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This month at Stamping Sensations we are sponsored by Crafty Individuals who are offering a £35 voucher to spend on their online shop
Sunday, 1 May 2016
Anything Goes
This month at Stamping Sensations we are sponsored by Crafty Individuals who are offering a £35 voucher to spend on their online shop
12 comments:
Very pretty Joan, the pinks and sepia colours give it a really vintage feel.ReplyDelete
Enjoy the rest of the weekend.
B x
Love this, Joan, so elegant and pretty, and you've matched the colouring to the background paper pefectly.ReplyDelete
Lynne x
This is very pretty Joan and the middle panel really stands out beautifully against the delicate background papers. You've done a wonderful job decoupaging the bird and flowers and it really gives your card depth and dimension, it's a beautiful card. Hope you enjoy the rest of the Bank holiday weekend :) XReplyDelete
A beautiful card Joan, love the layers and the wonderful focal panel.ReplyDelete
Yvonne xx
Absolutely stunning, Joan! What a beautiful card. The stamp is lovely! I try not to visit Crafty Individuals too much as I spend way too much, but I may treat myself to that one!ReplyDelete
Beautiful card Joan. It has a lovely vintage feel to it. Thank you for joining in the Crafty Individuals Challenge.ReplyDelete
Flo x
Very pretty card Joan, love the colours you have used. Thanks for linking in this month. Jean xReplyDelete
Joan this is exceptionally pretty with a beautiful vintage feel to it.ReplyDelete
Thank you for joining the Crafty Individuals challenge.
Good Luck!
Beautiful card with this great stamp, I love your use of yellow on the bird, very prettyReplyDelete
Thanks for joining in the Crafty Individuals challenge, and Good Luck!
Coco x
Beautiful contrast between the background and the stamp!!! A very beautiful vintage card!
Thank you for joining in the Crafty Individuals challenge.
Beautiful decorative layers and I have become your latest blog follower !ReplyDelete
A very elegant piece Joan, beautiful.ReplyDelete
Happy crafting
Tracy x


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For about a week I am unable to add tags to my new blog posts. I tried publishing the blog post and then editing in tags later but still does not show up. I can't even get a list of my most used tags. I've tried to do this with Firefox and Internet Explorer but the same thing occurs.
My blog is: http://docptolemysays.wordpress.com/
Any help appreciated.
The blog I need help with is docptolemysays.wordpress.com.

subset: commoncrawl


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The National Trading Standards Business Plan is available here.
Read the National Trading Standards 2016 - 2017 Annual Report here
Download the NTS Infographic 2016-17 here
Read the National Trading Standards 2015 - 2016 Annual Report here
Read the National Trading Standards 2014 - 2015 Annual Report here
The National Trading Standards 'Consumer Harm Report' reveals annual data and predicts the biggest threats to consumers. Please see the latest reports below:
Consumer Harm Report 2016-2017
Consumer Harm Report 2015-2016
Consumer Harm Report 2014-2015
For more information on the relationship between National Trading Standards, the Chartered Trading Standards Institute and Association of Chief Trading Standards Officers, please see our information flyer below:
The National Trading Standards Work Areas
National Trading Standards has teams overseeing a range of issues, from illegal money lending to copycat websites and doorstep crime.
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Scams Awareness Month 2017
Citizens Advice and partners across the consumer protection landscape are leading activities throughout the month of July for Scams Awareness Month.
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We are encouraging people to Take a Stand Against Scams


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Mugs with Harding
Florence was devoted to the achievement of high political office for Warren. At the time of their marriage, she was a divorce with a young son. Her father, an extremely wealthy banker in Marion, Ohio, strongly opposed her relationship with Harding (who was five years Florence's junior.) After the marriage, Florence's father did not speak to her for some seven years.
She once said, "I have only one-real hobby-- it's my husband." Without his strong willed wife, poker-playing Warren probably would not have become President. It is said that Florence insisted that he run for the nation's highest office. Although he didn't want to be President, She certainly wanted to be First Lady!
The Harding administration was known for being scandal-ridden and corrupt. President Harding once said that, "In this job I am not worried about my enemies. It is my friends who are keeping me awake." This bitter remark referred to the members of Harding's so-called "Ohio Gang," the cronies who turned out to have been poor friends indeed. In an effort to shore up his declining public image, the President and First Lady embarked on a cross-country "Voyage of Understanding" in June 1923. On August 2, the President died in San Francisco, probably of a cerebral blood clot. Florence eventually burned almost all the presidential papers, an act which has certainly served to cloud the truth regarding the Hardings' knowledge of the corruption around them. Florence Harding survived her husband by only little more than one year, dying in 1924 of complications relating to chronic kidney disease.


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Some 100 Palestinian families, separated after the 1967 Six-Day War, will reunite after being being granted permission by the Israel Civil Administration.
Announced this week, the step was described as goodwill gesture. The move was understood to have been discussed at talks earlier this year between Israel and the Palestine Liberation Organization.
As part of a possible solution to the problem, Israel has suggested that an annual quota of 2,000 family reunifications be set.


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Sizemore To DL, Duncan Promoted
Sizemore injured his left knee on Sunday, May 16 in Baltimore. So far this year he is batting .211 (27-128) with 15R, 6 2B, 2 3B and 13RBI in 33 games. This marks his third career trip to the disabled list at the big league level.
Duncan, 30, was signed to a minor league contract with an invitation to Major League spring training on January 5. He has spent the entire season to date at AAA Columbus hitting .301 (44-146) with 21 runs scored, 11 doubles, 6HR and 34RBI in 38 games (14-OF, 3-1B, 21-DH). His 34RBI were 4th most in the International League . In 16 games during the month of May, Duncan has hit .354 (23-65) with 8 runs scored, 6 doubles, 3HR and 13RBI. Last year he earned International League MVP honors after hitting .277 with 85 runs scored, 30 doubles, a triple, 30HR and 99RBI with Scranton. He owns a career Major League average of .219 with 8HR and 24RBI in 68 games and last appeared with the New York Yankees on October 4, 2009 vs. Tampa Bay. He wears #47.
Cabrera was placed on the 15-day disabled list yesterday (May 18) with a fractured left forearm. He is expected to be out for 8-10 weeks. The Indians 40-man roster stands at 40.
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Breaking down barriers for women in the workplace
Insight from men who have worked as women
"With economic models straining in every corner of the world, none of us can afford to perpetuate the barriers facing women in the workforce," Secretary of State Hillary Clinton said at the recent APEC Women's Summit in San Francisco.
According to researcher Kristen Schilt, men might have the most to say about those barriers -- in particular, the men who know how women are treated in the workplace from first-hand experience.
Schilt's research explores the world of work as seen through the experiences of transgender men. Take Thomas, for example. When Thomas replaced Susan at work, a man working at an associated company told Thomas's boss that it was a good move to fire Susan, due to her incompetence, but that the "new guy" (Thomas) was great. What the work associate did not realize was that Susan had transitioned to become Thomas at work.
In other words, Susan and the "new guy" were one and the same person with the same skills and abilities.
Speaking to a Stanford audience, Schilt explained that transgender men, or trans men, can expose how gender is "done" in the workplace. They possess a unique perspective because they have worked as both women and men, sometimes in the same work environment. This "outsider-within" perspective provides new insights into the persistence of workplace gender inequality. Specifically the trans man story reveals that the experiences of women and men in the US workforce are not only different, but also hierarchical. As Schilt describes it, many trans men "negotiate being treated as not just different from women but better than women" at work.
In meticulous in-depth interviews with both transgender employees and their coworkers, Schilt demonstrates how everyday interactions -- whether at the office or on the factory floor -- can unwittingly reproduce gender inequality.
The benefits of being a man at work
Schilt reveals that in the world of work being a man has its own rewards. Transgender men, or individuals who physically change their appearances and bodies (often using hormones and/or surgeries) to make their male gender identity visible to others, report receiving workplace rewards that they did not get when they worked as women.
Many of the 54 transgender men interviewed by Schilt were surprised by the workplace benefits bestowed upon them as male workers. One trans man was flabbergasted when coworkers snubbed a woman expert, but carefully listened to his comments -- despite the fact that he had "no specialization" in the area under discussion. Another transgender man recalled a meeting where "a woman would make a comment or an observation and be overlooked," but when he spoke up to validate his coworker's idea, he got the credit for making "an excellent point." When in staff meetings or in coversations with coworkers, everyday workplace interactions reaffirmed hierarchical notions of gender. As one transgender man explained, "I'm right a lot more now."
Two-thirds of the transgender men in Schilt's study experienced workplace rewards in a newfound authority and competnece. Such rewards created new opportunities and economic gains. Some trans men were placed on the fast-track for promotions and raises. When one transgender man earned a promotion within the first few months after his hire, he learned first-hand that "it's the guys that rise through the ranks, and they rise quickly."
The benefits of being a man at work held fast for both professional and blue collar occupations. A transgender man working in a blue collar job noted how his job performance ratings skyrocketed after his transition. He found the positive evaluations surprising because he was "not doing anything different" at work and, in fact, he "even went part time" prior to the performance reviews.
When job segregation is not "naturally" male or female
Job segregation by gender -- or the assumption that some jobs are better suited for men, while others, for women -- also created new opportunities for transgender men. One trans man earned a promotion to floor shift manager, a position typically reserved for men, after two months on the job. He explained that, as a female, he "would have been on the floor [with customers] doing merchandise stuff" rather that working as a manager. Importantly, the floor shift manager position brought rewards far beyond this immediate promotion. Floor shift managers typically have a long-term promotion track, while merchandise jobs are hourly positions without clear opportunities for promotion.
These experiences reveal that employers' assumptions about who can best do a job -- by placing a premium on physical or social attributes -- could be reexamined in light of the trans men's transition. Having succeeded in both "female" and "male" jobs, trans man bring into question the way we think about who is the best fit for an assignment.
What personal acceptance tells us about structural change
Schilt's study on how gender is "done" in the workplace offers useful insights into how gender inequality might be challenged at work.
Transgender workers' outsider-within perspective illuminates not only the "cultural workings of gender difference but also the social maintenance of gender inequality." In other words, how assumptions of natural gender differences -- or expectations that attach disparate abilities to men and women and attribute them to nature -- perpetuate workplace gender inequality. The trans men interviewed by Schilt agreed that their unanticipated workplace rewards -- such as more authority and respect -- were "an artibitrary result of looking male."
Changing negative perceptions of gender difference is difficult, even when transgender employees find personal acceptance -- or become "just one of the guys" -- at work. (Recall Thomas' work experiences: as Susan, he was seen as less competent, but as the "new guy," he was great.) In fact, Schilt argues that the acceptance of individual transgender workers can minimize structural changes to gender inequality. Moreover, it can leave racial hierarchies intact. In general, white and tall trans men -- who best fit the physical description of an ideal male worker -- fare much better at work than transgender men who are short, gender-ambiguous, or from underrepresented racial minority groups.
Is it then true that "the more things change, the more things stay the same?"
The experiences of many transgender employees and their coworkers suggest that "the more things appear to stay the same, the more they actually change." As Schilt points out, "workplaces that support an open gender transition are never the same, even when they appear to be engaging in business as usual." Workplace support for transgender workers sends an important signal to all employees by marking the beginning of a shift in how companies, and their employees, understand natural gender differences. Schilt's study suggests that the ability to "undo" gender at work -- or redraw gender boundaries to include transgender employees -- can, over time, create a more expansive definition of gender. When companies and coworkers create workplaces that reconsider the often unexamined assumptions about gender, we begin to erode workplace gender inequality more broadly.
Kristen Schilt's recent book, Just One of the Guys: Transgender Men and the Persistence of Gender Inequality, explores many of the often unexamined cultural assumptions about gender and sexuality. Schilt, an Assistant Professor of Sociology at the University of Chicago, presented study findings at the Clayman Institute's Spring Series in May 2011.
Andrea Rees Davies is the Director of Programs and Research at the Clayman Institute, and author of the forthcoming book Saving San Francisco: Relief and Recovery after the 1906 Disaster.
Responses to Breaking down barriers for women in the workplace
This is fascinating research, affirming what women everywhere will likely recognize as their average workday world. The next step I'd like to see is how companies that adopt startegies to promote women fare in changing corporate culture overall. For example, when companies tie executive promotions to mentoring and assisting junior-level women to positions of power, then we'll see realigment, I suspect.
My difficulty at work is that I don't know the rules. I font know how far my expertise should be rewarded, nor how pushy I should be when I feel it isn't. Salaries were personally negotiated, so I've no idea how much I should be getting paid nor whether my make colleagues are on more, the same or less. Overall the culmination of this is a feeling of insecurity and a real feeling that the opportunities for promotion and reward simply aren't there if you're female.
Perhaps I should adopt a male persona for work...
What if transgender men are more effective post "change" because they have finally physically melded both, thus providing a major boost in self-esteem/confidence? "In other words, Susan and the "new guy" were one and the same person with the same skills and abilities."...what if that's *not* the case? If I were a man stuck in a woman's body, that would affect me on such a deep level and permeate my everyday life. I believe there's something to this article, yet, it isn't this black and white. People act different when they get their haircut. A change in gender must be totally affirming. What if that coworker just noticed that the "new PERSON" was way more socially engaging with a renewed perspective?
Great post- thanks!
@ blah - Here's a great article from the perspective of a transgendered woman about the privileges she gave up by transitioning, despite being infinitely more comfortable as a woman: http://skepchick.org/2011/12/sacrificing-privilege/
I would venture that if the difference between the perceptions of "effectiveness"
This is a great article that brings up some interesting points. I'd love to see how this sort of study would play out with a focus on male-to-female transgendered.
According to researcher Kristen Schilt, men might have the most to say about those barriers -- in particular, the men who know how women are treated in the workplace from first-hand experience.
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Leander Paes and Radek Stepanek steamrolled into the US Open semifinals defeating Julian Knowle and Filip Polasek in a rain-affected men's doubles quarterfinal here at the Flushing Meadows.
The fifth seeds, who led 6-2, 1-0 when rain stopped play Tuesday, wrapped up the match Wednesday by winning the second set 6-4. The Indo-Czech pair meet Spain's sixth seeds Marcel Granollers and Marc Lopez for a place in the final.
Granollers and Lopez beat Austria's Alexander Peya and Brazilian Bruno Soares 6-3, 6-4 in another quarterfinal.
Paes and Stepanek made full use of their first serves, winning 81 percent of the points on it. They were able to convert two of the five break point opportunities and did not let the Austrian and Slovakian duo get a single break point.


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Troy Lee Designs - 2015 GP Air Galaxy Pant
Product Code: troy-lee-designs-2015-gp-air-galaxy-pant
$138.00 $89.70 Sale
You Save: $48.30 (35.00%)
- Description
- Reviews
- Customer Photos
Troy Lee Designs - 2015 GP Air Galaxy Pant
- Lightweight combination 500 denier polyester mesh / 600 denier polyester for maximum ventilation.
- Velcro side cinch strap system allows for up to 2" expansion of waist.
- Oversized 13" cowhide leather on the knee for maximum durability, added grip and heat protection.
- Velcro / snap button front and YKK brand zipper for increased closure security.
- Mesh ventilated front paneling for added airflow.
- Rear yoke stretch system allows the pants to stay in place.
- 2-way spandex in the knee, calf, and crotch provide added flexibility and accommodate protection.
- Athletic, race fit provides unrestricted movement.
Reviewed by 1 customer
Comments about Troy Lee Designs - 2015 GP Air Galaxy Pant:
Awesome color scheme. Fits good. Pants run on the bigger size.
- Was this a gift?:
- No


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Customer Reviews
2 Item(s)
- Great Spring Jacket (Posted on 4/6/2016) By Beckys29
When I wear this jacket, so many people stop and compliment me! I look good in it and feel good when I wear it!
Thanks London Fog!
- Shoulders run small (Posted on 3/13/2016) By ASP
I am 5'5" and weigh 128 with a fit build- I Love the color and the product is what I expected, but I could not raise my arms- So I am returning and hoping that the medium will fit, as I have waited on something this attractive for years
2 Item(s)


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I am writing regarding an article in the Free Press on July 8: "Is this boys and their toys?"
In 1961 I moved to Gedney Hill and during those years it was very noisy, due to the fact that there were more aeroplanes flying then than now.
Gedney Hill certainly was not a quiet village then – we had aircraft flying over our house regularly, and very low, and they quite often caused a sonic boom, so much that they broke a window in our house, but we never complained.
Do people not realise pilots need to train, to make sure they are able to perform when needed?
Let's put up with a bit of noise to make sure our pilots are up to the job they are here to do and keep us safe.
And no, it's not boys and their toys, they are real men and real flying machines.
Margaret Baxter
Gedney Hill


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Intel Campus Reps.
Intel Campus Representatives will help the company to spread the knowledge & idea of Intel technology (like Mozilla Firefox Campus Reps.) to the students in their schools, colleges & in their respective area also. Through this, students can also start the Club related to technologies like Intel, Microsoft, Mozilla, etc. These Companies will also be able to sponsor in events, functions, programs. In this way, Companies ...more »