You’ve undoubtedly heard Jimi Hendrix‘s smash hit “Foxy Lady, which Rolling Stone placed at #153 on their 2004 list of the “500 Greatest Songs Of All Time.” But have you ever wondered to yourself, “Hey, Self, wouldn’t it be cool to hear “Foxy Lady” played using knives, tin cans, a tennis racket, a typewriter, and old landline phone?” No, of course, you haven’t. That’s a pretty silly thing to wonder about. But now, thanks to Italian one-man-band and self-proclaimed “Trash n’ Roll” artist Porcapizza, that dream that nobody has ever had is now a reality and–spoiler alert–it sounds f*cking fantastic.In the video below, Porcapizza uses a vast array of makeshift instruments made from everyday household items. A typewriter outfitted with aluminum cans and run through an effects processor serves as the percussion, assisted with a looper. A telephone receiver acts as the vocal mic, while kitchen butter knives fashioned as a mbira add a metallic bassline. However, the song truly begins to come together when he picks up his homemade four-string guitar, fashioned from a yellow construction hard hat, an old wooden tennis racket, and a bunch of black zip-ties, all assisted by reverb, vocal filters, and a looping system. He even ends the video with a few guitar quotes of another Jimi Hendrix favorite, “Voodoo Child”, a nice little Easter egg for the Hendrix hardcores that may happen to tune in.I know what you’re thinking–I don’t need to hear some guy ruin a song I love by playing it on a bunch of trash. But give Porcapizza’s rendition of “Foxy Lady” just one minute of time, and you’ll see what all the fuss is about:Porcapizza – “Foxy Lady” (Jimi Hendrix cover)To check out more music from Massimo Tortella, better known as Porcapizza, head to his YouTube page.[H/T Music Crowns]
Men need to take greater responsibility for creating a more equitable culture and for helping move the conversation well beyond heterosexual harassment and assault to include broader, fundamental reform of institutions, education, and justice, said Thompson.“The movement for women’s equality that we need — and that I believe would have long-term traction — is one in which the dignity and rights of all human beings are honored, one that insists on an anti-racist politics, and that doesn’t tolerate structural sexism,” she said.The power of culture in a culture of powerDespite differences of degree and detail in their behavior, at the heart of the accusations against well-known men — from television host Charlie Rose and actor Kevin Spacey to rap mogul Russell Simmons and star chef Mario Batali — is an abuse of power, analysts say.“What gives men any sense that they have permission to do this? It’s hard for me to conclude that it’s anything different [than] just a basic disrespect and disregard for women and their boundaries,” said Robin Ely, the Diane Doerge Wilson Professor of Business Administration at Harvard Business School (HBS). With that broader cultural message often a norm, it’s not surprising that workplaces become infected by such attitudes, since men call most of the shots at work.The recently accused men all have tremendous authority in their fields, and the ability to use their star power to coerce less-powerful women and men into harmful situations and later to push them toward silence. So is a corporate executive likelier to sexually harass than a bus driver is? Though that’s not entirely clear, there’s ample research in social psychology to suggest that power has wide-ranging corrosive effects on both cognition and behavior.,Studies of power dynamics show that high-powered people are more likely to take risks, to focus on rewards while ignoring possible failures, and to be overconfident in not only the likelihood of success, but in their own judgments, opinions, and skills. Power leads people to be more optimistic about outcomes and to believe that they can exert greater control over outcomes than they actually can.Research also says that people in power are more likely to cheat and lie, are better at it, and are more likely to objectify others. Having power directs a person’s attention away from the interests of others and allows them to focus on themselves. In addition, the powerful generally have far greater financial and legal resources to protect themselves from reprisals for their bad behavior. “What gives men any sense that they have permission to do this? It’s hard for me to conclude that it’s anything different [than] just a basic disrespect and disregard for women and their boundaries.” — Robin Ely When allegations of serial sexual misconduct by movie mogul Harvey Weinstein broke in October, they triggered a cascading national reckoning over sexual harassment and assault in the workplace and beyond. In the weeks since, women have leveled charges against many high-profile men in entertainment and media, business and politics. As the accusations continue to erupt through the burgeoning #MeToo social media movement, many observers are wondering if the nation is finally beginning to deal with gender inequity.Recognizing inappropriate behavior as harassment was a radical concept in 1979, when activist and attorney Catharine MacKinnon published “Sexual Harassment of Working Women: A Case of Sex Discrimination,” a groundbreaking book that tackled sexual discrimination in the workplace head-on. Seven years later, MacKinnon was co-counsel in the U.S. Supreme Court case that recognized such harassment as a violation of Title VII of the Civil Rights Act of 1964. Today the James Barr Ames Visiting Professor of Law at Harvard Law School tells the Gazette she is “inspired by the brilliance, heart, and grit of all the survivors who are speaking out and reflecting on their experiences of sexual violation, and being listened to.” And she said the downfall of so many powerful men is stunning, “especially given decades of stonewalling and recalcitrance and siding with abusers.”To gauge the sweep of the emerging movement, the Gazette in recent days interviewed University scholars across a range of disciplines, asking them to assess the repercussions and reactions that are redefining the sexual landscape and to explain how society might change in the process. Here are their thoughts on some key aspects.The power of narrative in the post-Weinstein eraWhy did the Weinstein story open the floodgates to a movement when similar revelations about comedian Bill Cosby, Fox News chief Roger Ailes, and then-presidential candidate Donald Trump did not?Ann Marie Lipinski, curator of the Nieman Foundation for Journalism at Harvard, said she suspects the response is a combination of women simply having “had enough,” along with the celebrity of many of Weinstein’s accusers, including actors Ashley Judd, Rose McGowan, and Angelina Jolie. Their status drew widespread attention to the issue, but it’s a “frustrating fact” that famous women were deemed more credible and were more readily heard than the mostly unknown accusers of Cosby or Trump, Lipinski said.“For all those women working night shifts in hospitals or stocking things in grocery stores or working in a lot of industries where there is more anonymity and not the same level of public scrutiny or, in many cases, fame, it must be pretty frustrating to feel that your complaints are not being taken with similar seriousness,” she said.,Anyone’s personal story can prove a powerful tool for change. The #MeToo movement has inspired countless women, and some men, to share their experiences with sexual assault or harassment.Historian Tim McCarthy isn’t surprised at the outpouring. Narrative has been a unifying and mobilizing force through history, said the director of Culture Change & Social Justice Initiatives at the Carr Center for Human Rights Policy at Harvard Kennedy School (HKS).In the first half of the 19th century, slave narratives — stories that bore witness to the brutality committed against people treated as property — “were incredibly powerful in terms of moving public opinion of a culture that was increasingly literate and increasingly divided” over abolition, said McCarthy, who lectures on history, literature, education, and public policy. Similarly, the violent images that filled newspapers and American TV screens during the Civil Rights Movement a century later brought entrenched racism into vivid, visceral relief for audiences outside of the South, he said.In recent decades, the stories of gay men and women eager for the same rights and protections afforded heterosexuals have helped advance the LGBTQ movement and the recognition of same-sex marriage.“All of these movement moments that changed hearts and minds and moved a nation in the direction of justice have been rooted in storytelling,” McCarthy said.,Centuries of untold storiesFor centuries, women have struggled with sexual harassment and abuse at work and at home. But often they have had to forgo battling against it or telling their stories to make other gains, said Phyllis Thompson, a cultural historian and lecturer on studies of women, gender, and sexuality.In the 1800s, suffragists were reluctant to talk about sex crimes of all kinds, in part because the topic was considered “indelicate.” In addition, “to have a discussion of sex crimes in the workplace requires that one have an understanding that all genders legitimately belong in the workplace, and that was just simply not the case in the 19th century. There was no sense of a right for women to have workplace treatment on a par with men,” Thompson said.In the end, Thompson said, even suffragists like Lucy Stone, who complained of “crimes against women,” dropped the divisive issue so they could focus on establishing a right-to-vote platform that would have “mass buy-in.”Second-wave feminists concentrated on securing equal pay for equal work and on access to jobs typically reserved for men. “There was so much initial focus on making sure issues of access to work were resolved, it took a while before people started having the wherewithal to tear apart routine sexist practices within the workplace,” said Thompson, who teaches the College course “The History of Feminism: Narratives of Gender, Race and Rights.”The second-wave feminists opposed sexual assault at home and on the job and helped push through an amendment to Title VII of the Civil Rights Act of 1964 that prohibited gender discrimination in the workplace.Pivotal texts on sexual misogyny, such as Susan Brownmiller’s 1975 “Against Our Will,” moved the topic of sexual assault and rape further into the national discourse. “[Brownmiller’s] argument, that the threat of sexual abuse is a tool of domination, was important for this moment,” said Thompson. “It was a crucial piece of theoretical thinking for the second wave.”,As to the current moment and the countless stories of harassment being told online and in person, Thompson said she hopes they will produce lasting change, but she worries about diversity. “Insofar as what some call third-wave feminism has been broadly critiqued for the individualism of its politics (‘To each her own feminism’), the #MeToo moment is a kind of corrective in that its presumptive ethos is one of solidarity,” she said. “But, unless feminists (and the media, and the national audience) start doing a better job of highlighting and listening to the voices of people who have been doubly marginalized, such as women of color and those of lower socioeconomic status, there will be important limits on what can be accomplished.” “The movement for women’s equality that we need — and that I believe would have long-term traction — is one in which the dignity and rights of all human beings are honored, one that insists on an anti-racist politics, and that doesn’t tolerate structural sexism.” — Phyllis Thompson Francesca Gino, the Tandon Family Professor of Business Administration at HBS, studies why dishonesty and other unethical behavior persists in organizations. She has found that people who are serially dishonest often behave unethically, feeling little or no guilt when they can convince themselves that what they’re doing isn’t immoral.“For years, I’ve explored the gap between people’s actual dishonest behavior and their desire to maintain a positive moral self-image. To explain this apparent gap, my research illustrates how even subtle forces divert us from our ‘moral selves’ … and that even good people often engage in behavior that violates their own ethical goals,” Gino said in an email exchange.Gino’s work suggests that creative and innovative people are more likely to be “morally flexible” because they can create rationales that shift how they view and justify unethical actions. In a series of experiments involving advertising agency workers, Gino’s team found that a creative mindset was a better predictor of dishonesty than intelligence. In addition, people who act unethically often rationalize their behavior afterwards — or forget it entirely — and so are more likely to repeat it.“This work helps explain why unethical behavior is so pervasive in organizations and in society more broadly,” she said.The different ways that men and women tend to handle power may account for why so many male industry titans have been accused, and almost no women leaders so far. Gino’s work shows that men tend to unconsciously associate sex and power more readily and frequently than women do, and that men who link the two are more likely to use coercion to get sex, she said. One study found that such men are also more likely to say they would sexually harass a woman in a hypothetical workplace. Other research found that powerful men often inaccurately convince themselves that others are more sexually interested in them than they are, prompting them to act out.But high-status men are not always the bad guys. When insecure, low-status men suddenly acquire power, such as in the tech world, they are more likely to take advantage of that newfound power and be sexually aggressive than high-status men are, according to a new study in the Journal of Personality and Social Psychology.,HBS’ Ely, who studies gender relations and power dynamics within organizations, says that for women of her era, sexual misconduct in the workplace was an ugly fact of life with no clear remedy.“We entered the workforce long before sexual harassment was very well understood. I know for myself, with the Anita Hill-Clarence Thomas hearings, that’s when I was like, ‘Oh my gosh, yes, I’ve been sexually harassed.’ I’d never really thought about it that way; it was just kind of an annoyance. But then I became more aware of it.”Companies traditionally act slowly, if at all, on sexual harassment and misconduct charges, so Eugene Soltes, the Jakurski Family Associate Professor of Business Administration at HBS, said he has been surprised at how quickly firms such as Amazon Studios and NBC have removed top executives or franchise talent like Matt Lauer, the former “Today Show” host.Some businesses deserve credit for decisive responses that can minimize the reputational harm such cases can inflict, Soltes said. But many others often contribute to unwanted sexual behavior in the workplace either by protecting accusers with settlements or by failing to take basic early steps against misconduct before it becomes untenable.Employees caught embezzling or committing other financial crimes typically face swift prosecution or lawsuits from employers or investors, which leaves a civil or criminal paper trail for future employers, said Soltes, who studies white-collar crime. But with sexual misconduct, the circumstances surrounding an employee’s termination often remain shrouded in secrecy long after the accused has moved on. Cases are often settled in-house or in arbitration, where there is no obligation of public disclosure, and parties often sign binding nondisclosure agreements (NDAs) that mean neither the accuser nor the accused can discuss what happened. Although companies could reveal that former employees were let go for sexual misconduct during a reference check by other firms, Soltes says they rarely do.“There’s no explicit law that would prevent Employer A from telling Employer B ‘The reason we fired this person is there were three allegations of misconduct against him.’ But that would set them up for potential defamation suits [or] some potential [legal] issue,” said Soltes. “So what do firms do? They say ‘We can’t comment.’ That’s something that allows serial perpetrators to effectively move around, which you don’t see with other kinds of misconduct.”Soltes said that while recent media coverage has focused on the fall of powerful and high-profile figures, sexual misconduct at lower levels of the workplace is widespread.“It’s not explained by one or two executives at each firm. That doesn’t make sense” given data showing that a majority of women report that they have experienced some form of sexual assault, harassment, or other sexual misconduct, he said. Everyday comments, gestures, or looks from colleagues are a “gray area” of mistreatment that falls short of a crime but is nevertheless unwanted and is, over time, corrosive.“It’s amazing to see how men get this notion of consent: ‘If no one says it’s wrong, it means someone is consenting to it.’ That seems to be what’s happened,” said Soltes.“It’s going to be a difficult next phase for many men, recognizing that you’re not necessarily Harvey Weinstein or some of these people doing truly, truly egregious things [but you are still making women uncomfortable],” he said. “I think, frankly, many of the men engaging in that behavior are probably overall reasonable, well-intentioned individuals who just simply don’t see the consequences of their actions, and things that they might think are compliments are actually not interpreted that way.”,Journalism has played central roles, good and bad, in the public reckoning that has followed the Weinstein exposé. The media has been the vehicle by which investigations into longtime rumors, reports of accusations or secret settlements, and first-person testimonials were made public. But journalists have been also prominent among those accused.A-list show hosts, reporters, editors, and executives at marquee news outlets have been fired over allegations of sexual behavior ranging from boorish to assaultive. Michael Oreskes, National Public Radio’s senior president of news; Mark Halperin, an NBC political pundit and author; and Ryan Lizza, a New Yorker reporter and CNN analyst, have been let go. The behavior and reaction to it appears partly an offshoot of the profession’s longstanding culture of “ritualistic hazing” and “tough love,” said the Nieman Foundation’s Lipinski, former editor of the Chicago Tribune.“You come into a newsroom and you’re young and inexperienced … you’re thrown out on an assignment, you’re put into a situation you may not have dealt with before, and you’re at the mercy of more-skilled editors and higher-ups” for both guidance and future assignments, she said.Long term, news outlets ought to make gender discrimination and sexual misconduct a more integral part of their everyday coverage, rather than focusing on these issues episodically, Lipinski suggested. They also should hire and elevate more women to power, and end the use of confidential arbitration agreements in TV news employment contracts.“I’m not impatient for the quick fixes,” she said. “I’m impatient for fundamental change … a more equitable management division [between men and women], and cultural changes. That is going to take a little time, and anyone who thinks there’s a pill we can give everybody to fix this overnight is being naïve.”Cultural historian Thompson said she would like to see the energy of change focus on “something we haven’t tried yet”: ensuring that women are proportionally represented in positions of authority across society.“But in the meantime, if you wonder whether this thing you’re about to say or do may be offensive: a) maybe don’t do it, and b) ask a colleague,” Lipinski suggested. “Have an open conversation. In newsrooms, asking questions is a really tried-and-true and highly respected form of engagement … In some ways, we can make this more complicated than it is. I think we know what to do. I don’t think people are that confused.”Many abuse cases display a similar power dynamic in how men respond to their accusers, a pattern defined by Jennifer Freyd, a professor of psychology at the University of Oregon who studies the impact of interpersonal violence and institutional betrayal on mental and physical health, behavior, and society. Freyd developed the term DARVO, which stands for “Deny, Attack, and Reverse Victim and Offender.”That scenario has played out in courtrooms and boardrooms for decades, as attorneys and executives have repeatedly turned to a “nuts and sluts” defense to cast doubt on accusers, said Diane Rosenfeld, a lecturer at Harvard Law School whose courses include “Gender Violence, Law and Social Justice.”“When you take a higher view of everything that’s going on, a meta-analysis, you can see that that is absolutely the way that defense works. Anytime somebody comes forward, there’s an attempt to discredit her,” said Rosenfeld. “If you look back to the Anita Hill case and her accusations against Clarence Thomas, the attorneys defending Thomas were absolutely employing the ‘she’s a little bit nutty and a little bit slutty’ tactic to break down Hill’s claims.“I am really hoping this is our moment where women don’t allow that and don’t discredit one another. Finally, all of these extremely credible women with proof have come forward and more are coming forward every day. And I think we need to believe women at least as a starting point to investigating these cases.”Moving toward meaningful changeThough the scope of the problem is staggering, there are lessons to take from this moment of reckoning. Harvard scholars offered up an array of suggestions for how to cope with and move forward through the ongoing wave of revelations.Dealing with emotions can be an important first step. How to manage our feelings when confronted by ongoing press reports of sexual assaults and allegations is complicated, challenging, and charged, said Stephanie Pinder-Amaker, director of McLean Hospital’s College Mental Health Program and an instructor in psychology at Harvard Medical School. Victims, perpetrators, and those who feel complicit by their silence or simply stunned by revelations about people they know will cope differently. But common frameworks can help guide those struggling with a range of difficult emotions.Parsing the language is one place to start. Instead of saying “moving on,” Pinder-Amaker suggests the term “moving through” as a way to think about navigating the emotional terrain as revelations continue. She also suggests looking to theories of grief that encompass emotions such as shock, denial, anger, sadness, even bargaining or the urge to strike a deal to “make this all go away and not be the nightmare I just woke up to,” that are common when people face the death of a loved one or friend.“Those are very real, typical and expected feelings associated with a grief reaction and tremendous feelings of loss. These are all part of the stages of grieving, and they are perfectly valid,” said Pinder-Amaker. “Often it’s reassuring just to know these feelings are typical, they are to be expected, and you might feel a range of these within a day and that’s OK.”Sharing feelings with a trusted friend or family member and taking a break from the 24-hour news cycle are other useful coping strategies, she said. And knowing sexual assault statistics, such as the fact that a majority of sexual assaults are committed by acquaintances and that most of those go unreported, can help promote awareness and ease fears.“Believing these facts will put all of us in a better position to be empowered to take preventive action and ultimately to protect ourselves, our children, and each other,” she said.,What should businesses do? Analysts say that sexual harassment training can help but is no silver bullet. Most companies have formal policies against harassment in their employee handbooks, and many require staffers to attend classes, yet research suggests the training can be ineffective if it doesn’t address real-world scenarios or offer credible solutions. In addition, company leaders may signal to subordinates that training is a mandatory human resources hurdle to endure and then forget, rather than an important, expectation-setting mandate.“The training around sexual harassment is terrible,” said HBS’ Soltes. “There are people who grope people in elevators. That does happen. Training is not going to change that. However, that’s what training focuses on. That’s not the major problem. The major problem is people saying things that they think are a compliment when they’re not.“I think this is the next step, where firms are going to really need to think very carefully. I’m hoping as researchers we can play a part [in] thinking about how to devise the kind of training that will resonate more deeply with people, so it’s not simply legal cover but is actually trying to nudge people to treat one another respectfully in the workplace,” he said. “But I think we have a long way to go before that occurs.”Ely believes that addressing the work environment is essential. “The way I look at all gender issues in companies in general is that it’s always a problem of the workplace culture, whether we’re talking about sexual harassment or sexual assault or even just the implicit, inadvertent acting on biases,” she said.Research has found that some organizations become places where behavior that was once outrageous slowly becomes normalized, “because it’s just one thing leads to another and people feel like, ‘Well, nothing ever happens, so I’m not going to report anything,’” she said. “And once in a while, there’s a case that comes up, and then it’s like, ‘Oh well, there’s a bad apple.’ It’s not a bad apple. It’s a culture that’s giving rise to this kind of behavior and letting it persist, not necessarily consciously, but …”An important first step for companies is to bring in outside entities to assess how employees experience the culture, she said. But then it’s up to corporate leadership to make things right.“I do think it’s the responsibility of companies to look at their culture with a really critical eye to understand how does that culture differentially affect different groups of employees — because we know it does,” Ely said. “I don’t think this is an H.R. thing. It’s not something you can legislate with policy. It’s something that leaders need to take up as their own agenda, to really be invested in understanding how people experience the culture of the organization, a culture that they, as leaders, are responsible for, whether they like it or not.”That’s a tall order, in part because company leaders typically rise to the top by successfully negotiating the same workplace culture others perceive as hostile. Once in command, even if they are well-intentioned, they have only their own positive experiences and vantage points to draw from.To prevent some men from abusing their power, Soltes said, companies should stop protecting high-status offenders. “I’m hoping that part of this is a turning point for the role that senior management, boards, and attorneys play. That simply creating these watertight legal contracts and NDAs is not sufficient to protect, so to speak, the organization.”But firms also must make organizational norms clear and nip offensive behavior in the bud to create a fairer and better culture for all. “The main goal is not firing people,” Soltes said. “That’s a necessary punishment for some … but what we want to do is not have this happen in the first place. That’s what would benefit everyone most.”Government too should play a major role in curbing sexual misconduct. In Washington, D.C., a city built on power, sexual abuse and harassment is a bipartisan problem that lawmakers have only begun to address. In addition, politicians are among those implicated, including the recently announced departures of Republican Reps. Trent Franks and Blake Farenthold, both of Texas, Democratic Sen. Al Franken of Minnesota, and Democratic Rep. John Conyers of Michigan.Using data to change behaviorThe Women and Public Policy Program at HKS works to identify data-driven ways to reduce gender inequality, especially in the workplace. Because many work environments — whether in offices, on factory floors, or in classrooms — were originally developed for a predominantly male population and men still far outnumber women in supervisory positions, bias against women can be built into the systems that shape who gets hired, who gets promoted, how much they’re paid, and how they’re treated.Because implicit bias is unseen, researchers are studying how to remove it from workplaces through “nudges” that help organizations operate with less gender mistreatment. A nudge can involve blind evaluations that remove demographic characteristics when reviewing resumés, helping overcome assumptions about who might succeed in a job and who wouldn’t. In addition, having men help with harassment training increases their support and understanding of its import, research has found.“It’s really difficult to change people’s mindsets. It’s much easier to change environments that make it easier for people to make the right decisions,” said Nicole Carter Quinn, the program’s director of research and operations.An initiative launched this fall, “Gender and Tech,” will bring behavioral scientists and technology researchers together to study and develop interventions to root out bias against women in recruitment, retention, leadership, and promotion in the overwhelmingly male-dominated tech world, where women routinely face discrimination and sexual misconduct, as former Uber engineer Susan Fowler chillingly documented in a blog post earlier this year.Education appears to have a central role in changing attitudes as well.The #MeToo movement has shown how sharing personal experiences can promote conversations leading to change. According to a recent Harvard survey, another kind of frank dialogue is needed, one that has parents and educators talk with their children and students about harassment, as well as about what it means to have healthy, loving romantic relationships.Compiled by Making Caring Common, an initiative at the Harvard Graduate School of Education (HGSE), the 2017 report is based on surveys of more than 3,000 young adults, including college and high school students, and aims to create a better understanding of how young people think about and develop romantic and sexual experiences. The study included information gathered from conversations with 18- to 25-year-olds, parents, teachers, coaches and counselors. According to the findings, sexual harassment and misogyny are pervasive among young people. The report suggested that such behaviors and attitudes often go unchecked because parents, educators, and peers don’t intervene.“I think it’s an epic educational failure, really a staggering educational failure,” said Richard Weissbourd, senior lecturer at HGSE, faculty director of the Making Caring Common project, and the study’s lead author. He hopes the report will act as “a real wake-up call.”,Some 87 percent of young women surveyed reported being sexually harassed. Forty-eight percent of respondents either agreed with or were neutral about the statement “Society has reached the point where there is no more double standard against women.” Roughly three-quarters of respondents said they had never had a conversation with a parent about what constitutes sexual harassment. Parents, the report said, engage in a “dumbfounding abdication of responsibility” by delegating their children’s knowledge of romantic and sexual relationships to popular culture, where song lyrics, movies, television, video games, and magazines are rife with misogynistic messages and content, and harmful notions of romantic love.The researchers found that degrading language is prevalent in school hallways and classrooms, where words like “bitch,” “slut,” and “ho” are so common that they are “part of the background noise,” said Weissbourd. The report also said that boys regularly divide young women into “good girls” and “bad girls” and binge on internet pornography.“That reinforces just about every unhealthy and degrading notion about sexuality there is. It’s the degradation, the objectification, the idea for boys that what’s pleasurable for you is pleasurable for women. The idea that women are there to service you, the sense of entitlement that it can engrain,” said Weissbourd.He said that parents and teachers need to go well beyond platitudes like “be respectful” to others or discussions of abstinence and safe sex, and instead, engage young people in meaningful discussions.Reframing the definition of masculinity, Weissbourd said, is another important step in the way forward.“Young men need to learn that there can be real courage and honor in learning how to have a healthy love relationship with somebody else — the tender, generous, subtle, courageous, demanding work of learning how to love and be loved. I really think that we’ve got to push a very different definition of manhood here.”
‘Hamilton Mixtape’ View Comments Danielle Brooks Set for CSC’s The Amen CornerOrange Is The New Black’s Danielle Brooks will perform in a one-night-only reading of James Baldwin’s The Amen Corner as part of Classic Stage Company’s First Look Festival on November 28. Directed by Liesl Tommy, the cast will also be joined by Adeola Role, Mirirai Sithole, Phumzile Sithole, Christina Redd, Brandon Jones, Curtiss Cook Jr, Kevin Mambo, Cristina Pitter and Folami Williams. It’s only natural Brooks is on board for the project—CSC’s artistic director is John Doyle, who helmed her Tony-nominated performance in The Color Purple.Director Marianne Elliott to Take on CompanyInteresting. Marianne Elliott, who won Tonys for her work on The Curious Incident and War Horse, is leaving her position as associate director at the U.K.’s National Theatre to form her own new theater company. Its first production, the U.K. debut of Broadway’s Heisenberg, will be followed by an all-female London revival of Stephen Sondheim and George Furth’s Company. According to the New York Times, Rosalie Craig will lead the production, which the legendary composer is set to be involved in. We will keep you posted as dates and further details are announced.New Trailer for Denzel Washington’s FencesWe now have a second, more extensive trailer for Denzel Washington’s film adaptation of August Wilson’s Fences, which is heavily-tipped for awards season success. The piece won the Pulitzer Prize and Tony Award in 1987, and the 2010 revival won Tonys for both Washington and Viola Davis, who reprise their roles on the big screen. Fences in slated to hit movie theaters on Christmas Day. Here’s a quick roundup of stories you may have missed today. Ashanti & Ja Rule’s Hamilton Mixtape TrackWe’re mesmerized by this! We have another track, below, from the Hamilton Mixtape, Ashanti and Ja Rule’s collaboration on “Helpless.” It’s fitting, as Lin-Manuel Miranda recently admitted on Conan: “When I was writing that song, I was picturing it as Ashanti and Ja Rule. Eliza’s Ashanti, Hamilton’s Ja Rule.” The full album is scheduled to drop on December 2 and that’s not the only seasonal cheer for Miranda. According to Variety, the certified genius’ collaboration with Disney, Moana, was the top film over the Thanksgiving holiday, bringing in a massive $81.1 million, just shy of Frozen’s record-breaking totals. P.S. Jimmy Fallon and Jonathan Groff recently chatted about the aforementioned Mixtape, on which the late night host sang the Tony nominee’s track, “You’ll Be Back.” Hysterical.
The home at 127 Laurel Ave, ChelmerA lower-level main bedroom has a large walk-in wardrobe and an ensuite with a claw foot bathtub.There is also a library, gym and wine cellar.“It’s probably one of the best riverfront blocks in Chelmer,” Mr Adcock said. The home at 127 Laurel Ave, ChelmerRiverfront homes specialist Jason Adcock of Adcock Prestige Real Estate, said the 3122sq m property at 127 Laurel Ave sold to a local family who were renting just one street over.The opening bid was $4 million.More from newsParks and wildlife the new lust-haves post coronavirus20 hours agoNoosa’s best beachfront penthouse is about to hit the market20 hours agoThe home at 127 Laurel Ave, Chelmer“We had two registered bidders and probably a crowd of 80 to 100 people,” Mr Adcock said.“It was pouring rain at 11am but it didn’t seem to deter the crowds.” The home at 127 Laurel Ave, ChelmerHe said the property’s “unbelievable” block size and its wide frontage to the river appealed to buyers most.The outdoor space includes a grass tennis court, pool, sprawling level lawn and a gazebo with timber decking. 127 Laurel Ave, ChelmerTHIS riverfront mansion has sold at auction for $5 million. The home at 127 Laurel Ave, ChelmerHe said that the market for prestige homes was the best that he had seen in more than a decade.“This just shows that the prestige market in Brisbane has certainly come back to life,” Mr Adcock said.
Switzerland’s first-pillar AHV fund is shifting its portfolio away from alpha towards bonds, according to Christoph Zimmermann, head of external investments.In a panel discussion at the Swiss pensions conference Fachmesse 2. Säule, Zimmermann said the CHF30bn (€24.5bn) fund had now invested 10-15% of its 70% fixed income allocation in senior loans, high-yield bonds and emerging market debt.He said another segment the fund was looking to for diversification was convertible bonds.“We have had positive experiences with senior-loan fund products, especially in Europe, as they are very liquid, which was not the case in the past,” he added. Marco Netzer, chairman of the board at AHV, pointed out to IPE earlier this year that the portfolio served the needs of three different funds combined under the Compenswiss umbrella.This, he said, necessitated a relatively conservative approach to investment.The fund also manages money for invalidity compensation scheme IV (CHF4.7bn) and EO, the scheme for people in military service or on maternity leave (CHF600m).At the conference, Zimmermann said the the AHV was “very content with the equity share of 24% ex real estate equities”, which adds another 6% to the fund’s equity allocation.He said the fund had “not yet looked into smart-beta strategies” such as low volatility or dividend strategies, as “around 50% of a total return on equities comes from dividends anyway”.“This means you already have a spread between the dividend yields and bonds, which is very comon in Germany, France, Switzerland and the UK at the moment and slightly less so in the US – this makes the case for a Nestlé share rather than a bond,” he said.This year, the fund will “continuously add indirect Swiss real estate funds” to the portfolio, as costs for the funds “have come down over the last year, from which we are profiting”.Infrastructure, on the other hand, was “not an option” for the AHV, as the fund has a shorter time horizon relative to other schemes, Zimmermann said. At the same time, the AHV has also announced it would diversify its real estate exposure to other parts of Europe and the US.
Council members discuss PERF benefits for mayor on Monday night.In October, Batesville City Council passed a resolution that added the mayor’s position to be eligible for Indiana Public Retirement System’s Public Employees’ Retirement Fund (PERF).Prior to passing the resolution, some citizens voiced opposition to the proposal that it would be retroactive since the mayor’s position was considered fulltime since 2004.Batesville City Council voted on the measure that would retroactively send $20,114.00 to the mayor for past service. In October, the resolution was approved by all but one member of city council and went into the books.Well, that was history until Monday’s council meeting.Batesville Clerk-Treasurer Ron Weigel received another email from PERF on January 9, stating that an error had occurred.According to an email obtained from PERF to Weigel, “Regrettably the original letter contained a typographical error indicating that the amount to purchase past service was $20,114.00. The correct amount is $50,114.00.”The typo forced city council to vote again on the resolution, while first hearing feedback from community and council members.Former utilities manager Mike Vonderheide voiced opposition regarding the proposal.“At the time when this first came up I did a calculation,” Vonderheide indicated. “Just knowing the personnel rules and how PERF works I came up with $43,000, is what the city would have to pay for the mayors portion.”“When they got a letter that said [$20,000], I think a few folks of council was lulled into thinking its just $20,000. ‘We can certainly help the mayor with retirement for $20,000.’”Vonderheide asked council to reconsider the measure, “The time when Rick was elected mayor his first term, I was fully aware that city council had done a review of benefits for the mayor’s position, and had specifically decided not to include PERF in the mayor’s package.”Council President Gene Lambert disagreed.“I was the one that led the salary review during the first term,” Lambert explained. “I can tell you without reservation there was absolutely no such discussion about denying the mayor PERF benefits.”District 3 Council Member Bob Narwold agreed that he did not recall a discussion regarding the mayor’s PERF benefits.Lambert also noted that the program is intended for all government employees and roughly 80 percent of mayors in the state participate in PERF.Prior to the vote, District 2 Council Member Kevin Chaffee stated, “If we were going to implement this, we implement it going forward. I don’t think it is morally right to pay someone for work they have already accomplished.City Council made a motion to approve the additional $30,000 to include the mayor retroactively to 2004. It was approved 4-1, with Chaffee opposed.
The Batesville Boys Tennis team defeated East Central 3-2 on Tuesday to improve their record to 6-0 and 3-0 in the EIAC.#1 Singles- Lleyton Ratcliffe was defeated by Chase Lambrinides 6-7 (7), 1-6#2 Singles- Sam Giesting defeated Brody Taylor 4-6, 6-0, 6-2#3 Singles- Adam Scott defeated Cole Davidson 6-3, 7-6 (1)#1 Doubles- George Ritter/Cooper Williams defeated Zach Bovard/Gavin Daniels 6-1, 6-1#2 Doubles- Brayden Worthington/Ben Rodgers were defeated by Josh Hudepohl/Logan Huisman 2-6, 3-6In JV, Batesville won 5-0. Lane Oesterling and Jon Hoff won in singles. The doubles teams of Grant Story/Sam Voegele (two matches) and Seth Gausman/Jon Hoff also won. The JV is 6-0 on the season. Batesville will travel to Lawrenceburg on Thursday for a 4:30 start.Courtesy of Bulldogs Coach Mike McKinney.
DEMERARA Cricket Club remained unbeaten in the Georgetown Cricket Association’s (GCA)/Carib T20 tournament after they edged hosts Police Sports Club by three runs on Sunday.Set seven runs to win from the last over, discarded national player Christopher Barnwell bowled a superb over, which cost only three runs.Police ended on 151-5 in pursuit of 155 for victory.Earlier Sherfane Rutherford smashed an unbeaten 91, inclusive of eight sixes and four fours, after his team were 36-3 at one point.Rutherford and Jahron Byron (14) added 68 for the fifth wicket. Jason Heyliger claimed 3- 22 runs, while Leitch, Steven Harris and Ricardo Adams snared one wicket each.In the run chase Police slipped to 21-3 before Lennox Andrews took his team within the victory target, with an attacking 66-ball 75. Heyliger ended on 27 not out.Barnwell took 2 for 37, Wintz, 1-15 and Nedd 1 for nine.Barnwell ended with figures of 2-37, while Ashmead Nedd, Paul Wintz and Rutherford also claimed a wicket apiece.
UW receiver Jared Abbrederis acts as Wisconsin\’s scout team quarterback when preparing for teams running the option.[/media-credit]One of the most influential players in Saturday’s game between Wisconsin and Wofford never touched the ball. In fact, he did not even touch the field during the game.With the Terriers’ unique “wingbone” offense, a significant portion of the Badgers’ preparations for the FCS opponent was spent learning the Wofford offense and practicing against the UW scout team version of their attack. Behind center for the scout team was freshman Jared Abbrederis, a Wautoma, Wis., native.The first year receiver was chosen to emulate Wofford quarterback Mitch Allen in part because of his speed and the fact that he ran a similar offense at Wautoma High.“I was a quarterback in high school, but when I came here they put me at wide receiver,” Abbrederis said. “Whenever we get a good option running team or something I go in at QB for the scout team, especially on running plays.”Not only was Abbrederis familiar with the system run by Wofford, but he had also experienced quite a bit of success with it, winning a Division IV state championship as a senior. He also received first-team all-state honors at quarterback from the Wisconsin Football Coaches Association.So when he was asked to take on the position of quarterback for the UW scout team after switching to receiver in camp, it did not take long for him to get used to the role.“There’s different plays, but for the most part, you read the defensive end and either run or hand it off,” Abbrederis said. “So I didn’t have to do much studying. The coaches do a great job of writing out the plays for us so we can just read the card and do what it says.”What did take some adjustment, however, were the demands of the position.“Obviously, it gets tough at times going rep after rep, but it’s been good,” Abbrederis said. “You know you’re making yourself better and you’re making the starters better and the two-deep, so I take pride in that and I do my best in practice everyday.”Judging by the performance of the Wisconsin defense, he appears to have done a good job.The Badgers allowed just 259 total yards to the Terriers after giving up more than 400 each to Fresno State and Northern Illinois. And though Wofford attempted just seven passes in the game, the Wisconsin D allowed them to complete only three of the seven for 45 yards.In the running game, UW gave up 214 yards, which was 71 fewer than the Terriers averaged per game entering the contest.And no player on the Wisconsin sideline could have been much more excited to see the defense succeed than Abbrederis.“I knew what plays the offense was going to run. … I could see a guy go in motion and I’m like, ‘Oh, here he comes,’” Abbrederis said. “It was pretty neat, and to just see how they played so well, you knew that the work you did during the week paid off. So that was good to see.”For his efforts, Abbrederis received high praise from head coach Bret Bielema and staff, including being named offensive scout team player of the week.“I can’t say enough about Jared Abbrederis,” Bielema said in Monday’s press conference. “To run last week as an offensive scout against our defensive players really put us in a position to [win].”Perhaps the most unusual aspect of Abbrederis’ role as scout team quarterback is the lack of time he spends with the offense and Paul Chryst, offensive coordinator and quarterbacks coach for Wisconsin.Although he works with the wide receivers during the skills portions of practice, Abbrederis works against the first team defense on the scout team, while Chryst and the rest of the offensive two-deep faces the scout team defense.“You know, I don’t see him do it,” Chryst said. “I know he did a good job — he’s a good kid who works hard. When we exchange, I see more of the young defensive players, but we don’t do anything with the offensive guys once the season gets going.”Abbrederis does not mind getting less time with the offense if it means helping the team as a whole. That attitude is a major reason behind the former quarterback walking on to the team in a receiver role after spending his high school years behind center.He does note, however, he has some previous experience lining up outside.“I like playing wide receiver just because you’re one-on-one with a DB,” Abbrederis said. “I played wide receiver up to about my eighth grade year and then I switched to quarterback because we needed one. There’s still some little stuff I can work on to improve my skills.”It’s also Abbrederis’ versatility and willingness to adapt to the team’s needs that has earned him a prominent, though perhaps under appreciated role within the Wisconsin scheme.One player who knows the importance of the scout team, specifically the scout quarterback, is current No. 2 quarterback Curt Phillips. During his redshirt season last year, Phillips often ran the Badgers’ scout team, earning player of the week honors twice as well as being named Wisconsin’s player of the year for the offensive scout team. “When those guys give us good looks in practice, that just sets you up to be successful on Saturday,” Phillips said. “It’s also a great advantage for those guys. Last year, whenever I got to do scout team, it was huge for me just to get the opportunity to adjust to the speed of the game playing against a great defense.”And though they may only play the same position during the scout team portion of practice, Abbrederis sees Phillips as an example for how he should work to improve.“Just looking at Curt and seeing how hard he works, that just shows me that I need to work just as hard,” he said. “Even if I’m at wide receiver or wherever I play, I just do my best.”
Junior Justyn Knight earned the Atlantic Coast Conference’s Male Performer of the Year honor for cross country after a near-perfect season. Syracuse head coach Chris Fox was named the conference’s coach of the year.Knight won the award for the second year in a row. Fox has swept the coach of the year award since SU joined the ACC four years ago.Knight’s season saw him one place away from perfection. He had wins at the Panorama Farms Invitational, the Wisconsin Invitational, the ACC Championships, and the NCAA Northeast Regional. His only blemish came in finishing in second place at the NCAA Championships to senior Patrick Tiernan of Villanova.Fox led the Syracuse men to another strong season that saw them take home team victories at both the ACC Championships and the NCAA Northeast Regional. After winning the national title a year ago, the Orange finished third at this year’s national championships. Comments AdvertisementThis is placeholder text Facebook Twitter Google+ Published on December 7, 2016 at 4:46 pm Contact Billy: [email protected] | @Wheyen3