When she learned that schools in Detroit's main district planned to allow as many as 20 students in a classroom, she decided to keep her kids home.

"They're not going to be able to keep them away from each other," she said a week before classes began. "I can't chance that. Not at all."

She felt good about her decision until the first day of school arrived.

Johnson, who had taken the week off from her job as a medical transport driver, had planned to get up on Sept. 8 and get her children connected with their classes. In addition to Riley, she has three others at home: Erron, a second grader; Elijah, an eighth grader; and Jaliyah, a high school freshman.

She dressed the younger two in their yellow school uniform shirts, even though the school didn't require them.

"I wanted them to be ready," she said, "to know 'this is what I have to do to be ready for school, whether I'm going out of the house or not.'"

But her plans were thrown into turmoil by a robocall telling her she needed to come to her children's schools to get books and materials. Worse, the call didn't come from a school where she thought her children were enrolled. The district without telling her had apparently responded to a transfer request she'd made months earlier and moved at least one of her kids to a different school, but she wasn't sure which child.

Sorting out the confusion wasn't easy. It took visits to four different schools and temperature checks at four different doors to get the right books from the right schools.

"This is the first day of school blues for real!" she said as she drove through the steady rain that drenched the city that morning.

By the time Johnson swept through the door of her family's bungalow, it was nearly 10 a.m. and her children were two hours late for school.

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She quickly got to work, handing Jaliyah the books and logons she needed to access her classes, then trying to fire up the three laptops she'd lined up on a desk for her sons. But browsers needed updating. Passwords didn't work. Elijah's computer showed him still enrolled at the wrong school, and, as she bounced from one laptop to the next, the boys were getting impatient.

"I know, baby. I'm ready for you to work, but we've got to get this stuff situated," she told Erron as she tried to re-enter a password that wasn't working.

By the time Johnson got Riley connected with his teacher around 10:30 a.m., his class was about to break for lunch; his camera was facing backward, getting video of the wall, instead of his face; and Riley was confused about where to look on the screen.

"Mommy, I don't see my class," he said.

She didn't connect with Erron's class until 11 a.m., and by then, live instruction appeared to be over. She found a worksheet on rhyming words that Erron needed to complete but she couldn't figure out how to submit his answers.

"I'm sitting here going crazy!" she said.

Read more here:
3 families chose between online and in-person school. Now they're questioning their decisions. - NBC News

Tammi Snedekers autistic son, Christian, goes to school in Derry Township School District. Hes a hands-on learner, and Snedeker said virtual learning last spring was a challenge.

Friday night would roll around, the homework was due and we would be sitting down with just tears and screaming trying to get at least a 75%, Snedeker said.

Starting this fall, Christian is going to school in-person two days a week, though Snedeker said shes pushing for his school to teach him in-person all five days.

Im just worried about him falling behind. He struggles to learn already, and he is extremely smart, he just, he doesnt have the attention and the drive to do it on his own, she said.

Students with intellectual disabilities or special needs are disproportionally affected by virtual learning because they miss out on vital socializing, skill-building and emotional growth, experts say. Consistent routine, physical touch, hands-on learning these are all motivators for many students with special needs that are seemingly impossible to replicate in the virtual classroom.

Overall yes, students with disabilities are going to be affected more but all students are being affected, Holly Turner, community advocate for the ARC of Cumberland and Perry Counties (CPARC), said.

However, local school districts are working to find solutions through creativity and innovation. Educators are collaborating on how to teach students about social distancing and hand washing, while others are trying to make wearing a mask fun.

This is a time where we need to look at it as an opportunity and to learn from what were seeing and take the good pieces from it and apply them moving forward, Kirsten Scheurich, director of special education at Derry Township School District, said.

Sarah Kelly has an autistic first-grade son, Silas, in the Derry School District. Shes a registered nurse and said theres a specific period of time in a young persons life where their brain is developing. Not accessing vital socialization and therapies could impact them in the long-term.

These kids, a lot of them are used to the routine, Kelly said. He didnt understand why his teachers face was showing up on his iPad that he usually watches Netflix on."

Many districts in the area are prioritizing high-need special education students and putting them in brick and mortar classrooms first. Big Spring School District brought back around 20% of its special education students, Dr. Abigail Leonard, Assistant Supervisor of Special Education for Big Spring, said.

Our number one goal is to keep our students and our staff safe, Leonard said. A very close second goal to that is staying open.

Derry Township School District started the year with a hybrid instructional model and is allowing certain special education students to come into classes all five days of the week as well.

Federal and state law requires schools to work with students who have special needs or an intellectual disability through a 504 or Individualized Education Plan.

Scheurich said Derry Twp. looked at each students Individualized Education Plan to determine which students would come back to in-person classes first, which totaled around 25-30% of the 375 special education students in the district.

There are some students, by nature of their needs, who were not able to fully implement that [Individualized Education Plan] unless they are physically with us, face to face, five days a week full day, Scheurich said.

A 504 or an IEP can provide a student with accommodations, like audio testing instead of written testing, talk to text capabilities for online assignments, or extra reading and writing help.

An IEP has a goal and accommodations, whereas the 504 plan just has the accommodations, Leonard said.

Amanda Bible, of New Cumberland, said her eleven-year-old son had an IEP and goes to school in the West Shore School District. Her son doesnt have a disability but does struggle with reading and writing. She said that she spent the summer working with him on school preparation workbooks to make sure he doesnt fall behind.

I definitely think it helped because, I held on to his papers that he didnt do so well on and luckily I was able to reincorporate that too," Bible said.

Her son also has had issues with his eyesight. Bible said she was limiting his screen time, but online classes made that difficult.

I was trying to get away from screen time, games, TV and unfortunately it became ... a necessity, she said.

Most schools have reopened, either virtually or in-person, over the past few weeks, and Scheurich said students have exceeded her expectations.

I think we have all expressed to each other that we are astounded by the resiliency of our students, she said. They came back and fell into routine so much more quickly than I think any of us gave them credit for. It was really quite impressive. The kids are so excited to see each other and to see their teachers, and just so happy to be back in school.

She said some of the kids that are on the hybrid schedule said they wished they could be at school all five days in person.

Which thats not typically something you hear kids say in any other year, I want to be in school all the time, so I think its [helped] people to maybe appreciate education, she said. The kids themselves outstanding. Theyve really done an outstanding job.

Even the first day of school, which for most kids is a sad end to the summer, turned out to be a joyful reunion for many classmates.

Gaynelle Angelo, director of special education at Cumberland Valley School District, said this years first day of school was her all-time favorite.

She said she watched a second-grade boy with autism at Shaull Elementary jump out of his car and run towards his teacher who he hadnt seen in six months. He had such a big smile, you could see it despite the mask on his face, Angelo said.

Just the sheer joy of kids walking through the doors smiling, happy, waving, even with temperature checks and everything going on, she said. If we could just be as resilient as kids, what a world it would be.

Some districts have said mask-wearing has gone much better than anticipated. Just as you teach a child with special needs to wear glasses for the first time, you can teach them to wear a face mask, Leonard said.

She said pairing mask-wearing with highly motivating tasks, like playing with legos or a board game has worked well.

Some people like to watch tv when theyre working out because it distracts them its the same kind of concept, Leonard said.

In fact, masks have become a medium for teachers to exemplify certain life skills concepts in the classroom. In a typical year, students are taught how to ask for breaks, like a break from schoolwork or a loud cafeteria.

Its really just generalizing that same skill that weve already been teaching, but applying it to the masks, Leonard said.

There are mask break areas set up in Big Spring classrooms where students can safely sit if they need a respite from wearing their mask.

Scheurich said the Derry Twp. district spread tips and information for families to teach their students how to wear masks over the summer. For students with sensory impairments, mask-wearing can be more difficult to teach, so there was additional information made for them.

Overall, kids are doing a great job, Scheurich said. For students that may be defiant or reject masks, she said the district is committed to working with them on a case-by-case basis.

Were definitely not going to go to immediately to nope, sorry you have to go virtual if you cant wear a mask, thats a last resort, she said.

They have dedicated rooms where students can go if they arent wearing a mask to keep everyone safe while they work out a solution.

There are some students who actually are having less behavior issues because theyre not in school and they dont have to interact with their peers because thats a trigger, Turner said. Some students are loving and benefiting from online education.

Anne Couldridge, Executive Director of CPARC, said when her autistic son had to do virtual learning last spring, she and her husband were concerned about how they were going to make it work.

My son exceeded some of the goals on his IEP during that virtual learning to the point I got my husband a t-shirt that said Homeschool Teacher of the Year, Couldridge said. Theres so much negativity, the message of hope is for families to try something new, even if you dont think its going to work.

Turner said this is a tough year for all students, and that theres a good chance some students will fall behind a little. Students are resilient, and I do think eventually theyll get back to where they were, Turner said.

Couldridge said schools need things like additional staffing, more mental health support, counseling on trauma and autism support to best serve special needs students.

Schools are going to need more resources for special education, Couldridge said. As our legislators are figuring out how theyre going to pay for all of this, were definitely going to need more financial resources.

Kelly, whose son is in the Derry School District, said online school last March went better than she expected it to.

The therapist worked with the teacher ... to come up with activities that we could do at home and stuff like that. So it went about as well as it could, Kelly said. Weve been really pleased with Derry Township School District, our teachers are wonderful.

Teachers in the Derry Township School District, as well as others, were given hours of professional development training over the summer, some mandatory and others voluntary.

They received a ton of targeted professional development around this topic, but then on top of that we also gave them time to work together collaboratively, Scheurich said.

Teachers will receive ongoing professional development as the year progresses, she said.

Its hard and its not ideal what were going through, but we are surviving, and in some ways even thriving a little bit, Scheurich said. Thats a positive I hope people take away.

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Special education in the age of COVID-19: We are surviving, and in some ways even thriving - PennLive

This versatile composition of research derivatives pertaining to diverse concurrent developments in the global K-12 Online Education market is poised to induce forward-looking perspectives favoring unfaltering growth stance.

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North America (U.S., Canada, Mexico) Europe (U.K., France, Germany, Spain, Italy, Central & Eastern Europe, CIS) Asia Pacific (China, Japan, South Korea, ASEAN, India, Rest of Asia Pacific) Latin America (Brazil, Rest of L.A.) Middle East and Africa (Turkey, GCC, Rest of Middle East)

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Global K-12 Online Education Market: Understanding Scope In-depth research and thorough evaluation of the various contributing factors reveal that the global K-12 Online Education market is estimated to perform decently in forthcoming years, reaching a total valuation of xx million USD in 2020, and is further poised to register xx million USD in 2027, growing at a healthy CAGR of xx%. This elaborate research report also houses extensive information of various market specific segments, elaborating further on segment categorization comprising type, application as well as end-user sections which successively influence lucrative business discretion.

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Global K-12 Online Education Market Expected to reach growth rate of XX% CAGR by 2025 (Pandamic Impact Analysis): Ambow Education, CDEL, New Oriental...

FORT LAUDERDALE, Fla.--(BUSINESS WIRE)--What does the future of work hold? In a world where its impossible to predict what will happen tomorrow, its a tough question to answer. But businesses that hope to emerge from the global pandemic in a stronger, better position need to be thinking about - and planning for future models - today. To help, Citrix Systems, Inc. (NASDAQ:CTXS) undertook Work 2035, a year-long examination of global work patterns and plans, to understand how work will change and the role that technology will play in enabling people to perform at their best. And the results are in: driven by flexible models and intelligent solutions that remove the complexity and noise from work, employees will be more engaged and productive and fuel innovation and growth like never before.

What will the workforce, work models and the work environment look like in 2035? And how will technology shape them? To find out, Citrix teamed up with futurist consultancy Oxford Analytica and business research specialist Coleman Parkes to survey over 500 C-Suite leaders and 1,000 employees within large corporations and mid-market businesses across the United States, United Kingdom, Germany, France and the Netherlands on current and future workforce strategies and work models. And heres what was learned:

Robots will not replace humans But they will make us smarter and more efficient. More than three-quarters of those polled (77 percent) believe that in fifteen years, artificial intelligence (AI) will significantly speed up the decision-making process and make workers more productive.

New Jobs will be created New roles will emerge to support a technology-driven workplace and the changing relationship between humans and machines. Here are the positions respondents believe will be created:

Work will be more flexible - Technology that allows for seamless access to the tools and information people need to collaborate and get work done wherever they happen to be will fuel flexible models that the future of work will demand.

Leadership will have a new look More than half of those surveyed (57 percent) believe AI will make most business decisions and potentially eliminate the need for senior management teams.

Productivity will get a major boost Technology, closely integrated with humans, will drive step changes in productivity as workers are supported by solutions that enable them to perform at their best. AI-ngels - digital assistants driven by AI - will draw on personal and workplace data to help employees prioritize their tasks and time and ensure mental and physical wellness. These worker augmented assistants will, for example, schedule meetings to take place at the most effective time based on factors ranging from the blood sugar levels of participants to their sentiments at different times of day. And while the meetings are taking place, they will monitor concentration levels and attitudes and adjust as necessary to drive optimal outcomes.

More than half of professionals surveyed (51 percent) believe technology will make workers at least twice as productive by 2035. Among the solutions they believe will be commonplace:

Employee engagement will improve As technology and AI takes over time-consuming, mundane tasks, work will become more strategic and employees more engaged.

Innovation and growth will soar Organizations will invest more in technology and AI than human capital. This will open the door to unprecedented levels of innovation and new revenue streams and fuel sustainable growth particularly among small businesses.

The COVID-19 pandemic has forced companies to reimagine the way things get done, and over the next 15 years, they will face more challenges and disruptions than ever, said Tim Minahan, Executive Vice President of Business Strategy, Citrix. But as Work 2035 makes clear, within this chaos lies opportunity. Savvy companies are using this crisis to begin planning for the next normal. Not just return to where they were, but to embrace new workforce and work models to power their business forward.

To gain additional insights into the future of work and creating an environment in which your employees and business can thrive, click here and download a complimentary copy of Work 2035.

About the Study

Conducted with support from Citrix by consulting firm Oxford Analytica and Man Bites Dog in consultation with an advisory board of thought leaders from academia, think tanks, multinational boards, and leading authorities on the future of work, the initial study examined alternative visions of the future of work in 2035 and the changing relationship between people and technology.

During a second phase, independent opinion research was conducted among business leaders and employees to uncover their vision. In 2019 and 2020, research company Coleman Parkes interviewed over 1,500 business leaders and employees working in both large, established corporations and mid-market businesses across the US and Europe (UK, Germany, France and the Netherlands). In the following sectors: financial services; healthcare and life sciences; telecommunications, media and technology; professional services; manufacturing and retail.

An additional wave of opinion research, surveying 300 business leaders, was conducted in May 2020, to find out how they were navigating the global pandemic and how it had impacted their views on the future of work.

About Citrix

Citrix helps organizations deliver a consistent experience no matter where work needs to get donein the office, at home or in the field. Our digital workspaces give each employee what they need to do their very best work. And our platform brings user experience, IT flexibility and security together to foster innovation, resilience and business continuity all while removing the limits of geography, devices, networks and even clouds to deliver a better employee experience.

For Citrix Investors:

This release contains forward-looking statements which are made pursuant to the safe harbor provisions of Section 27A of the Securities Act of 1933 and of Section 21E of the Securities Exchange Act of 1934. The forward-looking statements in this release do not constitute guarantees of future performance. Those statements involve a number of factors that could cause actual results to differ materially, including risks associated with the impact of the global economy and uncertainty in the IT spending environment, revenue growth and recognition of revenue, products and services, their development and distribution, product demand and pipeline, economic and competitive factors, the Company's key strategic relationships, acquisition and related integration risks as well as other risks detailed in the Company's filings with the Securities and Exchange Commission. Citrix assumes no obligation to update any forward-looking information contained in this press release or with respect to the announcements described herein. The development, release and timing of any features or functionality described for our products remains at our sole discretion and is subject to change without notice or consultation. The information provided is for informational purposes only and is not a commitment, promise or legal obligation to deliver any material, code or functionality and should not be relied upon in making purchasing decisions or incorporated into any contract.

2020 Citrix Systems, Inc. Citrix, the Citrix logo, and other marks appearing herein are the property of Citrix Systems, Inc. and may be registered with the U.S. Patent and Trademark Office and in other countries. All other marks are the property of their respective owners.

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Work 2035: Citrix Research Reveals a More Intelligent Future - Business Wire

Jobseekers of today are looking for opportunities in lifelong learning and development. How can you meet their needs? Here are some tips to help you get started.

At the heart of any successful business is its people, so investing in them is key. One of the best ways to do this is by supporting their lifelong learning and development. Helping your people along their chosen paths will show them how much you value their contributions and potential and, ultimately, add to the companys overall knowledge base. Win-win situation, right? Here are some ways you can get started.

A simple step in bringing more learning opportunities to your workforce is investing in licences for tools and platforms. Eoin Molloy, an associate software engineer at Fidelity Investments, has benefitted from these since joining the company through its technology graduate programme. We were provided with multiple learning resources, including tutors, to get us up to speed as software developers, he says.

These included licences to online learning platforms such as Pluralsight, Udemy and Safari Books. Through various courses, Molloy says, employees could learn about almost any topic, from management skills to learning a new programming language.

Third-party resources are also made available for both graduates and senior staff at Dun & Bradstreet. Dave Hill, a senior engineer at the company, explains that resources span video tutorials and dedicated platforms, ranging from teaching soft skills to providing access to technical education materials.

Access is provided via licences that are allocated based on specific personal development plans, Hill says. Through these resources, I have been able to work on cutting edge technologies, take advantage of a cloud-training platform, review foundational concepts as well as direct those who have reported to me towards resources to support required learning topics.

Giving your staff the time to properly engage with their resources is essential. Some companies provide learning sabbaticals, for example. But even just allocating a few days can be a big help.

Alongside access to platforms, Fidelity also gives its staff members learning days, where they are encouraged to spend time using the resources provided. For example, I am currently using learning days to study for the AWS Cloud Practitioner certificate, which I hope to achieve in the coming months, Molloy says. Learning days occur cyclically, and I find them to be extremely beneficial in continuously trying to improve my own skills.

As well as the time and resources, a support network and opportunities to share what they have learned is another key step in empowering employees to keep learning.

Fidelity has cultivated internal groups called communities of practice (COPs) for people that share common interests, such as data. COPs often organise events and invite guest speakers to come and talk about a specific topic, Molloy explains. They offer an amazing opportunity to network with other employees and create connections with field experts, which can aid in your learning in the future.

Many graduates are going to be on a steep learning curve when they join a company. According to Hill, learning and development should be instilled in graduate programmes from day one. Dun & Bradstreets engineering graduate programme, for example, has seen Hill become heavily involved in sponsoring and training a number of graduate engineers to develop new talent in specific areas where additional resources were required.

This has been an opportunity to pass it forward in terms of the investment the company has made in my own development during my time at Dun & Bradstreet, he says. Learning opportunities should extend to the mentors on programmes too, he explains, as they need the support and resources to build a bespoke approach.

One of the great things about todays working world is the opportunities we are given to find something new. Offering internal options for change is a dynamic way of retaining staff and enriching their career journeys. Hill is grateful for the opportunity he was given to change disciplines, he says. After developing an interest in DevOps, his employer gave him the financial and logistical assistance to support his ambition and get the necessary certifications.

I was also given the opportunity to transition into a role more focused on DevOps concepts and methodology and, having been in this role for over a year now, Im still able to pursue additional academic studies to enhance my skillset and further my career, he says, adding that this benefits not just his own trajectory, but that of the entire company.

The goal of any company hoping to invest in staff in the long term should be to cultivate a learning culture. Mastercard Irelands head of HR, Ann-Marie Clyne, says this should be based on asking employees to unlock their potential by staying curious and celebrating the achievements of others.

Her team encourages thoughtful risk-taking by supporting debate among staff, enabling them to take initiatives and teach them to welcome challenges as opportunities for learning.

We support them through many initiatives, such as traditional classroom (now virtual) learning events, development conversations, learning lounge [and] access to learning platforms, tools and resources, Clyne says. Like many companies, we offer tuition reimbursement for employees who want to embark on external programmes at all levels, from certification, degree and MBA right up to PhD level.

More importantly, though, we encourage continuous learning by the experiences in which our employees embrace in their everyday work life. We ask employees to be collaborative and inclusive when it comes to innovation and to invite diversity to the table when it comes to our projects.

Lifelong learning cannot take a one-size-fits-all approach, says Sheila Curtin, head of the centre for learning and development at PwC. In addition to investing in formal learning for staff, she says, personalising employee experiences is crucial.

One of the key changes weve seen in recent years in learning and development is the need for more personalised learning paths, Curtin explains. At PwC, in addition to the coaching they receive, we enable our people to take control of their development and personalise their learning through the extensive programmes and self-learning resources available through Vantage, our in-house learning platform.

Through Vantage, PwC employees can engage with podcasts, videos, short articles and courses. Our people can access this any time as it has been made available to them on their mobile devices, Curtin adds. Above and beyond the suite of tools, the coaching support and all the systems that we have here to support lifelong learning, at the end of the day I believe it comes down to each of us taking ownership for our learning, developing a growth mindset and being curious to learn. We have to want to learn.

An important part of supporting your staff in their progress is recognising their achievements, according to Workhumans global director of learning and development, Stuart Curtis. The company gives all of its employees at every level access to almost 16,000 courses. Its learning partners work with different departments to ensure multiple development opportunities through financial and organisational assistance and support internal career moves, too.

We celebrate and share these awards on our Gratitudes platform when anyone achieves a growth milestone, Stuart says. It is part of our very culture to encourage lifelong development and learning.

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Lifelong learning: 8 ways to show your staff you're in it for the long run - Siliconrepublic.com

I realised the market was missing a social media book that helped those that lack in business experience or who feel lost with all the technical jargon.

IPSWICH, England (PRWEB) September 21, 2020

With strategies tried and tested for almost a decade, Seb Brantigan - the Britpreneur - is delighted to announce the launch of his new book Social Marketing Success. Available to purchase online at Amazon: https://sebbrantigan.net/book

Learn how with just 4 simple steps anyone can gain more leads, clients and sales from their social media efforts - removing the need for expensive advertising or creative agencies.

Ideal for anyone new to Social Media, looking to change tactics in the new normal or bringing marketing in-house, the book outlines in simple terms howto gain more exposure for a business, brand or idea.

Highlighting both the positives and pitfalls of Social Media, learn the secrets of implementing marketing strategies that result in rapid business growth.

Seb Brantigan said "I feel blessed to have this opportunity to explain in clear and uncomplicated terms the fundamentals of social marketing, thus helping others to achieve their business goals by growing their social media presence."

Known as the "Britpreneur", Seb Brantigan is considered by many an expert in Social Media and Digital Marketing, and is the author of Video Marketing Domination. He has worked with TV celebrities, personal development authorities and supported seven-figure businesses from the ground up with their digital marketing. Seb knows what it takes to go from zero to hero with social media and marketing your business online.

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Bringing It Home - Marketing In The New Normal - PR Web

New Product Development Manager

Fixed-term 4-month contract with potential for a permanent role in future

The role

Josh Wood Colour is looking for a New Product Development Manager (Services) to help our online clients choose suitable products to buy from our website and achieve amazing outcomes when using them. We have a variety of ways to help with consultations and recommendations. Your role will be to identify and deliver a winning strategy and service to delight clients and increase sales and loyalty across these methods (or others that you propose and develop to be better still). You will lead on operational delivery as well as service design and product management.

Reporting directly to the Head of Client Delight, this role could be described as a player-manager as it involves being very hands-on to support the operational delivery whilst also driving the business forward through innovation, analysis and commercial acumen.

About

Josh Wood is a world-leading colourist, an Executive Board Member of the British Beauty Council and a regular host on ITVs This Morning. He founded the Atelier in 2011 as the home of our handpicked dream team of colourists and stylists.

From Fashion Week to the red carpet, if youve spotted a shade you absolutely love, its more than likely expert colourist Josh Wood or his team were behind it - Refinery29

We are on a mission to offer a better solution for clients to have fantastic personalised hair colour that is tailored to each individual. Our London Atelier is also the home to Josh Wood Colour Digital, working alongside Josh and the Atelier team to bring expert product innovation to our at-home community.

Key Responsibilities

Ideal Candidate

Working environment

Location

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New Product Development Manager job with Josh Wood Colour | 146779 - The Business of Fashion

Personal Care Ingredients Market 2020: Latest Analysis

Chicago, United States:- Global Personal Care Ingredients Market reports offers important insights which help the industry experts, product managers, CEOs, and business executives to draft their policies on various parameters including expansion, acquisition, and new product launch as well as analyzing and understanding the market trends.

Each segment of the global Personal Care Ingredients market is extensively evaluated in the research study. The segmental analysis offered in the report pinpoints key opportunities available in the global Personal Care Ingredients market through leading segments. The regional study of the global Personal Care Ingredients market included in the report helps readers to gain a sound understanding of the development of different geographical markets in recent years and also going forth. We have provided a detailed study on the critical dynamics of the global Personal Care Ingredients market, which include the market influence and market effect factors, drivers, challenges, restraints, trends, and prospects. The research study also includes other types of analysis such as qualitative and quantitative.

Global Personal Care Ingredients Market report offers a detailed Outlook and future prospects of the Industry. The Personal Care Ingredients Market report includes various topics like market size & share, Product types, applications, key market drivers & restraints, challenges, growth opportunities, key players, competitive landscape.

Top Players of Personal Care Ingredients Market are Studied: Ashland, BASF, Croda, Evonik, Lonza Group, Solvay, Akzo Nobel, Clariant, DOW Chemical Company, Wacker Chemie AG, Aston Chemicals, Huntsman, Eastman Chemical, DSM, Merck KGaA, Dupont, Symrise Ag

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Competitive landscape is a critical aspect every key player needs to be familiar with. The report throws light on the competitive scenario of the global Personal Care Ingredients market to know the competition at both the domestic and global levels. Market experts have also offered the outline of every leading player of the global Personal Care Ingredients market, considering the key aspects such as areas of operation, production, and product portfolio. Additionally, companies in the report are studied based on the key factors such as company size, market share, market growth, revenue, production volume, and profits.

NOTE:Due to the pandemic, we have included a special section on the Impact of COVID 19 on the Personal Care Ingredients Market which would mention How the Covid-19 is Affecting the Personal Care Ingredients Industry, Market Trends and Potential Opportunities in the COVID-19 Landscape, Covid-19 Impact on Key Regions and Proposal for Personal Care Ingredients Players to Combat Covid-19 Impact.

The analysis includes market size, upstream situation, market segmentation, market segmentation, price & cost and industry environment. In addition, the report outlines the factors driving industry growth and the description of market channels.The report begins from overview of industrial chain structure, and describes the upstream. Besides, the report analyses market size and forecast in different geographies, type and end-use segment, in addition, the report introduces market competition overview among the major companies and companies profiles, besides, market price and channel features are covered in the report.

Our exploration specialists acutely ascertain the significant aspects of the global Personal Care Ingredients market report. It also provides an in-depth valuation in regards to the future advancements relying on the past data and present circumstance of Personal Care Ingredients market situation. In this Personal Care Ingredients report, we have investigated the principals, players in the market, geological regions, product type, and market end-client applications. The global Personal Care Ingredients report comprises of primary and secondary data which is exemplified in the form of pie outlines, Personal Care Ingredients tables, analytical figures, and reference diagrams. The Personal Care Ingredients report is presented in an efficient way that involves basic dialect, basic Personal Care Ingredients outline, agreements, and certain facts as per solace and comprehension.

Segmentation by Application: Skin Care Hair Care Oral Care Make-up Others

Segmentation by Type: Emollients Surfactants Emulsifiers Rheology Modifiers Active Ingredients Others

The Essential Content Covered in the GlobalPersonal Care Ingredients Market Report:

* Top Key Company Profiles. * Main Business and Rival Information * SWOT Analysis and PESTEL Analysis * Production, Sales, Revenue, Price and Gross Margin * Market Share and Size

Regional Coverage: North America (United States, Canada and Mexico), Europe (Germany, France, UK, Russia and Italy), Asia-Pacific (China, Japan, Korea, India and Southeast Asia), South America (Brazil, Argentina, Colombia etc.), Middle East and Africa (Saudi Arabia, UAE, Egypt, Nigeria and South Africa)

Some Main Reasons For Purchasing This Report:

Readers of this report will receive in-depth knowledge about the market.

Updated statistics offered on the global Personal Care Ingredients market report.

This report provides an insight into the market that will help you boost your companys business and sales activities.

It will help you to find prospective partners and suppliers.

It will assist and strengthen your companys decision-making processes.

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Table of Contents

Market Overview: This is the first section of the report that includes an overview of the scope of products offered in the global Personal Care Ingredients market, segments by product and application, and market size.

Market Competition by Player: Here, the report shows how the competition in the global Personal Care Ingredients market is growing or decreasing based on deep analysis of market concentrate rate, competitive situations and trends, expansions, merger and acquisition deals, and other subjects. It also shows how different companies are progressing in the global Personal Care Ingredients market in terms of revenue, production, sales, and market share.

Company Profiles and Sales Data: This part of the report is very important as it gives statistical as well as other types of analysis of leading manufacturers in the global Personal Care Ingredients market. It assesses each and every player studied in the report on the basis of main business, gross margin, revenue, sales, price, competitors, manufacturing base, product specification, product application, and product category.

Market Status and Outlook by Region: The report studies the status and outlook of different regional markets such as Europe, North America, the MEA, Asia Pacific, and South America. All of the regional markets researched about in the report are examined based on price, gross margin, revenue, production, and sales. Here, the size and CAGR of the regional markets are also provided.

Market by Product: This section carefully analyzes all product segments of the global Personal Care Ingredients market.

Market by Application: Here, various application segments of the global Personal Care Ingredients market are taken into account for research study.

Market Forecast: It starts with revenue forecast and then continues with sales, sales growth rate, and revenue growth rate forecasts of the global Personal Care Ingredients market. The forecasts are also provided taking into consideration product, application, and regional segments of the global Personal Care Ingredients market.

Upstream Raw Materials: This section includes industrial chain analysis, manufacturing cost structure analysis, and key raw materials analysis of the global Personal Care Ingredients market.

Marketing Strategy Analysis, Distributors: Here, the research study digs deep into behavior and other factors of downstream customers, distributors, development trends of marketing channels, and marketing channels such as indirect marketing and direct marketing.

Research Findings and Conclusion: This section is solely dedicated to the conclusion and findings of the research study on the global Personal Care Ingredients market.

Appendix: This is the last section of the report that focuses on data sources, viz. primary and secondary sources, market breakdown and data triangulation, market size estimation, research programs and design, research approach and methodology, and the publishers disclaimer.

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Trending now: Covid-19 impact on Personal Care Ingredients Market Segmentation, Analysis by Recent Trends, Development & Growth by Regions...

Alejandro Covarrubias is a third-generation Mexican American whose experiences have changed his outlook on his own life, and the lives of others. From acknowledging racism in the world and seeing homelessness up close, Covarrubias has taken on his new role as Cal Poly Pomonas executive director of student inclusion and belonging with his past experiences guiding him in his goal of changing students perspective of the world.

This position is new to the university and the duties that came with it have changed rapidly from when Covarrubias first applied in February to today. Instead of engaging with students and groups on campus, he now participates in virtual events.

One of Covarrubias first such engagements at CPP came during ASIs Student Community Planning on Racial Justice event. During the student-centric town hall, Covarrubias followed the lead of ASI executive leaders in discussion with CPP students and chimed in through direct messages to facilitate.

I dont need to be the face of events, Covarrubias said. I want to empower students to have these conversations on their own.

Covarrubias was raised in Oxnard, California. His mother works at Cal State Northridge in human resources while his father is a Superior Court judge for Ventura County who specializes in juvenile justice. From a young age, his family taught him to view the world from his own perspective and from the perspective of others.

It was just a part of growing up, Covarrubias said. He remembers his moms parents idolizing Cesar Chavez and what he stood for as a labor leader, community organizer and Latino American civil rights activist. He attests to this forming his identity and ideals.

Growing up, my family would call me Ale, Covarrubias said. When I was in preschool, teachers started calling me Alex. He explained his nickname was a part of his Latino identity that he lost until he entered graduate school at Loyola College in Maryland.

It was there that he began working under Sara Furr, former assistant director to the office of student life, that Covarrubias found the freedom of expression that he craved.

I urged him to use the name that honored his truest self, said Furr, I think it makes all the difference, especially when doing social justice and equity work.

Furr described Covarrubias as always reflective and open to feedback from her, which she said fuels his focus on personal development and engagement within his relationships. This affirming experience solidified what he had learned from his volunteer work in Sacramento before grad school. He worked with the Jesuit Volunteer Corps as security, case management and overall liaison for social service programs throughout the city.

This group turned an old junkyard into a park called Friendship Park, where the homeless could gather and eat breakfast since shelters turned them away during the hours of 7 a.m. to 3 p.m.

I got to see how we have dehumanized these people, Covarrubias said. We stereotype them. It showed me the true inequalities that exist, like homophobia and racism.

This experience was transformative for Covarrubias as it brought up questions he had about what his role and privilege was in addressing these issues.

He took these experiences to heart and applied these lessons to how he interacted with students during his time as an assistant professor in the Department of Leadership Studies at the University of San Francisco.

I never aspired to be a faculty member, Covarrubias said, yet it proved to be a satisfying job forhim. Students would tell me Ive never had a Latino professor before, and Ive never seen anyone teach the way you teach.

Covarrubias plans to participate and reach out to marginalized communities at CPP through one on one conversations with students or through events. He also utilizes data and looks for patterns of social injustice and reports them to higher administration.

Covarrubias said that it becomes a matter of what policies the college needs to enact to have a greatersense of community on campus, even while virtual.

Since joining CPP in June, he has participated in the annual CPP Fest held virtually due to the pandemic. He contributed to discussions regarding first-generation students and the working class experience.

These discussions included the forced conformity of ideals or beliefs that the working class or first generation college students have to do to fit in with the majority. He identifies with this marginalizedgroup which he refers to as class straddlers.

Theyre stuck between two worlds, Covarrubias said. I want students to know its okay to not know how you fit in. Conformity isnt necessary.

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New executive director of inclusion and belonging talks unity, social justice - The Poly Post

Technical Manager

Fixed-term 6-month contract with potential for a permanent role in future

The role

Josh Wood Colour is looking for someone who loves delighting clients and staff through the application and support of technology. This role is ideal if you are a technical specialist who loves working with rapidly evolving teams and needs, and who has a bias for helping to innovate and figure out how get to yes in a risk-balanced manner.

We offer significant independence to teams within the business to champion and lead day to day use of the main software platforms for their teams where practical. The Technical Manager will ensure cross-system compatibility and integration, data integrity, improvements, effectiveness.

The Technical Manager supports all other systems including CRM and acts as desktop support for the team. This role has no direct reports and will report directly into top management. There is a separate Head of Digital who runs our e-commerce system.

About

Josh Wood is a world leading colourist, an Executive Board Member of the British Beauty Council and a regular host on ITVs This Morning. He founded the Atelier in 2011 as the home of our handpicked dream team of colourists and stylists.

From Fashion Week to the red carpet, if youve spotted a shade you absolutely love, its more than likely expert colourist Josh Wood or his team were behind it - Refinery29

We are on a mission to offer a better solution for clients to have fantastic personalised hair colour that is tailored to each individual. Our London Atelier is also the home to Josh Wood Colour Digital, working alongside Josh and the Atelier team to bring expert product innovation to our at home community.

Key Responsibilities

Ideal Candidate

Working environment

Location

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Technical Manager job with Josh Wood Colour | 146773 - The Business of Fashion