Year 11 Vol.No: (121) February 2020 M O N T H LY N E W S

Technical Support Supervisor Mohammad AbdulrahimManaging Editor Falah Al-AjmiEditor-in-Chief Eng. Riyadh Al-Hassan Editing Supervisor Salem Al-Dousari

Should I Get the High-Dose Flu Vaccine?

Al Khafji Joint OperationsOffers to

Sheikh Sabah Al-Ahmad Al-Jaber Al-SabahThe Amir of Kuwait

(May Allah Protect Him)

And his Highness Sheikh Nawaf Al-Ahmad Al-Jaber Al-SabahCrown Prince of Kuwait

(May Allah Protect Him)

And to the honorable people of KuwaitCongratulations on the occasion of the National Day (59) and Liberation Day (29)

25-26 FebruaryMay Allah protect Kuwait and its people

The sisterly State of Kuwait celebrates its 59thNational Day on the 25th of February and its 29th anniversary of Liberation on the 26th of February, which are two immortal days in the history of Kuwait and its leadership and people.On this occasion, I am pleased on behalf of myself and on behalf of my colleagues, employees of Al-Khafji Joint Operations, the honor to raise the highest congratulations and blessings to His Highness Sheikh Sabah Al-Ahmad Al-Jaber Al-Sabah - Amir of the State of Kuwait - may Allah protect and preserve him, and to His Highness Sheikh Nawaf Al-Ahmad Al-Jaber Al-Sabah - Crown Prince, may Allah protect and preserve him. I ask Allah to perpetuate his highness the Amir and his Highness the Crown Prince, health and happiness, and for this happy occasion to return to the sisterly State of Kuwait, and to its dear people with more progress and prosperity.Over the years, sincere brotherhood, a friendliness that increases every time and time, and a love that is passed on from generation to generation, and it is a firm and unique brotherhood that has established between the two sisters, the Kingdom of Saudi Arabia and the State of Kuwait.This firm and sincere brotherhood between the two wise leaderships is represented by the Custodian of the Two Holy Mosques King Salman bin Abdulaziz Al-Saud and his brother, His Highness Sheikh Sabah Al-Ahmad Al-Jaber Al-Sabah, Amir of the State of Kuwait - may Allah protect them - and their faithful Crown Princes - may Allah bless them - and it also a firm and solid brotherhood between the two peoples. Yes, it is the brotherhood that has proven loyalty at all times, and has become an example over time.I congratulate my colleagues working on these two precious occasions, and I ask Allah for the leadership and people of Kuwait for all the glory, security and prosperity.

Kuwait The Loyal State

Azeb Al-QahtaniChairman, Joint Operating Committee

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Joint Operation’s News

On Sunday, February 23rd, 2020, the Chairman of the Joint Operating Committee Eng. Azeb bin Mohammed Al-Qahtani, officially announced

the start of operations and the resumption of production in Al-Khafji Joint Operations. A press release was issued entitled: “Officially .. Al-Khafji Joint Operations announces the start of operation and the resumption of production.” The press release stated: On Sunday, February 23rd, 2020, Eng. Azeb Al-Qahtani announced that Al-Khafji Joint Operations officially started the production process two days before the specified period, and the gradual operation started on Friday, February 2020 ,21 in the presence of the Executive Director of Operations Eng. Abdullah bin Abdul Rahman Al-Otaibi. Al-Qahtani raised the congratulations to His Royal Highness Prince Abdulaziz Bin Salman bin Abdulaziz Al-Saud - Minister of Energy - and to His Excellency Dr. Khaled Al-Fadhel - Minister of Oil of the State of Kuwait - on the occasion of the start of the operation process and the resumption of production through facilities whose specifications are compatible with the highest environmental standards, and this announcement is attached to the press release issued on 25 December 2019 with the launch of the two ministers countdown timer to start resuming production operations in Al-Khafji Joint Operations within sixty days.The Chairman of the Joint Operating Committee expressed his great happiness at what represents the successful partnership between the two brotherly countries in energy investment, in light of the two wise leadership of the Custodian of the Two Holy Mosques King Salman bin Abdulaziz Al-Saud - King of the Kingdom of Saudi Arabia - and His Highness Sheikh Sabah Al-Ahmad Al-Jaber Al-Sabah - Amir of the State of Kuwait - may Allah protect them, and their faithful crown prince, and affirmed that the partnership has contributed to creating a conscious management of wealth reserves and maximizing their economic, cultural and development returns.Al-Qahtani also congratulated all employees of Al-Khafji Joint Operations, and thanked them and appreciated them for their sincere efforts to overcome all challenges in order to reach the start-up as planned, and stressed the

importance of permanent commitment to safety standards and assets in all businesses and in all operations facilities shared. «

The Chairman of the Joint Operating Committee and the executives continued the start of gradual production operations on Friday, February 2020 ,21 from the primary wells in the Khafji field where the Gathering Center was operated, and the reception of oil and gas in the land laboratories for processing was conducted. It was confirmed then that it is expected to reach on Sunday, February 2020 ,23 the level of fixed operation and production according to specifications. Memorial photos of employees on this occasion were taken from work sites with the Executive Director of Operations Eng. Abdullah Al-Otaibi and the managers of the concerned departments. On Saturday morning, Al-Qahtani visited the employees at their work site and congratulated them for the success of the gradual operation, praised their efforts in achieving the goals, and had lunch with them in an atmosphere filled with happiness, as employees of the Al-Khafji Joint Operations and the people of Al-Khafji spread great joy on this occasion while they saw the flame of production.Al-Qahtani also visited the main control room in the southern area in Al-Khafji Joint Operations, accompanied by executives, department managers, and the readiness assurance team, before Sunday afternoon in which he announced the start of operations and the resumption of production. He congratulated on this occasion to all employees of Al-Khafji Joint Operations, and expressed his appreciation for their great and sincere efforts to ensure the workout of the plans and implement them until reaching this blessed moment as a new era for Al-Khafji Joint Operations, which imposes more giving and permanent pursuit of excellence in all tasks.

After the conclusion of the visit, Al-Qahtani met the executives and department managers in the central operations room in the main building to discuss what has been achieved and the subsequent stages of the work, and took the necessary recommendations regarding them.

Officially ... Al-Khafji Joint Operations Announces Start-up and Resumption of Production

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Year 11 Vol.No: (121) February 2020

AGOC Arranges a Workshop for Khafji City Development

On Thursday, January 30th, 2020, AGOC arranged and sponsored a workshop that was conducted in the Meeting Room at KJO. A delegation comprised of urban planning specialists, writers and dignitaries attended the workshop in the context of developing Khafji City.

Ceremony honoring SPSP

Manager at Al-Khafji

AGOC Arranges a Workshop

for Khafji City Development

AGOC Supports SPSP and Bids Farwell to Al-Hudaib

Out of its commitment to its social responsibility, Aramco Gulf Operations (AGOC) provided a financial support to the Saudi Petroleum Services

Polytechnic (SPSP), Khafji Branch. AGOC President & CEO, Eng. Azeb Al-Qahtani presented the financial support

cheque to the Executive Director of Khafji SPSP Mr. Bassam Al-Bukhari. Thereafter, Khafji Governor Mr. Mohammad Al-Hazza, AGOC President & CEO, and Mr. Bukhari attended the farewell party of Eng. Abdulaziz Al-Hudaib, on the occasion of his retirement from the management of Khafji SPSP.

On Tuesday, January 2019 ,11, AGOC President & CEO and C-JOC Eng. Azeb

Al-Qahtani, held a ceremony honoring in the cultural tent for Mubarak Al-Hajri on the occasion of his appointment as SPSP-Khafji Manager. The ceremony was held in the presence of His Excellency the Governor of Al-Khafji Mohammed bin Sultan Al-Hazaa and King Abdulaziz City for Science and Technology Manager Eng. Nayef Al-Shammari and members of the executive management of Al-Khafji Joint Operations and Aramco Gulf Operations.

Joint Operation’s News

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The Cleaning and Sanitation Division in CBD has recently upgraded all cleaning and sanitation

tools and equipment as per the latest standards to improve the level of cleaning in all KJO facilities. In this regard, MCB Eng. Mohammad Khalil, has paid an inspection visit on February 6th, 2020, to check the new cleaning and sanitation equipment, which were recently mobilized under the cleaning contract, accompanied by the Business Services Superintendent Eng. Ghazi Ruwaili, Utility Superintendent Eng. Bassam Jamal, Building Maintenance Superintendent Eng. Anwar Balawi, and Cleaning Division Supervisor Jamal Al-Ajmi, together with a number of employees from CBD. The inspection team watched a presentation about the methods and ways of using such equipment and tools, as well as its conformity to KJO safety rules.At the end of the tour, MCB extended his thanks and appreciation to the team for their dedicated efforts and urged them to observe the highest quality and safety standards in their job. It is worth mentioning that the cleaning and sanitation project consists of six sections, as the following:1- Administration Section, comprised of project manager, his assistant, safety engineer, materials engineer, and safety inspectors.

2- Office Services Section; comprised of supervisor, 75 administration assistants, and 5 loading and unloading workers.3- Special Cleaning Services Section; comprised of supervisor, 4 crane operators and 20 cleaners.4- Pesticides Section; comprised of a supervisor, 3 controllers and 10 pesticides workers.

5- Internal Cleaning Section; comprised of 2 supervisors, 10 controllers and 80 internal cleaners. -6 External Cleaning Section; comprised of 3 supervisors, 6 controllers, 21 heavy vehicle drivers and 75 external cleaners. Each of such sections has its own equipment, machines, cranes and vehicles to perform their tasks effectively.

CBD Utilizes the Latest Cleaning & Sanitation Tools

On Tuesday, January 14th, 2020, EDO Eng. Abdullah Al-Otaibi, accompanied

by Eng. Saleh Al-Meshrif, paid an inspection visit to the Gas/Oil Separators (GOSPs) and desalters to ensure readiness for starting up and to check work progress there. During the visit, the Onshore Production Superintendent Eng. Meshari Al-Shammari presented a detailed explanation about work progress.The EDO then met the employees there and extended his appreciation to them for their dedicated efforts. He conveyed to them JOC confidence in them, presided by C-JOC Eng. Azeb Al-Qahtani, and emphasized the importance of observing safety rules in all field works. At the end of his visit, the EDO lauded the distinguished performance of the employees and motivated them to exert more efforts to complete the works and achieve the sought goals.

To ensure readiness for starting up

EDO Inspects GOSPs and Desalters

Year 11 Vol.No: (121) February 2020

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On Monday, February 3rd, 2020, the Contracts Department (CTD) held a meeting, in coordination

with the Medical Services Department (MSD), with the representatives of five bidders for providing medical insurance to KJO Employees and their families, at KJO Hospital, Dr. Abdulhameed Al-Khouli Hall. The Medical Services Superintendent; Ahmad Al-Attar, welcomed the representatives of the bidders, and both Departments demonstrated the policy of KJO and the most important points of the projects. In this regard, Eng. Saad Al-Dhafeeri, from CTD, demonstrated the legal requirements, contracting procedures, method of submitting the bid, and the method of awarding. Then Mr. Mohammad Aslam, from MSD, presented the details of the medical services included in the insurance project, subject matter of the bid, and Q&A was allowed to answer all inquiries of the bidders. The representatives of five companies attended the meeting as a first step to receive tender documents and proceed.

On Wednesday, February 5th, 2020, the Medical Services Department (MSD)

launched an awareness campaign about the new coronavirus at the lobby of KJO Office Park. The purpose of the campaign is to spread awareness about the reasons of infection, methods of protection, and ways of avoiding infection. The campaign team comprised viral diseases specialists, critical cases consultants, infection specialists and health awareness staff from KJO Hospital. Many employees visited the awareness campaign and received detailed explanation and fliers about the new coronavirus. It is worth mentioning that MSD is keen to receive all correct information and awareness materials from the Ministry of Health to ensure accuracy and efficiency.

CTD and MSD Hold a Meeting with Medical Insurance Bidders

MSD Launches a Health Awareness Campaign about the New Coronavirus

Panorama

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RHR is easy to measure, but what does it mean for our health?Although doctors routinely measure people’s RHR, it is still not clear what constitutes “normal,” and what variations from this norm mean for health. Over the years, large studies have come to a consensus on what doctors should now consider the normal range.For instance, the National Health and Nutrition Examination Survey, which analyzed data from almost 50,000 people, found that the average RHR for adults is 72 bpm.The American Heart Association (AHA) consider an RHR of 100–60 bpm normal for adults.However, RHRs that fall well within the normal range can still increase a person’s mortality risk. In general, higher rates are associated with increased cardiovascular risk, but one study found that people with an RHR below 65 bpm are also at risk. In the same study, the authors showed that a significant change in RHR over the 3 year follow-up period also increased cardiovascular risk.In short, results are mixed. As the authors of the new study explain, “a single measurement of heart rate provides very little useful information about the current health of an individual, unless well out of the expected range of normal.”Rather than taking RHR measurements at discrete points in time, the researchers behind the new study took a “long view of individual changes in cardiac performance.” Why does RHR matter?

Today, wearable sensors mean that it is possible to take accurate heart rate measurements continuously. Alongside monitoring heart rate each second, this technology also records sleep duration and levels of activity. As the study authors explain, the popularity of these sensors provides a “unique opportunity to better understand how RHR varies over time for and between individuals over the span of days, weeks, years, and, eventually, lifetimes.”If these all-pervasive wearable sensors can preempt the onset of disease, this would make a significant impact on healthcare at a population level. For this reason, it is vital to understand what information heart rate can provide. If we can decode the secret messages that our hearts tap out, we could continuously monitor our health and, potentially, receive advanced health warnings.The researchers had access to data from 92,457 adults across 50 states. Each participant wore a heart rate monitor for at least 2 days each week for at least 35 weeks between March 2016 and February 2018. Each day, they wore it for at least 20 hours. In total, these data provided 33 million daily RHR values.Overall, the average RHR was 65.5 bpm plus or minus 7.7. The minimum and maximum RHRs for each individual were 39.7 and 108.6

bpm, respectively. In other words, between individuals, “normal” could vary by around 70 bpm. Other relationshipsWhen the researchers delved into the data, they found some significant relationships. For instance, there was a considerable difference between men’s and women’s RHRs, as the authors outline:“We observed that %95 of men had an RHR

between 50 and 80 bpm, while the corresponding range for

women was between 53 and 82 bpm.”

The scientists also found significant differences in RHR related to age, body mass index (BMI), and

sleep duration. On average, RHR increased

steadily with age, peaked at 50, then began a slow

decline into older age.When they examined the

relationship between heart rate and BMI, they found that individuals with moderate BMIs tended to have a lower RHR than those with low or high BMIs.After analyzing sleep duration, the scientists found that the lowest RHRs occurred in people who slept for around 7 to 7.5 hours each night.Interestingly, they also found that a person’s RHR tended to change with the seasons by an average of 2 bpm. They explain: “The RHR peaked in the first week of January for both men and women, after which the

average RHR decreased to the yearly minimum at the end of July. After this minimum, the average RHR steadily increased until the end of the year.”The scientists also note that some people experienced small but significant changes in their RHR for brief periods, such as a week. These slight changes tended to be around 3 bpm.People are simply differentSleep duration, BMI, sex, and age all influenced RHR, overall, the researchers showed that these differences were only “minimally associated with individual characteristics.” Although a person’s RHR changed with the seasons and for short periods, these fluctuations were “an order of magnitude narrower” than the differences between different people’s RHRs. The study authors write:“Individuals have a daily RHR that is normal for them but can differ from another individual’s normal by as much as 70 bpm.“According to the authors, an “estimated %20 of consumers in the [United States] now possess a smartwatch or fitness band capable of passively and unobtrusively measuring continuous [heart rate] over long periods.” Because access to information about RHR is now so widespread, it makes sense to use it to its fullest potential. The researchers hope that, in the future, health professionals might use RHR data to help diagnose conditions such as cardiovascular and pulmonary diseases and even provide insight into reproductive health.

https://www.medicalnewstoday.com/

Health

ScienceCloud watchers have recently been given record-breaking glimpses of the rarest clouds in the skies. Stunning rippled blue clouds have been forming in the highest reaches of the atmosphere over Europe and the United States. These clouds are normally only seen around the poles, but this summer is set to be the best observing season in years—they have already been seen at the lowest latitudes ever recorded.These clouds are called «noctilucent» or night-shining clouds, as we can only see them at dusk and dawn. They form extremely high up in the atmosphere, at about 50 miles above the Earth›s surface in a region called the mesosphere. This is about four times higher than the highest clouds we normally see, the wispy cirrus clouds.Because the air is so thin in this part of the atmosphere, it needs to be much colder than °32F for water to freeze—minus °184F in fact. We only see air temperatures this low in the mesosphere around the North or South poles when it is summer.This strangely means that the part of the atmosphere constantly in sunlight is actually the coldest point in the

atmosphere. This is because in the mesosphere, air flows away from the pole where it is summer towards the one where it is winter. This is replaced by air rising from lower in the atmosphere, which expands and cools, leading to the extremely low temperatures.The water in noctilucent clouds is either transported up into the mesosphere from the lower atmosphere, or forms when methane in the mesosphere breaks down by absorbing the sun›s rays. But, for clouds to form, they also need some other kind of particles for the water to condense on to. In the lower atmosphere, these are normally aerosol particles from dust, sand, and salt.But in the mesosphere, the main source of these particles is from meteors. As these lumps of space debris burn up in the higher layers of the atmosphere, they can leave behind trails of meteor dust. And at cold enough temperatures the water in the mesosphere can condense on this dust and grow into clouds.Noctilucent clouds over Rabka-Zdrój, Poland in 2017.Radoslaw Ziomber/Wikipedia, CC BY-SANoctilucent clouds are so faint that they are only visible to us when the rest of the

atmosphere is in darkness. This happens when the sun is below the horizon and, like a spotlight pointing upwards, illuminates only the higher regions of the atmosphere from below. The light that bounces off these clouds passes through the ozone layer before it gets to our eyes. Ozone absorbs red light and allows blue light to pass through, which is why these clouds take on a striking blue color.ADVERTISEMENT / ADVERTISE WITH USNoctilucent clouds can also show us how the atmosphere flows at the edge of space. The ripples seen in these clouds are from atmospheric gravity waves. These are just like waves on the surface of the ocean, but travel through the air. They form when air blows over mountains or in thunderstorms, and can travel all the way into the highest points in the atmosphere. Even though the air may look still in the mesosphere, these waves completely dominate the flow, and we can see these otherwise invisible waves in noctilucent clouds.What›s causing the record-breaking clouds?The lowest latitude at which noctilucent clouds are seen each year has been moving gradually south every year

since at least 2002. And in June 2019 the record was broken for the lowest point we have ever seen these clouds when they appeared not far from Los Angeles. This was because the mesosphere was strangely wet, containing much more water than we usually see. This could be because a giant planetary wave was transporting cold air and moisture into the North Pole.We are also in a deep solar minimum, the period of the sun›s -11year cycle when it is least active. That means the ultraviolet radiation from the sun that usually destroys the water modules which form these clouds is less intense, so more of them can form.Human emissions could also be a factor. Over the past 130 years we have released more and more methane into the atmosphere, which means that more water modules are produced in the mesosphere. These clouds were once a rare sight for humans of the past to observe, first recorded only after the 1883 eruption of Krakatoa spewed an incredible amount of dust into the atmosphere. But since then they have become a more and more common sight.

Resting heart rate: No such thing as "normal"

These rare blue clouds could be headed your way

https://www.popsci.com/

Year 11 Vol.No: (121) February 2020

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SafetyManagement

The OSHA general duty clause, Section 5(a)(1) of the Occupational Safety and Health Act, requires that each employer furnish to each of its employees a workplace that is free from recognized hazards that are causing or likely to cause death or serious physical harm.Keep your workplace safe by creating a Stop Work Authority (SWA) program.What is Stop Work Authority (SWA)?Stop Work Authority is empowering workers to halt work when a perceived unsafe condition, behavior, or hazard arises. Basically, if something on the job site becomes too unsafe or hazardous, workers have an obligation to stop work while the hazard is corrected.Are you working SAFER?If a hazard presents itself, use the SAFER techniqueStop workAsses the situationFile a reportEradicate HazardResume1. Stop work – When a worker perceives an unsafe condition, hazard, or behavior on the job site, they have an obligation to stop work or intervene on behalf of another person at risk.If the danger is immediate, stop work immediately and begin the SAFER sequence. If the danger is not immanent, report the hazard to a supervisor and make it clear that it is a SWA request.2. Asses the situation – stop work activities and make the area as safe as possible by recognizing the hazards, removing workers from the area, reporting the incident to a supervisor, and stabilizing the situation.3. File a report – Your company should have an official SWA authorization form. This helps record what actions were taken to mitigate the hazard to prevent future injuries. If the request is valid, a SWA authorization form will need to be filled out before resuming work.4. Eradicate the hazard – the unsafe conditions, hazards, or behaviors will be corrected according to the plans outlined in the SWA authorization form. The work areas that are affected will need to be inspected by a qualified professional to ensure that all hazards have been successfully resolved.5. Resume – once the hazards have been recorded, removed or corrected, and inspected, workers will be educated on what actions were taken and work should be then be resumed.For supervisors:Managers and supervisors will need to follow up on the report, using the information in the SWA form to prevent future hazards and ensuring that the same hazard does not happen again. Furthermore, management should outline all findings during the inspection to the rest of the management team so policies may be improved upon if necessary.The SAFER technique keeps your workers safe while improving your organization’s efficiency at the same time. Proper recording and the reflecting of these incidents will help improve workflow for future events. It also keeps your company in line with OSHA standards.

https://www.onsitesafety.com

Stop Work Authority

Diversity and inclusion aren›t nice-to-haves. Today, they›re table stakes. So if «D&I» is a part of your company›s OKRs this year, where do you begin?Goals give professionals something to work toward. But concepts like belonging or inclusion can’t be measured the way sales goals or revenue targets are. Setting D&I goals takes a different approach — and for leaders, a lot more listening than talking.1. Identify your “why.”Last year, over 800 CEOs from companies like JP Morgan, McKinsey, and Ford pledged to tackle unconscious bias and prioritize diversity. Why?Kellie Wagner is the founder and CEO of Collective, a diversity, equity, and inclusion consultancy. According to her, teams often rush to set goals without intent. We all intuitively know that diversity is good, but that rationale won’t sway a skeptical CFO or boardroom.“A lot of companies are unclear about why they›re setting these goals. They’ll set arbitrary goals and have a hard time sticking to them because they don›t actually understand how they’re going to benefit the business,” she said. You need to identify your “why” first.Incentives aren’t hard to come by. There’s no shortage of studies correlating diverse teams with better returns and more innovative ideas. When employees feel like they belong, they’re more productive. In the current market, the most compelling reason to invest in D&I might be to attract and retain talent — most CEOs’ top priority in 2020, according to a recent survey.“A lot of people want to work at places that are inclusive and diverse. If you aren›t offering that, it›s going to be harder for you to pull in talent,” Wagner said. Thanks to Glassdoor, Blind, and similar platforms, candidates can look before they leap. If your company doesn’t value diversity, that can wreak havoc on your employer brand and reputation. “People care now if your leadership team is all white men. People will call you out on that,” she said.2. Make the process collaborative.Who sets your company goals? There’s a good chance it’s leadership, the segment that’s often the least diverse. An industry study found that women and minority employees accounted for less than %30 of the highest-paid employees. Your HR department, likely involved in setting D&I goals, has its own representation challenges.To Wagner, setting goals is a lot like launching a new product. You wouldn’t do it without conferring with key stakeholders or even customers. In this case, employees.“We do focus groups for product design. We get input from the people who are going to be the most impacted. The idea that we wouldn›t do that with our culture initiatives or our HR-related processes doesn›t really align,” she said.Employee surveys can help you arrive at those insights, as can in-person interviews. Wagner recommended a few specific questions, including:•How do you want to be treated?•How do you want to treat others?•How do you want your manager to treat you?“Start to pull out some of the behaviors that people associate with feeling included, like they belong, [feel] respected, and [are] valued,” Wagner said. That feedback won’t just be eye-opening, it’ll also clarify what you should

prioritize. “It’s an opportunity to get a definition of inclusion straight from employees. Then you’ll get really clear benchmarks for what you should be measuring,” she said.Focus groups are another effective tool, one Wagner and her team often turn to. “A lot of times, we’ll do design thinking workshops to start thinking about what the goals for our strategy should be. We’ll look at the challenges and understand what we’re trying to solve for,” she said. While employees should do most of the talking, leadership can’t be left out entirely.“You don›t want the employees leading it completely because you need to understand what›s feasible and what›s sustainable for the

business,” she said. And while leaders know they should invest in D&I, hearing it face-to-face will make them realize they need to. 3. Look beyond recruiting quotas.Some teams respond to employee feedback by setting “diversity hiring” quotas. It’s an approach that seldom works. “It can be a money pit if you’re only focusing on the recruiting side. You really don›t want to be spending money only to have them leave, just because you didn›t properly invest in inclusion and equity,” Wagner said.Don’t let arbitrary quotas get in the way of setting more impactful goals around inclusion and pay equity. Draft targets that get to the heart of the concerns your employees voiced in your surveys or workshops. Hone in on topics like compensation, career growth, and belonging. Here are a few sample goals:•Introduce unconscious bias training by the end of the year.•Launch new inclusive job descriptions ahead of the summer hiring season.•Facilitate the launch of employee resource groups this quarter.•Commission a pay equity audit ahead of this spring’s compensation cycle.•Decrease pay disparities by 10 percent next year. Don’t lose sleep trying to tie every goal to a number. Inclusion doesn’t always lend itself to being measured that way. Prior to founding Collective, Wagner spent years in technology, a sector that’s obsessed with the quantitative. Tech giants like Google and Apple regularly publish their diversity numbers despite making little progress. “A lot of companies will focus on the quantitative only, so they miss out on hearing what programs are effective or where employees need more support,” Wagner said.It’s not just that diversity numbers don’t tell the whole story — they don’t tell the most interesting part.“Seeing that, ‘This is a place that›s promoting people of color at the same rate as white people,’ is a different narrative that shows the effort that›s really going into it beyond just recruiting,” she said. Data points like those are something that Wagner thinks more companies should try to track and measure. In other words, meaningful goals that make a lasting impact, not arbitrary quotas that look good on a corporate website.For the targets that can’t be reported on, turn back to workshops and surveys. For the latter, consider checking in with employees more frequently than just once or twice a year, as arrivals and departures can skew your insights. “Ongoing feedback can be really helpful if you need to nip things in the bud. A lot of people are moving toward or adding in pulse surveys on a regular basis to gather that feedback,” Wagner said.There’s a reason why companies still struggle with moving the needle on diversity, equity, and inclusion. It’s hard setting goals, let alone achieving them. It takes introspection, uncomfortable conversations, overhauling old processes, and exposing yourself to failure. But when the majority of job candidates value diversity, making that leap isn’t just the right thing to do — it’s a business imperative.

https://lattice.com/

How to Set Diversity and Inclusion Goals

Starting next month, YouTube’s new desktop interface will be mandatory, whether you like the redesign or not. It’s currently possible to switch between the old and new looks, but from March onwards, Google is killing off the classic look for good.As 9to5Google explains, Google has been tweaking YouTube’s design since 2017, adding and changing elements to fit with its Material Design principles. Other apps including Gmail and Google Calendar received a makeover back in 2018, so it’s surprising that it’s taken so long for the new-look YouTube to become permanent.• Discover how to enable Gmail dark mode• You can also try Chrome dark mode for more comfortable browsing• We’ve rounded up the best YouTube downloadersThe new design include lots of modern features that most users are sure to welcome (including dark mode), but there are bound to be some holdouts who resist the change when it becomes mandatory.Play on...The new YouTube for desktop first appeared on desktops on November 7 2019, introducing larger tiles, longer video titles and channel icons to help you recognize creators more easily. It also added the ability to create queues of videos from the homepage.Google hasn’t said exactly when it’ll be killing off the classic design, but if you’ve been holding out, it might be a good idea to make the switch now and get used to the look so it’s not a shock when it happens.

https://www.techradar.com/

Telecommunication building in Al-Khafji in 1978

Last Page

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YouTube is killing off its old design next month,

like it or not

Silicon Valley-based hybridization shop Vonnen and Wisconsin custom builder Kelly-Moss celebrate a new partnership by unleashing the coolest Porsche 911 we›ve seen in some time. With Vonnen›s plug-and-play hybrid kit, the already virile 911 2014 Turbo S gets a boost of immediate torque and power, all without any fuel economy losses or emissions gains. Sleek, safari-style updates add a rally-ready look to this unique thrill machine.Founded in 2016, Vonnen has developed the Shadow Drive retrofit electric kit for Porsche 911, Boxster and Cayman. The -170lb (-77kg) kit replaces the factory flywheel with a slim electric motor-generator hooked up to a liquid-cooled battery pack mounted ahead of the front axle. With help from the control unit monitoring driving conditions, the motor spins up to 9,000 rpm to augment the engine›s power and torque, adding up to 150 hp and 150 lb-ft (203 Nm). The battery system is optimized for rapid charging and discharging, relying on regenerative braking to keep charged.Actual performance numbers will vary by specific 911 model, but, citing Road & Track calculations, Vonnen estimates that a -350hp 991 Series 911 will see its 60-0 mph (96.5 km/h) cut by a second, down to 4 seconds flat, with the Shadow Drive dialed to street mode. When punching up to overdrive mode, that time drops to 3.6 seconds. Check out Vonnen›s performance page for additional metrics.For its part, respected Porsche restorer and builder Kelly-Moss Road and Race has signed on as a certified Shadow Drive reseller installer. It will serve customers in the US Midwest, meeting what Vonnen describes as a growing demand in the area.

«It’s like adding the instant torque of a Tesla to the raw driving excitement of a Porsche – the best of both worlds,» Kelly-Moss director of operations Andy Kilcoyne says of the Shadow Drive. «The ability to boost power without trading off fuel economy, emissions and drivability really sets it apart from traditional power adders.»Recognizing that such a distribution announcement would be ho-hum business news glossed over by car publications and ignored by many a car fanatic, Kelly-Moss and Vonnen have given it some juice by revealing their first collaboration: the 2014 Porsche 911 Turbo S with electrified Shadow Drive boost and a dose of the

safari treatment for which Kelly-Moss is known.The most conspicuous part of the exterior kit is the custom tubular grille guard with integrated Baja Designs lighting, a more subtle off-road lighting upgrade than the big hood half-globes typically seen on 911 Safari cars. The car also gets a -2in

(50 mm) lift from its Motion Control Suspension system with adjustable coilovers and rides on white Braid Winrace T wheels wrapped in Yokohama Advan Apex V601 ultra-high-performance tires.Below the custom-wrapped skin, Kelly-Moss adds Xona rotor turbos, Tial wastegates, CSF intercoolers, intercooler charge pipes, Boost Logic headers, a fresh air intake and a titanium exhaust. The end result isn›t quite as extreme as some of Kelly-Moss› other 911 Safari projects, like last year›s US375$K 911 1984 Willy Safari all-terrain camper car below, but it›s a pretty cool car, nonetheless, especially when you get back to that -150+hp hybridized powertrain.

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Porsche 911 Turbo S gets electrified power boost and safari look

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