National / International News

Finland stabbings: Man shot and held after Turku attacks

BBC - 9 hours 43 min ago
He is taken into custody after police shoot him in the leg in the city of Turku.

Greenbelt, Maryland, can't hide its town pride

The U.S. government tried a different approach to public housing during the great depression by creating entire towns that were federally planned and subsidized. The idea was to build communities where poor Americans and displaced farmers could work. Only three of these "greenbelt towns" were built before the project ended. But those three towns still stand today as a reminder of the New Deal's history. Jason Reblando is a photographer with a book coming out on the greenbelt towns, called "New Deal Utopias." Marketplace host Kai Ryssdal spoke to him about this enduring piece of American history. The following is an edited transcript of their conversation.  Kai Ryssdal: How did you find these greenbelt towns? Jason Reblando: I first started photographing public housing in Chicago. I was photographing in the high-rises on the South Side and I eventually found out about another public housing complex on the North Side of Chicago called Lathrop Homes. It was very idyllic and it had lush green courtyards. I found out that it was built in this "Garden City" style. And when I learned about that, I learned that it was developed by this Englishman named Sir Ebenezer Howard and his idea was to combine the best of the town and best of the country, meaning the social and economic advantages of living in community with each other, with the fresh air and open green spaces of nature. So those Garden City principles were applied to the greenbelt towns and the towns are located in Greenbelt, Maryland, Green Hills, Ohio, and Greendale, Wisconsin.  A gazebo in Greendale, Wisconsin. Courtesy of Jason Reblando Ryssdal: Tell me about them, when you go to them today, first of all can you tell that they were planned and organized and sort of built as these community centers?  Reblando:  Absolutely. I mean the first time I had visited them, you cross the border and I was just stunned. I really felt like I was in a different time. And they were these small modest houses and they looked like they were from England. They also have these lush courtyards, common green spaces. And they were conceived in 1935 and they were conceived as a solution to the Great Depression. So the idea was that it was a job creation program but also a housing program.  related How summer festivals boost town economies and foster community pride How does a manufacturing town remake itself for a new economy? Ryssdal: They only lasted it should be said like 18-ish years, right? By 1952, there was the whole Communist thing and people were upset about the idea of communal living and communal cooperation but also they were expensive.  Reblando: Yes they were controversial from the start as far as cost overruns and also of the communal cooperative aspect that was kind of built into it. So by the 50's they were transferred to private developers and homeowners. And I think that was probably a good thing as far as not having the government be the landlord forever. And I think people feel real ownership of the community.  Greenbelt, Maryland. Courtesy of Jason Reblando Ryssdal: When you talk to people who live there, what's the sense?  Reblando: They can't hide their greenbelt pride. People really love living there, particularly the people that I met in Greenbelt, Maryland. They are still living in a cooperative model. So if your neighbor's roof needs fixing, it comes out of this communal pot so it is cooperative. Ryssdal: But you can't just do any kind of roof you like, right? I mean with the money comes the rules. Reblando: Precisely. So there are committees. I think that's all within the auspices of historic preservation and preserving the character of the place. And that's you know another way that people stay connected to the New Deal. 

Pat Nevin analysis: Can goalkeepers be trusted as playmakers?

BBC - 10 hours 29 min ago
BBC football analyst Pat Nevin asks whether most goalkeepers are technically strong enough to play the ball out from defence, or whether such tactics are risky?

Do Laptops Help Learning? A Look At The Only Statewide School Laptop Program

NPR News - 10 hours 34 min ago

It was 15 years ago that Maine began the first, and still the only, statewide school laptop program. Experts worry that an attempt to bridge the digital divide might have widened it.

(Image credit: Eric Diotte for NPR)

Having a diverse workplace is a worthy investment

Marketplace - American Public Media - 10 hours 40 min ago
It may feel like the topic of diversity in the workplace pops up all the time. So many industries seem to struggle with it — Hollywood, media, Silicon Valley. And then we have the now-infamous Google memo controversy, which is still getting strong reactions. But when companies do hire a diverse workforce, it can be linked to better business practices and outcomes, including helping a company’s bottom line. It takes a lot of work, but that's where we can tap into the expertise of Katherine Phillips, a professor at Columbia Business School. She's been researching organizational and leadership behavior for nearly two decades. Her research shows that diversity makes us smarter by creating stronger decision-making groups. And she challenges organizations to try harder to make diversity actually work. She joined us to discuss the issue.  Lizzie O'Leary: You know, when something like the Google memo happens, and this sort of controversy surfaces, you are the go-to voice. I want you, for our listeners, to lay out your kind of groundbreaking research from 2010, "Better Decisions through Diversity." What did you find? Katherine Phillips: I've done research for the last 15 or so years looking at diverse decision-making teams and comparing them to homogeneous teams. I bring people into a room, and I videotape their discussions so that I can understand exactly who's saying what and to whom. And what I've discovered is that when you have a group that has some social diversity present — everyone knows that there are some differences between the individuals in the room — they are more likely to share their information, that unique information that's in their heads. They are more likely to utilize that information, and they're more likely to get the right answer than the homogeneous groups — the groups where everyone in the room thinks that they're the same, they're from the same social group. Now one of the things that was really striking about that research is that when you ask people, after they have gone through this group discussion and they've made their decision about what they think the right answer is, the homogeneous groups consistently say that they were more effective. That they are more confident that they have the right answer, despite the fact that the objective data tells us the complete opposite — that the diverse groups performed more effectively. So I know that there's a potential for diversity to be beneficial, but people don't see it. People don't necessarily enjoy the work that has to be done to really get the benefits from diversity. O'Leary: In other words, it's good for the bottom line but it makes people feel uncomfortable sometimes in the process? Phillips: That's right. Exactly. The way that I like to think of it is kind of with an analogy of "pain and gain." You know, you go to the gym, and when you go to the gym, you work out. And you're looking for a little bit of twinge in your muscle, a little bit of pain, to actually make sure that you're getting some benefits from going to the gym. It's the same thing with diversity. When you go into a room with people who are different from yourself, who you assume have some different perspectives than you do, you have to engage with them. And that might be uncomfortable at time,s but you know that when you feel that little discomfort, that's exactly where the benefit is coming from. O'Leary: Do you think your research helps explain why companies in the tech sector, or even frankly in the media sector, talk a good game when it comes to diverse hiring practices or mentoring young people, but then when you look at who's in the top rung or when you look at who is on the masthead — it doesn't actually look that different from who was there 15 years ago? Phillips: Yeah. For a long time we have been trying to make sure that the leadership of organizations understand the value of diversity. But the people who are the middle managers, right — who are doing the work every day, who are making the decisions about who should be hired and who shouldn't, and what work people have an opportunity to be involved in, and who should work with whom — they're all kind of grappling with this discomfort that they're constantly feeling. They watch the diverse groups interact and they see that, you know, they're actually having some conflict. They're not agreeing with each other. It's not so smooth. And they want to avoid that. So you end up with the biases and the concerns about diversity really showing up in the day-to-day decision-making that's being made by the people who are on the ground. And the leaders are, you know, saying that this is a great thing, but the people that are on the ground aren't necessarily feeling that way, and they're not following through. O'Leary: So let's flip this around a little bit. Let's take this, you know, memo from Google — I'm pretty sure we could argue that James Damore did not expect this to blow up in the way that it did. It sparked a lot of uncomfortable conversations. What are the merits in, say, keeping someone who has a viewpoint that is offensive to other colleagues, and talking about it, and learning from it? And what are the merits to saying, "Yeah, that's not welcome here, goodbye." Phillips: Certainly, as I've said, social diversity is really important, and it's very important to recognize that people will have different viewpoints, different perspectives, and that those should be embraced in some real meaningful ways. But there's also something about culture and values that have to be espoused very clearly by organizations when they bring that diversity in. Because, you know, you have to have some level of agreement about what the company is here to do and what our values are. And it actually turns out that a lot of diversity in values and what it is that we're really trying to accomplish here is not that beneficial for the organization. And so I think at that point, there is a decision that has to be made. And it's always a fine line because there's that question of "fit," the "organizational fit" which oftentimes has been used to keep people who look like me out of organizations. They don't "fit," right? O'Leary: Right, that's a code word. Phillips: Yeah, it's a code word: "they don't fit here." It's like, well, what does that really mean, "they don't fit here"? They don't look the part? That's very different than "they have values that are inconsistent with the values of this organization."

Deadly South Asia floods affect 16m people

BBC - 11 hours 13 min ago
The Red Cross says the floods are becoming one of the worst regional humanitarian crises in years.

Rhino swept from Nepal to India by flooding rescued

BBC - 11 hours 15 min ago
The young rhino was swept 42km from Chitwan National Park by floods and found in an Indian village.

Coleen Rooney pregnant with her and Wayne's fourth child

BBC - 11 hours 37 min ago
The 31-year-old shared the news of her pregnancy with her 1.25 million Twitter followers.

Peter Trego: Somerset all-rounder says T20 abuse at 'football hooligan levels'

BBC - 11 hours 38 min ago
Somerset all-rounder Peter Trego says Twenty20 is bringing "idiots to the game" and leading to an increase of abuse against players.

Barcelona and Cambrils attacks: Hunt for suspect in Spain

BBC - 11 hours 45 min ago
Spanish media name the man being sought for the Las Ramblas killings as 18-year-old Moussa Oubakir.

UN: Over one million South Sudanese refugees in Uganda

BBC - 11 hours 46 min ago
The number of South Sudanese who have fled to Uganda has hit one million.

Diego Costa: Chelsea are demanding 'impossible' fee from Atletico

BBC - 11 hours 47 min ago
Diego Costa says Chelsea are demanding a fee Atletico Madrid "can't get near" for the striker to complete his desired move back to his former club.

The messages of support posted on social media

BBC - 11 hours 48 min ago
Aside from the gruesome images of the Barcelona attack, a sense of peace and solidarity emerge online

Can HR tell you what not to do and say outside of the office?

Last weekend's white nationalist rally in Charlottesville, Virginia has inspired an ongoing discussion about public hate speech and rallying as they relate to employment. In the aftermath of the rally, several people have been identified on social media using photos taken of them carrying Nazi flags and other white supremacist paraphernalia. In the age of social media, the process of identifying people and tracking down their workplaces was speedy, and in the days after the rally, some people lost their jobs. Across the country, many of those who attended the rally went back to work. Back to offices with HR departments and co-workers with a wide range of political views, and, in some cases, back to the question of what consequences there are for hate speech when it comes to employment in the private sector. To discuss these issues, Marketplace Weekend brought in Kerry Fields, a business law and ethics professor at USC's Marshall School of Business. Lizzie O'Leary: How does the First Amendment apply to the workplace and can your employer restrict your free speech. I guess that depends kind of on where you are, right? Kerry Fields: It does. There is a balancing of interests — protection for free speech and rights of assembly — people also have individual rights of privacy. But those are most often observed outside the workplace. Within the workplace, you don't have the ability to have a public forum and express any idea that you wish. It's constrained in the workplace. O'Leary: So what does that mean if someone goes to an event like you know what we saw in Charlottesville? Or let's say it's the other way around, somebody goes to a pride march. Can that have repercussions on your workplace position? Fields: It can. We have to note that last week's group hatred exercise of bigotry, and carrying weapons and shields and so forth went beyond a normal passive approach. Here there were violent attacks and other things, harming of individuals and a death. So this is going to cause a balance of the interest between the employee and their non-work hours and the employer's right to control the workplace, essentially obtaining efficiency and high morale among the employees and a public appreciation respect for the company's products and services. When you have an individual who poses such a concern for the employer, most states are going to consider the employee as an at-will employee subject only a handful of exceptions. Among that would be: Does the employee have a contract? Does the reason for the termination offend public policy? Now what's interesting in this particular case is that there are a number of states that protect the employee's off-hours political speech activities. Forty-two states protect these rights when the person is a public employee, so that a public employee might well exercise political free speech and not fear a dramatic disciplinary action at work. However private employers may take a different approach because the First Amendment does not apply in its full scope in the private employment sector. So state laws and local laws would be the only remedy is such an individual could look to to protect their job status. So, some of these employees that were involved in this activity might well be facing disciplinary or termination actions at their workplaces.  O'Leary: Is hate speech different? I mean I used the passive example of going to a rally. That's one thing. But is you know shouting bigoted racist things, using violence or the threat of violence, is it different? Fields: It can be but we need to recognize that hate speech is not an exception to the First Amendment. As shocking as that may be, the first amendment does protect hate speech. Now when that hate speech combines with a crime committed on another person, or property is damaged because it's motivated by a person's bias, then it becomes a hate crime under state and federal law. But speech in itself as distasteful as it may be, is still protected by the First Amendment. O'Leary: So let's say you are an employee of a big company, and you feel threatened by the fact that you saw your co-worker on the television in Charlottesville. Do you have the right to go to HR and say "gosh I don't feel safe around this person"? Fields: I think in the typical case that would occur because you would say that there is a hostile work environment. It's a fact specific determination and creates a substantial morale problem for the employer because they have to attend to this immediately to ensure that the workforce remains safe, stable and that their commitment to company values are maintained. There's really a series of steps that the company could entertain in that situation. By itself is it a hostile workplace? Technically not yet unless that individual brings that speech or behavior into the workplace. So if it's only in his or her off hours that this activity occurs it's a harder case to make that it becomes a hostile workplace. But the company should take a series of steps to mitigate the harm that's going to undoubtedly infuse. O'Leary:  Do you expect companies to kind of rework their policies, or take a look at their employee policies in the wake of this, and in the wake of public outcries and public attempts to dox people who were at these events?  Fields: I certainly do. I think it's incumbent upon all companies to revisit their statement of values their mission statements so their core values of integrity, respect and appreciation of diversity in the workplace are reinforced. 

USS Fitzgerald Leaders Punished; Crew Is Praised After Collision With Cargo Ship

NPR News - 12 hours 16 min ago

"Through their swift and in many cases heroic actions, members of the crew saved lives," the Navy said. It also blamed an avoidable crash on inadequate leadership and flawed teamwork.

(Image credit: MC1 Peter Burghart/U.S. Navy)

08/18/2017: Globalization might be getting too much blame

Marketplace - American Public Media - 12 hours 41 min ago
Market players are concerned that President Trump's senior economic adviser, Gary Cohn, might resign over his disappointment with Trump's comments on the Charlottesville protests. But he's the one figure in the administration who gives Wall Street the most comfort, and he could become the next Fed Chair. On today's show, economist Christopher Low joins us to talk about the qualities someone should have to take on the most powerful economic policy position in the U.S. Afterwards, we'll chat with NYU professor Pankaj Ghemawat about whether globalization is on the decline, and if it's actually responsible for the stagnation many middle-class people are feeling.  

Clearing placements at five-year high, early figures show

BBC - 12 hours 44 min ago
New figures show record numbers placed through clearing as universities seek to fill places.

Waste Of Thyme: Why Do We Have To Buy More Herbs Than Recipes Call For?

NPR News - 12 hours 49 min ago

Fresh herbs are some of the most perishable items in the produce section. And yet, shoppers are forced to buy amounts that are bound to go wasted at home.

(Image credit: Matthew Leete/Getty Images)

Spain attacks: 'Small number' of Britons injured, says FCO

BBC - 12 hours 49 min ago
A "small number" of Britons were injured in the attacks, the Foreign Office says.

Sheriff Arpaio: Trump Has 'Guts And Courage'

NPR News - 13 hours 12 min ago

Former "America's Toughest Sheriff" Joe Arpaio tells NPR he has not asked President Trump for a pardon and has not heard directly from him. "But I will accept it if he does do it," he said.

(Image credit: Brendan Smialowski/AFP/Getty Images)

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