my spare time I enjoy gardening, sports, going to movies, spending time with family and travelling.
Michael Northcott Office Manager
My name is Michael Northcott, and I enjoy through working for the CP Society the ability to be part of a team that assists people with Cerebral Palsy to be able to live better lives, and I think that the Programmes the Society offers makes a real difference to our members.
I have worked for a number of businesses, including organisations in the disability field, prior to joining the team at the CP Society.
For the Cerebral Palsy Society I fulfil many roles including answering many of the incoming calls and queries. In addition I have the Welfare Officer role, and in conjunction with Auckland Transport carry out Total Mobility assessments.
I coordinate a number of projects including the getOnYour Trike programme, purchasing equipment and IT assistance for the office, and at times, for members.
I enjoy swimming, reading, movies, repairing/ building things, and coming up with workable and effective solutions to challenges. I especially enjoy spending quality time with friends, family, and loved ones
Amy Hogan Researcher
As a researcher and writer, my primary responsibility is to oversee the research project 'Cerebral Palsy Through The Lifespan.' This work bridges the gap between the paediatric system and adulthood with an emphasis on everyday experiences. This is knowledge that was lacking when I was growing up with CP. Our members have been very supportive of my work to date. In 2015/16 I am collating the data collected into user friendly information sheets for members and their families. A secondary part of my role is managing our Facebook page and canvassing the web and libraries for interesting stories on CP. My primary goal is to be informative but interesting with a particular emphasis on quality of life, maximising independence and having a laugh.
In my spare time I like to hang out with my menagerie of rescue and service animals, work in my garden, read as much as I can
Paul Munckhof Review Layout Designer & Website Editor
I have a long history with the CP Society. In the mid 2000's I was asked to join the Board and continued to serve there until 2010.
I have done web development and the layout of publications for the society like the Review.
In my spare time I have a wide range of varied interests. I like listening to music, watching motorsport, have kept Aquarium fish for the last 40 years or so & budgies for the last 4 years since my kidney transplant.
I have one interest which is probably not very typical for a person of my degree of CP. I really enjoy going into my garage and repairing anything mechanical. I have fixed many small engines plus my cars & have a diploma in small engine repair. My current project is restoring a 1940's mower.
Also, something else that is unusual is that I was awarded the NZ Order of Merit in 2006 for services to disabled sport.
Gemma Overton Family Support Manager
I have joined the Cerebral Palsy team part-time in the capacity of Family Support Manager. I am absolutely thrilled to have been given the opportunity to take on this role, as I am passionate about helping to empower families by providing them with the tools and resources to become their children's strongest advocates.
I can call on my own personal experience of having a child with CP to help support other families My eldest daughter Maddy was born prematurely and as a result was diagnosed with Cerebral Palsy Spastic Diplegia at 9 months old. Maddy is now 9yrs old in mainstream school and loves life to the full. I have been so lucky to have been supported and educated by parents who have children with disabilities, and my daughter Maddy's life has been enriched by the knowledge that has been passed on to us. My aim is to create the same sharing of knowledge using our website as a platform and through face to face contact.
I have another daughter Gracie who is 3 years old, a partner called Chris and Cat called Monty we all live on the Northshore of Auckland although I was born in the UK. I love being outside and keeping fit by running, swimming and biking.
Jordon Milroy Youth and Pacific Advocate
My role is underpinned by a passion for youth development and advocacy and draws on personal knowledge and lived experience. While working for CPS, the Youth Alliance has been created which demonstrates the dynamic nature of cerebral palsy while weaving through the challenges associated with being a young person.
Growing up in Samoa has given me a unique perspective on Pacific Island culture and the barriers faced by the person with Cerebral Palsy, their families and the wider community. I have a particular drive to equip our Pacific people with the knowledge and the tools to best manage life with Cerebral Palsy.
My passions outside of work have resulted in eleven towers climbed and many seas sailed, all the while spreading awareness of disabilities, raising funds for wheelchairs and spinning a yarn at the local. With a healthy dose of humour nothing is too challenging to wipe the smile off my face.


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It's a skincare and beauty secret Korean women have turned to for generations, that is now taking the world by storm. So, what is all the buzz about K-beauty and does it really work?
Custom Skincare Solutions
Unlike many beauty brands who suggest the same products for every age group or skin type, customization is the key to success with Korean skincare products. Ideally, you want to go to a dermatologist or skin care specialist who specializes in K-beauty. Otherwise, you may find yourself overwhelmed by the options, brands, and order of steps.
Yes, There Are Steps
K-beauty regimens may sound overwhelming at first, but they really aren't that time consuming. Between cleansing, toning, serums, masks, and lotions expect at least 3 steps in the morning—and as 5 to 10 steps at night. But don't worry the layering of products can easily be worked into your nighttime routine.
Innovative Ingredients
One of the many reasons that Korean skincare has taken the world by storm is because it works! Expect to utilize multiple K-beauty brands, with innovative ingredients such as sheep wool wax, snail mucus, or bee venom.
If you aren't ready to commit to a full K-beauty regimen, at least invest in a few hydrating sheet masks. They work so well that they may convince you to make the move!


text: Favorite Sessions Kendrick Scott: Consulting the Jazz 'Oracle' WBGO February 21, 2008 The language of jazz has many poets. Drummer Kendrick Scott is one of the genre's most promising young wordsmiths. The 2008 ASCAP Foundation Young Jazz Composer award-winner gives a performance with his group, Oracle, and an interview with WBGO. Kendrick Scott in Studio on WBGO 2008 Toggle more options Embed Embed <iframe src="https://www.npr.org/player/embed/19207655/19202105" width="100%" height="290" frameborder="0" scrolling="no" title="NPR embedded audio player">


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Henry and the Holocaust
Events to commemorate the 65th anniversary of the liberation of Auschwitz-Birkenau concentration camps will be held in and around Suffolk this week.
There is an exhibition in the Waterfront building at University Campus Suffolk from 10am to 4pm on 26th, 27th and 28th January, with a time for reflection from noon until 1.15pm on Wednesday 27th January. Speakers will include councillors from Ipswich Borough Council and Suffolk County Council.
Several years ago, our membership included someone who'd been liberated from the Theresienstadt Ghetto in 1945. Nearly 141,000 Jews were sent to the ghetto; only 17,247 survived. The rest died from disease or malnutrition, or were sent to the death camps.
I knew nothing about Henry's history when he was a member of Suffolk Humanists, enjoying social events amongst friends. He never spoke about it, and most people took him for a typically English, mild-mannered gentleman.
Henry Green was the youngest of four children who were raised in a small Jewish community in Poland. They didn't have much money but it was a close, loving family. His father was a pillar of the local community who taught his children his strong ethical values. Everything that Henry knew was destroyed by the Nazis.


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The Best Android Launchers for Home Screen Customization
Don't settle for the default settings on your Android device. With the right launcher, you can customize the screens and layouts of your phone.
Your Android device may come with a standard home screen, layout, and interface based on the phone manufacturer and model, but you're not stuck with the way it looks or works. You can enhance your Android device with a launcher.
A launcher reimagines the home screen and other screens with a different look, layout, and features you can customize based on your preferences. In the Android world, you'll find several helpful and effective launchers, most of which will work on Android phones and tablets.


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Plasma 5 Multimedia 66 comments
The management of the buttons would seem to need some more love, when the number of presets exceeds the maximum available size, these are no longer accessible, lacking a sort of scroll function
.... the information band covers the buttons and I think it could be thought different, and given that space is not lacking, it could be a good solution to place it directly on the "Press to switch back to video list ..." button.
... furthermore, it would then be the top to have the possibility to organize presets in categories
eg. if I am using the "development" activity, it would be useful to separate the presets based on specific themes like "C ++" "Python" "Bash" etc
... although in this regard, I suppose it requires a lot of effort and always that it is technically possible to do it in a plasmoid :)
I noticed a strange thing, I do not know how to explain it or even how to replicate it ... perhaps during an accidental dragging of a video. I found the plasmoid covered by a transparent layer and there is no way to eliminate it except to change activity
another thing, if I drag a video on the desktop, plasma offers me some typical actions like.
- move
- copy
- link
- addIcon
do you think is it possible to change the that options in something more appropriate, like ...
- download (youtube-dl script)
- link
...maybe, adding a tab in the plasmatube configuration window to set the path to download and video / audio formats
I take this opportunity to wish a Merry Christmas and a happy New Year to you and to all the fans of the Linux world
Thank you guys
- Dec 22 2018
...my browser cuts the screenshot slightly, however, I managed to see that blue button and can confirm,
that on my system, I can not see that control - Dec 11 2018
the fact is that I can not find it anywhere
... I think I have installed the current version ... but I'm not sure ... in any case, from the form relating to the download of plasmoids under "plasmatube" it is not offered to me any option "update"
- Dec 06 2018
- Dec 06 2018
Now, I can set presets for "Chabel" and "Previews"
...but how do I store a simple video like a bookmark?
...this would be very very useful
Is it possible to insert an option to disable previews, that youtube offers on the background of the display?
thank - Dec 06 2018
I consider PlasmaTube really handy to keep handy, playlists broken down by activity ...
I allow myself to suggest something if possible ...
it would be very convenient to keep in the same view of the presets, three distinct groups of presets es.
Playlists TopRated MostRecent
and maybe have the possibility to delete presets (playlists) directly from this page
Ciaoo Zanturikand thank you very much - Nov 25 2018
No problem it was a problem of Latte-dock ... Psifidotos was able to fix it ...and I like it a lot when is docked on Latte
Thank You !!!! - Mar 18 2017
No problem it was a problem of Latte-dock ... Psifidotos was able to fix it ...and I like it a lot when is docked on Latte
Thank You !!!!
- Mar 18 2017
I wanted to ask a favor ;)
Well, we're trying to develop a plasma5 extension, a dock panel to be exact, and I realized, adding applets and in particular adding PlasmaTube, the presence of a Bug ....Could you please take a look at the discussion about the bug in order to help us to improve Latte-dock
...we would like to know your opinion
Issue: Hidding PlasmaTube applet #204
thanks and sorry for disturbing - Feb 27 2017
- Dec 24 2016
- I noticed that, only playlists and channels can be added as a presetbutton, perhaps to avoid adding the single video of a playlist, well about the single video researched, I think is correct to have the opportunity to add it as a preset buttons while for the single video of a playlist, no
- Under certain conditions if I click on search, appears to me "press to switch back to the video list", and there's no way to exit out of the loop" perhaps, simply the search field remains hidden ;)
- With the plasmatube docked in the panel, sometimes, when I play a video, I can only hear the audio, the video remain in wait state while if I click on the plasmatube and then reopen it, the video returns to be displayed correctly
- Maybe the color of the "Add channel" label should take on a different color, often the white text is confused with the lyrics of minrature
- Is it appropriate to keep the video running when you move from one activity to another?
- It would be useful, view the video's position running a play list eg. something like ButtonPrev 5/38 buttonNext - Sep 23 2016
- What happens if you upgrade your plasmatube ... will preserved the preset buttons settings ? ... There is the possibility of preserving the google account? although actually the method you use to authenticate in google is very convenient and smart
- To have the chance to see a new playlist, it would be nice to add a "back" button to exit from playlist/channel, and then, back on the search previews
- Do you know to the youtube-dl script? I found it in the official opsnSUSE's repository and is fantastic allows you to download entire playlist by passing the URL, well it would be nice to add it somewhere in the main window or in other place
- When you change from one activity to another, the search key used in the previous activity, remains stored in the search field, then should clean up the search fild and exit from preset buttons view
- There is the possibility to add a button "maximize" to improve readability in the video with text or open the video in the browser?
- Add the search options in the settings module as sort by leanguage and other
- It would be useful to show the number of videos alongside the written channel/playlist in the thumbnail video preview
- In older versions, you supplied it, a set of preset pre configured buttons, well, now you could create several preset buttons groups to associate with the respective combo-box activities (user's activities list to load), only to facilitate understanding of the activities to those who did not use
- "Recommended" videos from youtube would be very comfortable but I would not know how to implement it I think it's difficult to reach the user preferences db - Sep 21 2016
When plasmatube is docked in the panel, it happens that, the preset buttons do not follow current activity, it would be really helpful since I intend to place it permanently in my dock panel, it can happen very often you need to switch from "Design" activitiy (presetbuttons: "tutorial gimp" "Inkscape tutorial" "tutorial Blender") to a new activity "Developement" and then, finding all the preset buttons adapted to the new activity (presetbuttons:"Python tutorial" "tutorial C ++" "Java tutorial"). I am convinced that Ivan Cukic the developer who brought forward the development of activities in kde would be very happy
* Font / button colors now taken from the current theme
ok it works well
* Playlist / channels now back in search results showing the list of videos after clicking
- Search on plasmatube
It works very well
In Youtube there is a session that refers to the suggested videos based on the user preferences, well, it might be interesting to have a set of suggested videos instead that by user preferences, even in this case, based on type of current activitiy, but do not know if you can do it
And have the ability to add presetbutton from here would be the top
- Search on plasmatube setting form
I can only add presetbuttons for channels but not for playlists and usually those looking for something on the tube mainly seeks playlist.
If I search for "python" in the plasmatube setting form get far fewer results than the same research carried out on youtube (channel field) and in any case Mmmh is not comfortable at all because there is not the possibility to have a preview of the video !!. Probably the best solution would be to do all this from plasmatube perhaps with a search field to the playlist and one for channels and thus add redsults as presetbuttons from here by a right clck on the plasmatube's top-video previews panel
* Number of videos in settings
It works very well - Sep 18 2016
Your work is fantastic and now I can add a plasmatube for each activity with its dedicated preset buttons. Great !!!
- Now, I tried to place the plasmatube in a panel as a dock bar (the desktop is much more clean, functional and perhaps even less expensive in terms of memory usage), so in this case I would have only a plasmoid for all activities, but in this case is it posible change the preset buttons when i switch to another activity ? .
- Is possible to implement an advanced search for "language" and "upload date" ?
- It would be interesting and very confortable once you find the playlist (not in the setup form window), display its numbers of videos and than, by a simple right-click above the video preview, add it to the preset buttons, is it possible ? even though I realize that's not all what it seems easy to do it really is.
- It is also possible to implement the order of the preset buttons by dragging them or in some other way?
- It would be very nice to have the option to change the color of the preset buttons in dark theme
- Is there a way to add a button to export the playlist or video to the youtube-downloader scrip
Thank you very much, bye - Sep 15 2016
Various Plasma 5 Improvements 306 comments
I think for the version 0.6 is a matter of a few hours
but if you are impatient, you can try installing the master branch
please read this...
https://github.com/psifidotos/Latte-Dock/issues/203 - Apr 02 2017
Various KDE 1.-4. Improvements 4 comments
thanks - Mar 11 2017
Various Plasma 5 Improvements 21 comments
It is now replaced by the more evolved Latte-dock
In https://store.kde.org it is present, the 0.5.91 version
but my strong suggestion is to download and install directly from the master branch from:
and here is the F.A.Q's page:
Before running the installation script you have to install the dependencies needed for compiling
and then you can easily, download and install from the last master branch by running these commands:
git clone https://github.com/psifidotos/Latte-Dock.git
cd Latte-Dock
- Feb 26 2017
I use opensuse tumbleweed plasma 08/05/90
but I have no problems with "plasma-transparent-panel.py.v0.2.2"
if I run the command:
python transparentpanel.py .Customized South
I get:
user theme: .Customized
Disabled Shadows
kbuildsycoca5 running ...
Recreating KSycoca file ("/home/Ivan/.cache/ksycoca5_it_o+u3SnQQWnjKCri7qlMd6FSVL5w=", version 303)
kf5.kservice.sycoca: Parse error in "/home/Ivan/.config/menus/applications-merged/xdg-desktop-menu-dummy.menu", line 1, with 1: "unexpected end of file"
The desktop entry file "/usr/share/applications/Home.desktop" has Type = "Link" instead of "Application" or "Service"
kf5.kservice.sycoca: Invalid Service: "/usr/share/applications/Home.desktop"
kf5.kservice.sycoca: The menu contains spec file to Layout or DefaultLayout tag without the mandatory Merge tag inside. Please fix your file.
Saving - Nov 13 2016
especially when integrated with applet as folderview to group program categories and their related video tutorials and PDF, all accessible with a single click
always about of intensive use, of the activities, even I find fantastic, an applet called plasmatube, with its preset button for activities is perfect if docked on panel to group different video categories
having said that, I would like to report these problems encountered in the hope that it will be useful to improve the already awesome job you did !!!!
- I can not assign tasks to different activities (or all or just one but no more than one.)
- It is not possible to have separate processes for wine app, and then associate them with activities
- It would be useful to be able to associate folderviews, which I use as categories of programs, to activities
- Cycle scroll through tasks on mouse wheel is disabled, it would be very convenient to use it as well as I did with kxdocker
- To avoid jumping from one activity to another, I usually prefer to configure nowdock to show only tasks of current activity. But in this case, is there a practical way, to list the activities that use it ? ( on launcher itself or maybe in the task panel )
- Kxdocker at one time used png icons and seemed far less blurry, is it my impression ? It depends on the type of image (svg) or is a problem of scaling up rather than down ?
- Is there a road map that I can follow ? I can not resist to discover the features you're working on :)
Really nice work !!! thank you so much !!!!!
- Nov 13 2016


text:
Jeff Nash is Managing Editor of Audience Growth for CNBC Digital. In this position, Jeff is responsible for developing and managing CNBC's social, search and partnership teams aimed at continuing the rapid growth of our digital media organization. He also acts as Digital's liaison in the newsroom coordinating the digital and TV teams.
Nash joined CNBC Digital from Dow Jones, where he was Editor of SmartMoney.com and Personal Finance Editor of the Wall Street Digital Network. He reoriented his team's coverage of consumer finance to focus on real-time analysis of the day's most urgent events. Before joining Dow Jones, Nash spent two years as an assistant managing editor at InvestmentNews where he collaborated with the print and online editors to plan and edit news stories and features for both print and digital editions, and was a writer at Money.
Nash holds a Bachelor of Arts in Journalism from Syracuse University. His first byline was at the Syracuse Herald Journal – on the heated competition of two rival doughnut shops. He also has a Master's Degree in Elementary Education from Mercy College and taught elementary school in the Bronx and Japan.
Follow Jeff Nash on Twitter @jeffnash3 and LinkedIn jeffwnash.


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Published on March 11, 2014
Author: GrantThorntonRussia
Source: slideshare.net
Women in business: from classroom to boardroom Grant Thornton International Business Report 2014
Women in business: the path to the boardroom Foreword 4 Education 6 The workforce 8 Senior management 10 Roles 12 Industries 12 Quotas 13 Working mothers... and fathers 14 Contents
9%63% lowest proportion senior management globally of women in 43%highest proportion senior management globally of women in 5.1% 67%of businesses have no women have a woman as CFO in senior management gender split in US tertiary education 31%highest developed economy proportion of women in senior management 29%have plans to hire more women (next 12 months) 24%proportion of senior management roles held by women globally 13%graduate intake are women Women in business: the path to the boardroom 3 Women in business: the path to the boardroom Women in business today: fast facts Russia Germany China New Zealand US Japan South Africa Latin America
4 Women in business: the path to the boardroom Foreword Ironically, attendees in Davos looked at the role improved gender balance can have on businesses' bottom lines, highlighting the example of the car market in which women influence 85% of purchases worldwide. Involving women at all stages of the production process, from design, to engineering, to marketing, could help businesses create products and services that appeal to both genders. We have been tracking the proportion of women in senior management since 2004 and the research this year finds that the proportion of women in the most senior roles has stagnated at 24% - the same as the result in 2012, 2009 and 2007. The question this raises is: what are the roadblocks on the path to senior management? This report starts by looking at education, an essential building block of any career. We find some positive news here, with female participation in education soaring in many economies over recent years, particularly emerging markets, which have traditionally lagged behind. In fact, we have now reached a point where there are more women studying in tertiary education than men, although whether the subjects they are studying prepare them appropriately for jobs in senior management is debatable. The figures gathered this year around the gender of graduates being hired by businesses add a further layer of complexity to this discussion; just 21% of the typical global graduate intake are women. The IBR surveys neither large corporates nor public sector organisations, both of which tend to hire more females at graduate level, but the results are nevertheless surprising. They suggest that mid-market businesses are closing themselves off to a huge swathe of potential workers – talent which numerous studies suggests would help them grow faster. The focus turns to what should be done. Support amongst businesses for quotas is steadily growing and regulation in Europe seems to be moving in that direction. Personally I have mixed feelings about quotas – if they shine a spotlight Women in business: the path to the boardroom on the shortfall of women on boards then that is helpful, but we certainly do not want to get to a point where women are simply brought in to make up the numbers. I am more interested in what businesses can do to facilitate the path of women to the boardroom. Getting more graduates through the door would certainly be a good start, but very few businesses offer working mothers the childcare support that might help them better juggle home and work life. At Grant Thornton, we have developed the Women's International Leadership Link, a programme to support and mentor women, but just one in ten businesses around the world have a similar programme. Perhaps this is something business leaders should consider if they want to benefit from the improved decision-making greater gender diversity can bring. Francesca Lagerberg Grant Thornton International Ltd Global leader - tax services Just one in seven delegates at the annual World Economic Forum gathering was a woman this year. This statistic alone explains why the issue of women in businesses inspires so much passion and debate, emphasising that the path from the classroom to the boardroom is anything but straightforward.
global 201424% G7 average21% BRIC average32% global 200724% women in global businesses offer childcare vouchers 32% OECD 88% +9% Grant Thornton global workforce Girls enrolled in high income secondary education all people partners 49% 17% 92% 57% business graduate intake of women 21% girls in primary education since 1999 865 million women to enter workforce by 2020 ...83% will beinsufficiently educated women in senior roles from 2013 businesses have in sub-Saharan in OECD Africa a female CEO in education & social services 51% ratio of women to men increase in Latin America and MENA female tertiary education since 1980 in tertiary education 108:100 +50% 18% 1-in-10businesses run EU target for female directors 45% 12% 5.2 1.8 +8% business support increase for quotas Proportion of senior roles held by women mentoring schemes for women income low Fertility rates no women in seniormanagement 40% 40% gender pay gap 17% workforce university premium wage 52% Women in business: the path to the boardroom 5 Women in business: the path to the boardroom From classroom to boardroom
-1% 38% 51% 46% 24% 47% 50% 37% 17% -1% 1980 120 100 80 60 40 20 38% 51% 46% 24% 47% 50% 37% 17% 6 Women in business: the path to the boardroom 3.3 The importance of education to the progress of women down the path to senior management cannot be understated; it is an essential building block for all business leaders. Numerous empirical studies find education to be the single most important factor contributing to wage differentials around the world. According to UNICEF1 , "Girls' education is the single most powerful investment for development. When you educate a girl, you educate a nation. Investing in young girls can accelerate the fight against poverty, inequity and gender discrimination. An educated girl is more empowered, as she is likely to get a job and earn a higher wage, and her nation's economy is likely to benefit as a result: one percentage point increase in female education raises the average level of GDP by 0.3 percentage points." However, Booz Allen estimates that of the 865 million women due to enter the global economy by the end of this decade, just 17% will have received a sufficient education. Historically, for a variety of social and cultural reasons, female participation rates in education have been lower than that of their male counterparts. But a huge amount of progress has been made in recent years; even since the turn of the century, female participation in primary education has gone up globally from 79% to 88% by 2012 and is now approaching the rate for males (90%). This improvement has been driven by a 10pp rise since 1999 in developing economies to 87%. Over this time, the steepest rises (+21pp) have been observed in south and west Asia (88%) and in sub-Saharan Africa (75%). There has also been a marked increase in Arab States (+11pp to 84%). In all three regions however, the participation of males remains between two and five percentage points higher. Similar improvements in levels of participation in secondary education have been observed, albeit from a much lower base. In 1999, just 50% of girls carried on with schooling after the age of eleven, rising to 61% by 2012. This compares to 64% of boys, up from 54% over the same period. Again, there is a huge disparity between developed and developing worlds: in higher income economies, 92% of girls are enrolled in secondary education, compared to just 57% of those in lower Education 1 UNICEF; Day of the Girl Child; 2013 Women in business: the path to the boardroom Women Change since 1980 Source: UNESCO 2013 Men Ratio of females to 100 males in tertiary education
1980 120 100 80 60 40 20 1985 1995 1990 2000 2005 2011 % Women in business: the path to the boardroom 7 income economies. However, developing countries have made significant progress; female participation in secondary education is up from just 42% in 1999, driven by huge rises in east Asia (+18pp), south and west Asia (+14pp) and Latin America (+12pp), although rates in sub-Saharan Africa remain very low at just over one in five. The impact of tertiary education achievement has arguably an even greater impact on the career paths of women. Across the OECD, the wage premium associated with gaining university-level qualifications is 52%; in other words, these graduates earn more than half as much again as their peers without degrees. Gender wage differentials will be discussed in the next section, but the positive news is that female enrolment in tertiary education has risen significantly over the past forty to fifty years. In fact, whereas there were 74 women for every 100 men enrolled into colleges and universities around the world in 1970, by 2011 female participation in tertiary education has actually risen to 108 women for every 100 men. Female empowerment and development go hand-in-hand and massive strides have been made across the developing world; in 1980, the female tertiary education participation ratio in China and India was less than 40 (for every 100 males), but has now climbed to 111 in China and 78 in India. And some of the fastest gains over this period were made in Latin America (+51pp) and the Middle East and North Numerous empirical studies find education to be the single most important factor contributing to wage differentials around the world. Women in business: the path to the boardroom Source: UNESCO 2013 Ratio of female to male tertiary education enrollment (%) China Japan India "Girls' education is the single most powerful investment for development. When you educate a girl, you educate a nation." UNICEF Africa (+50pp). Females in some of the least developed regions, notably sub- Saharan Africa (61) and south Asia (74), are much less likely to go to college or university than their peers in high income economies (126), but both regions have seen significant progress. Interestingly however, high female to male enrolment ratios – for example in North America (140) and the European Union (126) – do not translate into higher levels of women in senior management (see Senior management).
0% 5 10 15 20 25 30 1-10% 11-25% 26-49% 51-75% More than 75% 19% 17% 14%8 Women in business: the path to the boardroom 3.3 You would expect the graduate intake of businesses around the world to reflect this high level of women studying at universities and colleges. However 66% of businesses globally report that fewer than half of the graduates they employ are women, rising to three-quarters in southern Europe (75%) and Latin America (74%), where the 'macho' culture perhaps weighs on women entering the workforce. But even in societies regarded as more progressive, such as North America (59%) and the Nordic region (60%), well under half of graduate roles are taken by women. Overall, just 21% of graduate roles globally are awarded to women in an average year. Data from IBR 2013 tells us that 32% of employees globally are women, a proportion which varies very little between regions with Asia Pacific the highest at 35% and North America the lowest at 30%. However, comparing the graduate intake of women with their proportion of the total workforce provides some stark variations that elicit questions around equality of opportunity and the jobs women are doing. In Latin America there are 19% more women in the workforce compared with women entering as graduates; southern Europe (17%), Asia Pacific and eastern Europe (both 14%) are also above the global average (11%). The Nordics (2%) and North America (7%) have graduate intakes of women which most closely resemble their overall workforce. The fact that far fewer women enrol in subjects such as science and mathematics, which many businesses look for, is one contributing factor. Women are also more likely to take jobs in the public sector; indeed, looking at the IBR results by industry we find that women hold over half of senior roles in education and social services (51%), more than double the global average. However, this has clear drawbacks for the business world; talking about the role of gender equality in economic development, Professor Jeffrey Sachs, of Columbia University, says: "any economy only using half its human resources is bound to fall behind." Empirical studies suggest that greater gender diversity correlates directly to higher sales, growth, returns on invested capital and equity. Indeed, data from the IBR reveals that the fastest-growing businesses have more women in senior roles (26%) compared with the global average (24%). The workforce Women in business: the path to the boardroom What proportion of your workforce/graduate intake are women? Proportion of women Percentageofbusinesses Source: Grant Thornton IBR 2013/14 Graduates Workforce
0% 5 10 15 1-10% 11-25% 26-49% 51-75% More than 75% Nordic GlobalEU ASEAN North America Eastern Europe Southern Europe Latin America Asia Pacific 19% 17% 14% 14% 12% 11% 8% 7% 2% 2% 7% 8% 11% 12% 14% 14% 17% 19% Women in business: the path to the boardroom 9 Women in business: the path to the boardroom Difference between % of women in workforce and % of women graduates Source: Grant Thornton IBR 2013/14 Nordic North America Global Asia Pacific Eastern Europe Southern Europe Latin America European Union ASEAN The upshot is that the pool of people fighting for the top jobs is weighted in favour of men; you might expect three or four men applying for senior management roles for every one woman. Research by the 30% Club suggests a man who starts work at a FTSE100 company is four and a half times more likely to reach the boardroom. This resonates with Grant Thornton's global workforce: 49% of our people are female, but this drops to just 17% of our partners There is also some disturbing data around pay differentials. Across the OECD, the gender pay gap in average full-time earnings is 17.3%; women aged 35-44 with tertiary education on average earn just 73% of what their male counterparts do. Even for people at the very pinnacle of the corporate ladder, huge gender wage gaps exist. Bloomberg reported recently that the top female executives at Standard & Poor's 500 Index earned 18% less than their male counterparts on average. This is partly explained by the paucity of female CEOs (20 out of 500) but even when they reach the very top, compensation is not equal. Mary Barra was recently appointed CEO of GM, becoming the first woman to lead any global car maker, but recent analysis suggests she will earn less than half what her (male) predecessor took home. A myriad of reasons could explain these pay differentials. Type of occupation, experience, and skill all have an impact; Facebook COO, Sheryl Sandberg, thinks women are less likely to ask for pay raises and stretch assignments to facilitate a path to the top. One of the biggest drivers is women leaving the workforce to raise children, slowing their progress to the boardroom. But females who reach the pinnacle of the business world clearly have levels of experience, skill and drive comparable to male counterparts. Research2 also suggests that there is cultural bias surrounding a lack of so-called 'executive presence' amongst women and that mothers have too many competing demands to be thought of as the 'ideal worker' who are 'always there' for their employer – the so-called 'motherhood tax'. What is clear, is that ability does not explain gender pay gaps. Data collected by the Financial Times suggests that on average, by the age of 27, men earn 22% more than women with equivalent qualifications. And a study of almost 10,000 MBA students from across the world by Catalyst found that, even after controlling for a range of variables such as skill, parental status, aspiration, experience and industry, males got better jobs with starting salaries almost US$5,000 higher. 2 Getting a Job: Is There a Motherhood Penalty? http://gender.stanford.edu/sites/default/files/motherhoodpenalty.pdf
19% 24% 24% 20% 21% 24% 24% 10 Women in business: the path to the boardroom 3.3 For proponents of greater gender diversity in the leadership of businesses around the world, the results from our IBR 2014 report are a disappointment. The data shows that less than a quarter of senior management roles are held by women (24%). This is unchanged from 2013, and even from 2007, and suggests that the proportion of women in senior management has returned to its 'natural level' following the financial crisis during which women were disproportionately hit. Economies in eastern Europe (37%) and southeast Asia (35%) lead the way on women in leadership. Globally, Russia (43%) has the highest proportion of women in senior management, a figure that has held fairly stable since 2004, helped by a gender ratio that favours women by 6:5. Elsewhere in Eastern Europe, the Baltic states of Estonia, Lithuania and Latvia (39%), Georgia, Armenia (both 35%) and Poland (34%) are all well above the global average. This can be traced back to the promotion of women in the former Soviet Union. The communist leaders promised 'equal opportunity for all', best demonstrated through the promotion of women in the rapidly expanding services sectors, such as health, education and accountancy. In east Asia, the relatively high proportions of women in senior management can be partly explained by the tendency for families to live with or near parents and grandparents which provides free, in-built childcare infrastructure, allowing mothers to go out and work. Women in Indonesia (41%), the Philippines (40%) and Thailand (38%) all seem to benefit from the support provided by their families. Women are also well-represented in the leadership of Chinese businesses (38%); similarly to Russia, the focus of socialism on equality may have a role to play here, as well as the one-child policy which lowered the childcare burden and rapid urbanisation (see next section). On the whole, developed countries tend to have lower proportions of women in senior management: across the G7, just 21% of senior roles are held by women, compared to 32% in the BRIC economies. Again, there are many possible explanations for this but the development of the 'nuclear family' without the childcare infrastructure described above; lower career aspirations in the West compared to in emerging economies that are experiencing significant growth and cultural shifts that have spurred female Senior management ambition; and the higher proportion of family-owned and run businesses in emerging markets are amongst the most significant. Japan ranks bottom of the 45-economy survey, as it has done every year since 2004, with just 9% of senior roles held by women, barely changed from a decade ago (8%). Other patriarchal societies, such Women in business: the path to the boardroom Proportion of women in senior management globally 2004* 2007 2009 2011 2012 2013 2014 *did not include China or Brazil Source: Grant Thornton IBR 2014 as India and the United Arab Emirates (both 14%) also rank in the bottom five, although the huge strides these economies have made in recent years in terms of tertiary education (see Education section) could boost the aspirations of a generation of young women, just as it seems to have done in China.
43% 38% 9% 41% 40% 41% 35% 14% 10% 39% 22% 14% 37% 13% 14% 14% 22% 20% 35% 38% Women in business: the path to the boardroom 11 Perhaps more surprisingly, they are joined in the bottom five by two European countries: the Netherlands (10%) and Switzerland (13%). And despite a great focus on increasing female participation on boards across Women in business: the path to the boardroom Europe (see Quotas), Germany, Denmark (both 14%), the UK (20%) and Spain (22%) also rank in the bottom ten countries for women in senior roles, with the EU average at just 23%. Some progress has been made at the EU-wide level since 2004 (17%), but European businesses are amongst the most likely globally to have no women at all in their senior teams (38%), led by Denmark (71%), Germany (67%) and Switzerland (64%). This drops to 29% across North America, but both Canada (22%) and the United States (23%) have seen no significant increase in the number of women holding top jobs over the past decade. In Latin America, 40% of businesses have no women in senior management, but women in two of the continent's fastest growing economies - Peru (35%) and Chile (30%) – hold relatively high US Spain Switzerland India Thailand UAE Georgia UK Germany Lithuania Estonia Russia Netherlands Latvia Denmark China Japan Philippines Indonesia Armenia Proportion of women in senior management Top ten Bottom ten Source: Grant Thornton IBR 2014 proportions of top jobs. Brazil (22%) and Argentina (25%), despite both having female presidents, continue to lag behind. In Africa, where great strides have been made to increase female participation in politics, both Botswana (32%) and South Africa (26%) rank above the global average. European businesses are amongst the most likely globally to have no women at all in their senior teams.
25% 23% 12% 11% 8% 7%7% 4% 3% 51% 37% 29% 29% 27% 24% 22% 20% 25% 23% 12% 11% 8% 7%7% 4% 3% 51% 37% 29% 29% 27% 24% 22% 20% 25% 23% 12% 11% 8% 7%7% 4% 3% 51% 37% 29% 29% 27% 24% 22% 20% 25% 23% 12% 11% 8% 7%7% 4% 3% 51% 37% 29% 29% 27% 24% 22% 20% 11% 8% 7%7% 4% 3% 11% 8% 7%7% 4% 3% 11% 8% 7%7% 4% 3% 11% 8% 7%7% 4% 3% 11% 8% 7%7% 4% 3% 12% 11% 8% 7%7% 4 51% 37% 29% 29% 27% 24% 22% 20% 17% 16% 16% 12% Proportion of women in senior roles by industry 12 Women in business: the path to the boardroom More positive news comes from the proportion of women running businesses across the world, which has risen to close to 12% up from 10% last year and just 5% in 2012. The role of CFO remains more common for women (23%) – behind only HR Director (25%) - and while still relatively low, such positions appear to be important stretch roles which provide opportunity for greater exposure for women progressing towards the role of CEO, perhaps explaining the progress observed in recent years. Businesses with strong links to the public sector are most likely to have women in their leadership teams. More than half of education & social services (51%) firms have women in senior management, while healthcare (29%) is also well above the global average. Businesses in services sectors such as hospitality (37%), financial services (29%) and professional services (27%) also have relatively higher proportions of women in senior roles. Women are more poorly represented in primary sector businesses such as mining (12%), agriculture and energy (both 16%). Roles Industries Women in business: the path to the boardroom Human Resource Director Corporate Controller Chief Financial Officer (CFO) Sales Director Chief Executive Officer (CEO)/ Managing Director Chief Operating Officer (COO) Chief Marketing Director (CMO) Partner Chief Information Officer (CIO) Percentage of roles held by women Source: Grant Thornton IBR 2014 Source: Grant Thornton IBR 2014 Education&socialservices Hospitality Financialservices Healthcare Professionalservices Retail Manufacturing Transport Energy Agriculture Mining& quarrying Construction &realeaste
21% 30% 41% 43% 45% 46% 55% 68% 71% Women in business: the path to the boardroom 13 Women in business: the path to the boardroom Source: Grant Thornton IBR 2014 Introducing quotas to increase the number of women on boards is an idea that has gathered momentum over recent years, particularly in Europe. In November 2013, the European parliament voted by clear majority in favour of a proposed law on mandatory quotas on the number of women on boards. And a number of countries, including France, Spain, the UK and now, following September's election, Germany, have brought in their own guidance for businesses around gender diversity. The paucity of women on boards around the world suggest that quotas may need to be introduced to produce the 'step change' required to get women on equal footing with men in terms of access to the most senior positions in companies. Indeed, the proportion of business leaders who support the idea of quotas has risen from 37% in 2013 to 45% this year, with support building in China, Europe and Latin America. Quotas can be controversial and some women themselves have been hesitant to be seen in a tokenistic light rather than for their individual talent. However attitudes are slowly shifting: Christine Lagarde, managing director of the IMF has admitted to resisting the idea of quotas all her professional career, but admitted at Davos that without targets there "was no way we were going to jump the right step." The German Chancellor, Angela Merkel, has also previously resisted moves to introduce quotas, but her Social Democrat Quotas coalition partners have insisted on a target of 30% of non-executive board seats being filled by women from 2016. However, the data suggests that Germany, and others, have quite some way to go to achieve the EU aims. Across the EU, data from the European Commission suggests that 16% of board roles are held by women, ranging from around 11% in Italy, to 18% in Germany, 25% in France and 29% in Finland. In the UK, the proportion of women on FTSE 100 boards topped 20% for women for first time in 2013, although still below the government target of 25% by 2015, while just four of these companies have a female CEO. And the pattern is repeated across the developed world: just 16% of Australian ASX board members are women, rising slightly to 17% of those in the Fortune 500. Data from the IBR reveals that globally, just 17% are held by women, ranging from just 7% in the United Arab Emirates to 37% in Thailand. Support introduction of quotas for women on executive boards of large listed companies (% of businesses) Nordic North America Global European Union Southern Europe Eastern Europe Southeast Asia Latin America Asia Pacific (excl. Japan)
14 Women in business: the path to the boardroom Women in business: the path to the boardroom 3.3 The rapid urbanisation experienced by many developing economies has had a sharp impact on fertility rates. In rural areas, children are important sources of farm labour and support for elderly relatives, but in urban areas children cost relatively more in terms of education, health and housing. China has experienced the largest internal migration in human history since 1978 with approximately 160m people moving from the countryside into the cities and the fertility rate has almost halved from 3.0 to 1.7 over this period. In South Asia, the fertility rate has dropped from 5.0 in 1980 to 2.6 today. The rate in sub-Saharan Africa remains high at 5.2, but this is down from 6.8 over the past 35 years. This compares to just 1.8 in OECD countries where levels of urbanisation are higher. However, given that of the 50 fastest growing cities in the world, 48 are found in the developing world, global fertility levels look set to fall futher. In theory, having fewer children alleviates childcare pressures, freeing up mothers to pursue their careers. Meanwhile urbanisation presents new opportunities and raises aspirations, leading to women choosing to have children later in life, further dampening fertility rates. However, the movement to cities also breaks down traditional models of extended families that provide in-built childcare infrastructure, enabling women to work full-time. This is one of the reasons why we do not see much lower fertility rates in the developed economies – 1.9 in North America, 1.6 in the EU and 1.4 in Japan – translate into higher levels of women in senior management. Clearly, one of the keys to attracting and retaining women in companies is supporting them through motherhood, allowing them the time and flexibility to work and raise children at the same time. While just 14% of businesses have specific plans to hire more women into their senior management teams over the next 12 months and just 11% run a specific programme to support/mentor women, businesses are running plenty of schemes ostensibly to support the career paths of working mothers. Principally, 63% globally offer flexible working, although this is clearly not a panacea given the high penetration across Europe (79%) and North America (75%), and a further 51% offer the opportunity to buy extra holiday Working mothers... and fathers or take unpaid leave. But you would expect both of these to be offered to all employees as opposed to specifically for working mothers. Likewise, more than two in five businesses will reserve job roles of women on maternity leave for up to a year (44%), but this is required by law in many countries – the proportion drops to 19% beyond a year. Just over a third of businesses try to keep women engaged by providing mentoring or coaching (38%) or access to continuing professional development during maternity leave (37%), but it is notable that schemes that would really help alleviate the burden of childcare are rare. Fewer than one in five businesses offer childcare vouchers/ support (18%); just 16% offer salary increases or other incentives that might make paying for childcare more financially viable; and just 6% offer onsite childcare facilities. The clear inference is that businesses could be doing a lot more to support working mothers. Of course it may be that time and resources would be better invested in changing cultural perceptions, particularly around the role of the father. The New York Times* reported recently that working mothers on Wall Street with stay-at-home spouses have increased ten-fold over the past 30 years. However, the reaction in Germany, a relatively liberal country in many regards, to the decision by Jörg Asmussen to leave the European Central Bank and take up a more junior position in the government in order to spend more time with his family shows there is still much work to be done to shift perceptions around the role of the father. One of the keys to attracting and retaining women in companies is supporting them through motherhood, allowing them the time and fexibility to work and raise children at the same time *Wall Street Mothers, Stay-Home Fathers – New York Times, 2013
12 6 39 63% 51% 44% 38% 37% 29% 6%18% 19% 16% 12 6 39 63% 51% 44% 38% 37% 29% 6%18% 19% 16% 12 6 39 63% 51% 44% 38% 37% 29% 6%18% 19% 16% 12 6 39 63% 51% 44% 38% 37% 29% 6%18% 19% 16% 12 6 39 63% 51% 44% 38% 37% 29% 6%18% 19% 16% 12 6 39 63% 51% 44% 38% 37% 29% 6%18% 19% 16% 12 6 39 63% 51% 44% 38% 37% 29% 6%18% 19% 16% 12 6 39 63% 51% 44% 38% 37% 29% 6%18% 19% 16% 12 6 39 63% 51% 44% 38% 37% 29% 6%18% 19% 16% 12 6 39 63% 51% 44% 38% 37% 29% 6%18% 19% 16% Women in business: the path to the boardroom 15 Women in business: the path to the boardroom Flexible working (alternative times, locations etc) Paid maternity leave (beyond what is legally required) Reservation of job roles of women on maternity leave for up to a year Childcare vouchers/ support Mentoring/ Coaching Salary rise or other incentives to return to work On-site childcare facilities Access to continuing professional development Opportunity to buy extra holiday or take unpaid leave Reservation of job roles of women on maternity leave for more than a year It may be that time and resources would be better invested in changing cultural perceptions, particularly around the role of the father. Source: Grant Thornton IBR 2014 Schemes offered to support the career paths of working mothers (% of respondents)
© 2014 Grant Thornton International Ltd. 'Grant Thornton' refers to the brand under which the Grant Thornton member firms provide assurance, tax and advisory services to their clients and/or refers to one or more member firms, as the context requires. Grant Thornton International Ltd (GTIL) and the member firms are not a worldwide partnership. GTIL and each member firm is a separate legal entity. Services are delivered by the member firms. GTIL does not provide services to clients. GTIL and its member firms are not agents of, and do not obligate, one another and are not liable for one another's acts or omissions. www.gti.org www.internationalbusinessreport.com CA1402-03 The Grant Thornton International Business Report (IBR) is the world's leading mid-market business survey, interviewing approximately 3,300 senior executives every quarter in listed and privately-held businesses all over the world. Launched in 1992 in nine European countries, the report now surveys more than 12,500 businesses leaders in 45 economies on an annual basis, providing insights on the economic and commercial issues affecting companies globally. The data in this report are drawn from interviews with chief executive officers, managing directors, chairmen and other senior decision-makers from all industry sectors in mid-market businesses (defined as businesses with 100-499 employees in the UK or those with annual revenues of US$20million – US$2billion in the US). The data is drawn from approximately 6,700 interviews conducted between November 2013 and February 2014. IBR 2014 methodology Ama Marston, director of Marston Consulting, was employed as a specialist technical adviser on this report Dominic King Global research manager Grant Thornton International Ltd T +44 (0)20 7391 9537 E firstname.lastname@example.com Francesca Lagerberg Global leader – tax services Grant Thornton International Ltd T +44 (0)20 7728 3454 E email@example.com
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text:
Ricky Chan
Associate Director
Er. Ricky holds Bachelor degree in electrical engineering and a Master of Science degree in electrical and electronic engineering. He has more than 25 years of engineering experience and has been working in multi-disciplinary engineering design and construction projects in Singapore, Hong Kong and the region.
Ricky was previously Executive Director & Building Service Leader at AECOM and Arup. He was in charge of MEP design and business unit at the capacity of Head of Infrastructure (MEP) for South East Asia operations and worked on the projects including Airport Terminal Building, Cruise Terminal, International link of Rapid Transit System , Mass Railway Transit Station and Depot, Common Services Tunnel, Master Plan and Mixed Commercial Development. He has extensive experience in the concept design, detailed design and construction management of infrastructure electrical & mechanical projects..
He is a Professional Engineer (Electrical), Licensed Electrical Engineer registered in Singapore and Charter Engineer registered in United Kingdom.


text: I am not totally sure how I feel about the fate of M1396! While he is supposedly doing well where he is currently at, he was not TOTALLY set free like he once was! THAT was my goal – to get him set TOTALLY free! So now, the battle takes a different turn for me – to hopefully get confirmation of this, as well as a FULL explanation of just why he was NOT set free! Also, I intend to try to get and/or maintain periodic updates (if possible)! So, in other words, the battle is NOT quite over yet so… stay tuned!


text:
Perth, Western Australia, Australie
This is our 1896 inner city terrace house. It's very comfortable and quiet. From here it is a few minutes walk to cafes, restaurants and bars and only 10-15...
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We are very proud of our home and have spent alot of time and money to create a wonderful place for our family to live.
4 Bedrooms, 2 bathrooms, large open central kitchen and plenty of living areas.
The house has a very spacious & bright feel.
From the 20ft ceilings in the entrance foyer, opening onto open plan kitchen and living areas, all overlooking the fabulous resort style outdoor entertaining/relaxing areas which include solar heated lagoon pool, BBQ, huge undercover areas, kids playhouse, lush expanse of lawn and fun (safe) trampolene.
Master suite has Kings size bed, ensuite with huge atrium style shower, WIRs and private courtyard with luxurious spa in romantic setting.
Upstairs 2nd lounge with TV etc and office(2pcs) with views over local park across road.
Formal loung has bar with 2nd full size fridge. Efficient ducted heating and cooling throughout.
This home has everything you need, to keep a family entertained or your guests more than happy.
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Warwick is a small quiet suburb in the north coastal area of the Perth metropolitan area.
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This is our 1896 inner city terrace house. It's very comfortable and quiet. From here it is a few minutes walk to cafes, restaurants and bars and only 10-15...
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Modern style single level brick construction with metal roof. . Located within one km of the centre of Dunsborough Western Australia, which itself, is on the...


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Housewarming gifts always are a nice touch. When you're thinking up the next one you'll be giving, do your part and keep the planet in mind. I've got some inspiring ideas that will make it easier than ever to give thoughtful gifts for the new homeowner.
If you usually get cut flowers, try swapping them out for a potted plant instead. They will last years instead of days and are usually grown in local nurseries just miles from where you live.
You also can choose interesting - and edible - gifts. Things such as mushroom-growing kits or herb gardens are items the new homeowners can watch grow and use in all kinds of recipes. Packets of various seeds are fun for families of all ages looking to use their green thumb in their new home. Present the packets tied up in a ribbon or in small growing pots. And, for those families wanting to go the extra mile, cute but useful food composting containers for the kitchen make an ideal gift.
One of my favorite gifts to give is the gift of a healthy home. Creating a green cleaning kit as a housewarming present is useful and unique. Make it super easy for the recipients to get started by packing up everything you need, including white vinegar for all purpose cleaning, baking soda for non-abrasive scrubbing, borax for fighting mold or plant- based cleaners off store shelves. Add in some reusable cloths or eco-friendly paper towel alternatives and you're good to go!
If you want to go a more traditional housewarming-gift route, you still can choose safer and eco-friendly options. A few sweet smelling soy candles are a much safer alternative to petroleum based ones. A local wine is a better choice than a bottle from a winery across the globe. And, a traditional gift basket with foods can be created with local and organic goodies of all kinds.
Be creative and do your part when giving housewarming presents this New Year. It can be a gift for your friends and the planet at the same time.


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The Importance of Citing Your Sources
Moises Garza explains and makes the case as to why it is imperative that you cite your sources in your genealogical research. He also shows how FamilySearch helps you create your citations and how Family Tree Maker is an awesome tool that can help you cite your sources faster.
The links are resources that were mentioned in this presentation.
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Why You Need A Satellite Warranty
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Also if you claim within 30 days of the policy start date you will be charged £175 excess, after 30 days there is no excess and you can make as many claims as you need to.


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Two homes with septic systems on 80 acres. two wells. six ten acre parcels and a twenty acre parcelFenced and cross fenced. Newaukum creek is on the side of the 80 acres. 20 acres is in a "forestry" tax classification. 60 acres is in "farm and agriculture" tax classification. Tax parcels included in this sale 3321069023 3321069028 3321069027 3321069011 3321069029 3321069022 3321069019 3321069009. 2nd home is 21612 S E 378th Buyer and buyer agent to rely on their own studies.
|New Value: $2,475,000
This property search is part of the Prime Alliance Real Estate Services website. Listing information is courtesy of the WA-NWMLS and Prime Alliance Real Estate Services. Property information is based on available data that may include MLS information, county records, and other sources. Listings marked with this symbol: provided by Northwest Multiple Listing Service, 2020. All information provided is deemed reliable but is not guaranteed and should be independently verified. Properties subject to prior sale or rental Information has not been verified by agent and should be verified by buyer.


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Choosing the right nursery colour for your baby is often a long and frustrating journey. In the past, new parents normally ended up opting for pastel blues or pinks; nowadays parents are much more open to trying untraditional colours in their little one's nursery; but do we know what sort of psychological effect these colours can have on a baby? Every colour has a different effect on our mind and body and it's important to take these into consideration, especially when designing your new baby's nursery.
Red is the colour of excitement and is sure to bring lots of energy into your little one's room. Red has been known to increase a person's heart rate and inability to focus or concentrate and could cause your little one to be restless or struggle to relax if used in large doses. Red is best suited as an accent colour paired with cooler tones in a nursery.
Similar to red in its psychological effect, orange is also best used as an accent colour in combination with cool tones such as blue or grey. Orange is also best used in larger rooms that have a lot of natural light streaming in as orange can easily tend to make a room feel crowded or busy.
Yellow is a happy and cheerful colour that is perfect for a nursery. However, yellow is another colour that needs to be kept as an accent and paired with cooler tones as it has the ability to heighten intellectual activity and muscle motion. Pale yellow is a better option as too much of a bright, neon yellow in a nursery might cause your baby to cry more frequently. A pale yellow rug is perfect as a nursery colour accent and will bring a touch of sunshine into your baby's room.
Green symbolizes nature and the growth of young plants and is a lovely, calming colour for a nursery. Associated with health and healing, green has a soothing effect on the body and mind, reducing tension and promoting relaxation. Pair a soft green accent wall with a fun 100% cotton, machine-washable tropical green rug to create the perfect nursery.
Purple, having always been associated with royalty, is known to encourage confidence and ambition in young children. Pastel purples, like lavenders and lilac, are very calming colours and are a popular bedroom colour choice. As purple is not often found in nature, it can have the feeling of being a very unnatural colour. If your baby tends to be particularly sensitive, it's probably best to keep purple to just an accent colour.
While science can tell us so many different ways in which colour can influence our minds and bodies, always remember that every baby is different and have their own distinct personalities and that each colour will have its own unique effect on your little one. What colour did you choose for your baby's nursery and why?


text: Home / Shop / Brands / KITCHENAID / KITCHENAID 27″ Combination Wall Oven (KOCE507EBL) Sale! KITCHENAID 27″ Combination Wall Oven (KOCE507EBL)$6,049.99 $4,599.99 Sale ends Jun 24, 2020Save $1,450.00 Even-Heat™ True Convection Microwave Convection Cooking Crispwave™ Microwave Technology 4.3 Cu. Ft. Capacity (Lower Oven) We're Still Here For YouUse the buttons below to check product availability. Curbside delivery and storefront pickup are available in most areas. Check Local Availability KITCHENAID 27" Combination Wall Oven (KOCE507EBL) quantity Add to cart Description Specifications Reviews (0) Description Even-Heat™ True Convection Oven (lower oven) Produces flawless results. The unique bow-tie design and convection fan ensure the inside of the oven is heated to, and stays at, the perfect temperature. Microwave Convection Cooking (upper oven) Combines the power of a 900 watt microwave with a 1600 watt convection element to increase the speed of cooking and provide a secondary convection option. Professionally-Inspired Design (VBL Light) Combines a bold blend of professionally-inspired styling with sleek touches for the home. This beautiful built-in wall oven features Satin Textured Handles and the KitchenAid® Badge, a symbol of uncompromised quality. Temperature Probe Allows accurate measurement of internal temperatures of meats, poultry, and casseroles without having to open the oven so that food can be cooked perfectly. EasyConvect™ Conversion System Takes guesswork out of convection cooking by ensuring you can get exceptional results when experimenting with new or familiar recipes. 4.3 Cu. Ft. Capacity (lower oven) Provides spacious cooking capacity that can comfortably fit multiple dishes at the same time. 1.4 Cu. Ft. Capacity (upper oven) Provides spacious cooking capacity while complementing your lower convection oven. Crispwave™ Microwave Technology and Crisper Pan (upper oven) Allows grilling, frying and convection cooking in the microwave. The specially designed crisper pan can be used to brown, crisp, and pan-fry foods. SatinGlide™ Roll-Out Extension Rack (lower oven) Allows easy roll-out for loading and unloading and features an easy-grip handle, giving confidence to cook with large or heavy dishes. KOCE507EBL Dimensions Capacity 5-7/10 Cutout Depth 60.96 cm, 24.0 in Cutout Height 104.93 cm, 41-5/16 in Cutout Width 64.77 cm, 25-1/2 in Depth 68.90 cm, 27-1/8 in Depth With Door Open 90 Degree 118.74 cm, 46-3/4 in Height 107.95 cm, 42-1/2 in Microwave Capacity 39.62 l, 1.4 cu. ft. Oven Capacity 121.69 l, 4.3 cu. ft. Width 68.58 cm, 27.0 in Configuration and Overview CUL Yes Fuel Type Electric Oven Type Combination Size 68.58 cm, 27 in Oven Details Automatic Shut-Off Yes Bake Element Power 2800W Broiler Location Top of Oven Convection Functions Bake, Broil, Roast Door Broil Position Closed Door Lock Yes Door Removable Yes Hidden Bake Element Yes Interior Color Black Language Conversion English/French Number of Oven Lights 2 Number of Oven Racks 3 Number of Rack Guides 6 Oven Cooking System Convection Oven Interior Depth 48.26 cm, 19.0 in Oven Interior Height 45.72 cm, 18.0 in Oven Interior Width 55.88 cm, 22.0 in Oven Light Type Halogen Oven Rack 1 Type Standard Oven Rack 2 Type Standard Oven Rack 3 Type Gliding Roll-Out Self-Cleaning Oven Racks No Appearance Door Type Metal & Glass Flush Installation Approved Yes Handle Color Stainless Steel Handle Material Metal Microwave Details Convection Yes Convection Power 1600 W, 1600 W, 1600 W, 1600 W Cooking Power 900 W, 900 W, 900 W, 900 W Door Swing Drop Down Grill Yes Grill Power 1600.0 W, 1600.0 W, 1600.0 W, 1600.0 W Interior Light Halogen Microwave Selections Baking Rack, Add A Minute, Cook Power, Cook Time, Crisp Pan, Defrost, Easy Convect, Popcorn, Reheat, Soften/Melt, Steam, Steam Accessory Sensor Cooking Yes - Microwave Turntable Yes Turntable Diameter Size 35.88 cm, 14-1/8 in Details Bake Element Power 2800W Broiler Element Power 4000W Convection Element Power 3200 Convection Element Type True - Oven Number of Oven Lights 2 Number of Oven Racks 3 Number of Rack Guides 6 Oven Cleaning Type Adjustable Self Cleaning Oven Light Type Halogen Oven Rack 1 Type Standard Oven Rack 2 Type Standard Oven Rack 3 Type Gliding Roll-Out Rack Guide Type Molded Certifications ADA Compliant No Prop 65 CALIFORNIA RESIDENTS ONLY - WARNING: Cancer and Reproductive Harm - www.P65Warnings.ca.gov. UL UL Electrical Hz 60 Power Cord Included No Volts 240 Controls Display Color White Exterior Door Release Handle Oven Door Metal & Glass Oven Window Size Extra Large Configuration Oven Configuration Microwave Combination EndecaProps ProductOutletCategories Cooking Status Badge Espot CA New Features Oven Selections Clock, Control Lock, Delay Start, Proofing, Temperature Probe, Time Bake, Timer, Temperature Conversion, Sabbath Mode GDS GPC Code 10001950 IsInvoiceUnit true IsOrderableUnit true Product Type EA UDEX 1100400623 isBaseUnit true isConsumerUnit true Microwave Microwave Selections Baking Rack, Add A Minute, Cook Power, Cook Time, Crisp Pan, Defrost, Easy Convect, Popcorn, Reheat, Soften/Melt, Steam, Steam Accessory Additional information Brand KITCHENAID Type Combo Wall Oven Colour Black Use & Care Guide https://www.kitchenaid.ca/content/dam/global/documents/201910/UserGuide-W10643472-RevC.pdf Warranty https://www.kitchenaid.ca/content/dam/global/documents/201710/WarrantyPage-W10643472C-W.pdf Reviews There are no reviews yet. 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Panama was inhabited by several indigenous tribes prior to settlement by the Spanish in the 16th century. It broke with Spain in 1821 and joined a union of Nueva Granada, Ecuador, and Venezuela named the Republic of Gran Colombia. When Gran Colombia dissolved in 1831, Panama and Nueva Granada remained joined, eventually becoming the Republic of Colombia. With the backing of the United States, Panama seceded from Colombia in 1903, allowing the Panama Canal to be built by the U.S. Army Corps of Engineers between 1904 and 1914. In 1977, an agreement was signed for the total transfer of the Canal from the United States to Panama by the end of the 20th century, which culminated on 31 December 1999.
From Wikipedia, the free encyclopedia.
From Panama
Travel from Nov 13 to Dec 18
Thanks Balanca !


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Prophecy may derive from any of three sources: an evil spirit, the Spirit of God; or the spirit of man.
1. Prophecies from Evil Spirits
I knew the prophets of Samaria were unbelievably evil, for they prophesied by Baal and led my people Israel into sin (Jeremiah 23:13, Living Bible).
i) Prophets are cited here who "prophesied by Baal." The demon spirit of Baal, the idol which the people of the land generally worshipped, inspired those "unbelievablyevil" men to prophesy.
ii) From that scripture, it is further apparent that the wicked lives of those "unbelievablyevil" men predisposed them to those evil spirits; their evil nature offered an open door to the evil spirits.
An evil tree will always produce evil fruits (Matthew 7:20). On Mount Carmel, Elijah contended with 850 of such false prophets (1 Kings 18:19-40).
2. Prophecies from the Spirit of God
9 And it was so, that when he [Saul] had turned his back to go from Samuel, God gave him another heart…
10 And the Spirit of God came upon him and he prophesied…(1 Samuel 19:9-10).
i) Here again, we find prophecy, but prophecy that was the result of "the Spirit of God" coming upon a person. In other words, prophecy originating from the Spirit of God.
ii) It should be noted also that just as the "unbelievably evil" nature of one people opened them up to Satanic prophetic spirits, "another heart," a new nature, in this case, predisposed King Saul to the prophetic Spirit of God.
In one of his epistles, the Apostle Paul explained that the scriptures were not the product of prophecy emanating from the spirit or "will of man" (note that) but the product of holy men moved by the Holy Ghost (2 Peter 1:21). In other words, their holy nature was a factor in their being instruments to the Holy Spirit.
iii) Therefore, the quality of a person's life is a further proof of or a way to test the spirit that operates in any prophet, for"by their fruits ye shall know them" (Matthew 7:20). Prophecies purporting to be coming from God through "unbelievably evil"vessels should be investigated again with an electron microscope.
iv) That is not to say, however, that every Holy Spirit-filled person will always have it completely right in all his prophecies. Peter's experience in Matthew 16:17-29, 22-23 says it all. One moment he spoke by the Spirit of God, only to become Satan's mouthpiece the next moment. Similarly, the holy Prophet Samuel could have anointed the wrong son of Jesse rather than David, had God not quickly intervened (1 Samuel 16:11-12).
v) On the other hand, not being a holy man of God does not mean that God cannot speak at all to such a person. God speaks to all His creatures, to each in his own 'language.' Even a King Nebuchadnezzar of Babylon and a Pharaoh of Egypt can, in exceptional circumstances, receive authentic dreams originating from God.
vi) The lesson this teaches is discernment, even when holy vessels may be involved.
3. Prophecies From the Human Spirit
i) A true prophet may sometimes be overtaken by his emotions or mind or intellect, which may interfere with God's true flow; or a person who has no Spirit of God at all may purport to be speaking for God words which he or she has actually premeditated.
…Don't listen to these false prophets…. They are making up everything they say. They do not speak for me(Jeremiah 23:16, Living Bible).
I have not sent these prophets. Yet they claim to speak for me, I gave them no message, yet they say their words are mine (Jeremiah 23:21).
"Listen to the dream I had from God last night," they say. And then they proceed to lie in my name. …They are prophets of deceit, inventing everything they say (Jeremiah 23:25-26).
So I stand against these "prophets" who get their messages from each other… (Jeremiah 23:30-31, Living Bible).
From 2 Peter 1:21, it is obvious that prophecy may also come from "the will of man."
ii) The Jeremiah 23:30 reference, about prophets "who get their messages from each other"; who "steal my words, every one from his neighbour" (KJV), may refer to those who hear an inspired or purported prophetic word from somewhere, and presume that God should be saying the same thing through them to another congregation. Their prophecy does not come from God or from devils. It has been plucked off the mouth of another true, false, or presumptuous prophet like themselves. And they have plucked off those words either because they deliberately wish to deceive or merely wish to impress their hearers, or because their mind manages to fool them that God must also be saying those words through them.
Very well therefore does the Bible advise us to try or "test" the spirits, "whether they are of God: because many false prophets are gone out into the word" (1 John 4:1).
4. Judging Prophecies
How to identify a true prophet of God has been an age-long issue. The early Jews had that problem, so God had to give them some signs by which to be able to tell the true prophet of God.
Test 1 (a): If someone prophesied a thing but his words did not come to pass, he was a false prophet; false because the prophecy had not emanated from the God in whose name it had come. He may have prophesied from his own head or from an evil spirit (Deuteronomy 18:21-22).
(b) In the case of prophecies of judgment, however, a people's repentance is capable of averting a prophesied judgment, as in the case of Nineveh (Jonah 3:8-10). An averted judgment therefore, does not make a Jonah a false prophet.
Test 2: However, because even a false prophet may sometimes predict something that could come to pass, God puts another check on the first: If his prophecy comes to pass, but his theology deviates from Godliness towards idolatry; if his predictions come true, but the fruits of his 'powerful prophetic ministry' are ungodliness, fornication etc. (as with 'Prophetess Jezebel' in the early Church – Revelation 2:20), he is a snare (Deuteronomy 13:1-5). By their fruits we shall know them (Matthew 7:20).
For example, some of the fruits of the ministry of the "unbelievably evil" prophets of Baal was spritualised backsliding in the lives of their members; the people were "led... into sin" (Jeremiah 23:13).
The Spirit of God in the true word of God cannot produce the fruits of Satan in the lives of its hearers.
The lifestyle of a prophet's congregation are therefore vital fruits that testify to the nature (true or false or intellectual/human) of their prophet.
Some prophecies emanate from spirits of devils, some from the Spirit of God, and some from the spirit of man, the human spirit. Therefore, "try the spirits whether they are of God." Amen.
From The Preacher's diary,
June 30, 2002.


text: 32V-SVT Report post Posted May 19, 2018 Hey All, I'm looking for a Transmission and was wondering if anyone knew what the OEM gear ratio is on a 2011 GT500 with the SVT-Performance pack? The website I'm looking at shows two different 1st gear ratios... http://www.ddperformance.com/05-up-ford-t-56-magnum-xl/ I'm wondering is the "BA-77" what's considered the Close Ratio version? Also, I'm hoping someone can confirm that this is what is in my vehicle now? Thanks! Quote Share this post Link to post Share on other sites


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Hence, the companies contemporarily in order to remain competitive as well as to achieve better effects have two possible ways: they can either reduce the costs of their existence or invest in the quality. Concerning the first aspect we should remember that there is no more appropriate way of reaching the previously mentioned aim than to invest our funds in diverse alternative like inter alia one mentioned previously. Thanks to it then we are likely to reduce the time spent on diverse activities and do our best to stop wasting it, which would certainly help us substantially realize results we would be pleased with.
However, this doesn't indicate that using previously mentioned solution we may change the situation in our enterprise like thanks to using a magic wand. It is connected with the fact that if we would forget that we are working with human beings that have the right to make mistakes, we might end up with putting on them too big pressure that may result in working considerably less effectively. Consequently, here we ought to rather be concentrated on using timesheet software for the purpose of motivating our employees to work even better. However, this doesn't mean that we ought to for instance punish the worst employees. Rather we need to concentrate on giving bonuses to those employees, who were the best.