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<h1 data-aos="fade-down" id="covid-19-sentry">Covid-19 Sentry</h1>
<h1 data-aos="fade-right" data-aos-anchor-placement="top-bottom" id="contents">Contents</h1>
<ul>
<li><a href="#from-preprints">From Preprints</a></li>
<li><a href="#from-clinical-trials">From Clinical Trials</a></li>
<li><a href="#from-pubmed">From PubMed</a></li>
<li><a href="#from-patent-search">From Patent Search</a></li>
</ul>
<h1 data-aos="fade-right" id="from-preprints">From Preprints</h1>
<ul>
<li><strong>Transdiagnostic mechanisms of mental health during COVID-19 pandemic in Germany</strong> -
<div>
Background: Since the outbreak of COVID-19 pandemic, psychological distress is increased. Transdiagnostic mechanisms, including trauma, personality functioning, mentalizing and emotion regulation are considered relevant to the development and maintenance of mental health problems and therefore may play a role in individuals’ reactions to the pandemic. Aim: To identify moderating and mediating factors associated with pandemic-related distress and mental health problems in adults and families, we aim to investigate the interactions of interpersonal trauma (childhood trauma and domestic violence), psychological capacities (personality functioning, mentalizing and emotion regulation) and pandemic-related adversity on psychological distress during the COVID-19 pandemic. Furthermore, we aim to investigate behavioral and cognitive consequences of the pandemic (e.g., media consumption, vaccination status, conspiracy beliefs). Methods: Using an online-based cross-sectional and longitudinal design, we will investigate a sample of adult participants recruited via online platforms in German-speaking countries over the course of one year with four measurements points via self-report instruments (personality functioning: PID5BF+; mentalizing: MentS, PRFQ; emotion regulation: DERS-SF; mental health problems: PHQ-9, GAD-7; a composite pandemic-related stress score). Structural equation and multi-level modeling will be performed for data analyses. Implications: This study will provide data on the moderating and mediating effects of trauma, personality functioning and mentalizing during the pandemic in a large community sample, particularly on vulnerable groups like families. Identifying transdiagnostic mechanisms of psychopathology in the course of a pandemic crisis may provide valuable insight for the development of pre- and intervention measures for potential psychological distress during and post the pandemic.
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://osf.io/epv9m/" target="_blank">Transdiagnostic mechanisms of mental health during COVID-19 pandemic in Germany</a>
</div></li>
<li><strong>Medium, Small and Medium Enterprises (MSMEs) Digital Development</strong> -
<div>
During the COVID-19 era, companies must be able to adapt with changing business trends. Like adopting a digital platform, implementation of good corporate governance, analyze threat and take advantage of opportunities. This study uses a qualitative method with a case study approach that aims to increase the contribution of Medium, Small and Medium Enterprises (MSMEs) to Indonesian economic. The results of the research show that credit, training, and mentoring programs haven’t been able to raise small and medium enterprises, but still trying to increase the literacy index and financial inclusion to accelerate income distribution in Indonesia.
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://osf.io/xbd4q/" target="_blank">Medium, Small and Medium Enterprises (MSMEs) Digital Development</a>
</div></li>
<li><strong>Medium, Small and Medium Enterprises and Digital Platforms</strong> -
<div>
The Covid-19 pandemic has further eroded people’s income and purchasing power. People’s savings are increasingly decreasing for consumption needs, especially for those who experienced termination of employment or were laid off, resulting in an increasingly depleted source of household funds. Deflation in July and August 2020 was triggered more by falling prices for a number of food, beverage and transportation groups, indicating the large demand in the midst of the Covid-19 pandemic. Trends in other countries show that there is a slowdown in inflation and deflation that is hitting supply and demand. The decline in demand for food was correlated with a decrease in the exchange rate of agricultural food crops by 0.25%, or to be 110.17. Likewise, there was a decrease in the exchange rate of horticultural agricultural products by 0.74%, or to be 99.77; including deflation in the Household Consumption Index of 0.13%. In terms of the contribution of public expenditure, it appears that the 20% group (upper class) reaches 45.49% of the total national consumption, the 40% group (middle class) contributes 36.78%, and the 40% group (lower class) only contributes 17%.
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://osf.io/5gmpf/" target="_blank">Medium, Small and Medium Enterprises and Digital Platforms</a>
</div></li>
<li><strong>The Development of Digital MSME in the Covid-19 Pandemic</strong> -
<div>
The global Covid-19 pandemic that has plagued all countries of the world has affect all sectors of people’s lives. In Indonesia, almost all sectors experience impacts, especially the economic ecosystem which has been become the focus of society. Furthermore, the Covid-19 pandemic has made the slowdown in the economic sector in Indonesia with its various derivatives. The Micro, Small and Medium Enterprises (MSME) sector which is part of the most important sector of the economy is very important feel. This is what worried by all parties, because it has made the MSME sector experienced a significant decline. Moreover, currently many MSMEs are experiencing various problems such as: decrease in sales, capital, hampered distribution, difficulty in raw materials, decreased production and the occurrence of many layoffs for workers and hunting which later became a threat to the national economy. MSMEs as a driver of the domestic economy and a middle labor absorber face a decline in productivity which results in a decrease in profits significant. Even based on the related Asian Development Bank (ADB) survey, the impact of the pandemic on MSMEs in Indonesia, 88% of micro businesses run out of cash or savings, and more than 60% of these micro and small enterprises have reduced their workforce work.
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://osf.io/q7u2h/" target="_blank">The Development of Digital MSME in the Covid-19 Pandemic</a>
</div></li>
<li><strong>Inequalities in population health loss by multiple deprivation: COVID-19 and pre-pandemic all-cause disability-adjusted life years (DALYs) in Scotland</strong> -
<div>
Background: COVID-19 has caused almost unprecedented change across health, education, the economy and social interaction. It is widely understood that the existing mechanisms which shape health inequalities have resulted in COVID-19 outcomes following this same, familiar, pattern. Our aim was to estimate inequalities in the population health impact of COVID-19 in Scotland, measured by disability-adjusted life years (DALYs) in 2020. These were scaled against pre-pandemic inequalities in DALYs combined across all causes, derived from the Scottish Burden of Disease (SBoD) study. Methods: National deaths and daily case data were input into the European Burden of Disease Network consensus model to estimate DALYs. Total Years of Life Lost (YLL) were estimated for each area-based deprivation quintile of the Scottish population. Years Lived with Disability were proportionately distributed to deprivation quintiles, based on YLL estimates. Inequalities were measured by: the range, Relative Index of Inequality (RII), Slope Index of Inequality (SII), and attributable DALYs were estimated by using the least deprived quintile as a reference. Overall, and inequalities in, COVID-19 DALYs were scaled against pre-pandemic estimates of inequalities across all causes from the SBoD study. Results: Marked inequalities were observed across several measures. The SII was 2,048–2,289 COVID-19 DALYs per 100,000 population. The RII was 1.16, meaning that the rate in the most deprived areas was around 58% higher than the mean population rate, with 40% of COVID-19 DALYs attributed to differences in area-based deprivation. Overall DALYs due to COVID-19 ranged from 7–20% of the annual pre-pandemic impact of inequalities in health loss combined across all causes. Conclusion: The substantial population health impact of COVID-19 in Scotland was not shared equally across areas experiencing different levels of deprivation. The extent of inequality due to COVID-19 was similar to averting all annual DALYs due to diabetes. In the wider context of population health loss, overall ill-health and mortality due to COVID-19 was, at most, a fifth of the annual population health loss due to inequalities in multiple deprivation. Implementing effective policy interventions to reduce health inequalities must be at the forefront of plans to recover and improve population health.
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://osf.io/preprints/socarxiv/js3h6/" target="_blank">Inequalities in population health loss by multiple deprivation: COVID-19 and pre-pandemic all-cause disability-adjusted life years (DALYs) in Scotland</a>
</div></li>
<li><strong>Coupling freedom from disease principles and early warning from wastewater surveillance to improve health security</strong> -
<div>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
Abstract: Infectious disease surveillance is vitally important to maintaining health security, but these efforts are challenged by the pace at which new pathogens emerge. Wastewater surveillance can rapidly obtain population-level estimates of disease transmission, and we leverage freedom from disease principles to make use of non-detection of SARS-CoV-2 in wastewater to estimate the probability that a community is free from SARS-CoV-2 transmission. From wastewater surveillance of 24 treatment plants across upstate New York beginning in May 2020, we observed a reliable limit of detection of 0.3–0.5 cases per 10,000 population. No COVID-19 cases were reported 40% of the time following a non-detection of SARS-CoV-2 in wastewater, and cases were less than 1 daily case per 10,000 population 97% of the time following non-detection. Trends in the intensity of SARS-CoV-2 in wastewater correlate with trends in COVID-19 incidence and test positivity (⍴&gt;0.5), with the greatest correlation observed for active cases and a three-day lead time between wastewater sample date and clinical test date. Wastewater surveillance can cost-effectively demonstrate the geographic extent of the transmission of emerging pathogens, confirming that transmission is absent or under control and alerting of an increase in transmission. If a statewide wastewater surveillance platform had been in place prior to the onset of the COVID-19 pandemic, policymakers would have been able to complement the representative nature of wastewater samples to individual testing, likely resulting in more precise public health interventions and policies.
</p>
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://www.medrxiv.org/content/10.1101/2021.06.11.21258797v1" target="_blank">Coupling freedom from disease principles and early warning from wastewater surveillance to improve health security</a>
</div></li>
<li><strong>The NICE COVID-19 search strategy for Ovid MEDLINE and Embase: developing and maintaining a strategy to support rapid guidelines</strong> -
<div>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
Introduction The United Kingdom9s (UK) National Institute for Health and Care Excellence (NICE) needs access to evidence on COVID-19 to develop rapid guidelines for healthcare professionals. This paper reports on how the NICE COVID-19 search strategy for identifying references in Ovid MEDLINE and Embase has been developed and maintained. Methods Each free-text line from the June 2020 version of the NICE COVID-19 search strategy was categorised as Critical, High, Medium, Low or Zero priority, according to the number of results and their relevance to NICE. Five search options were devised and tested by combining them with a search for drug treatments. The two prioritised options were compared to the COVID-19 Limit available in Ovid. New subject headings were tested and added. The selected option was refined to make the strategy simpler to use. Results The updated strategy combines free-text terms, categorised as Critical, High and Medium priority for NICE, with appropriate subject headings. Discussion The paper describes the challenges of maintaining a search strategy during the COVID-19 pandemic, as terminology continues to evolve. Conclusions A search strategy for identifying COVID-19 references, within the remit of NICE, has been developed. The recommended strategy could be considered for validation at an appropriate point in the pandemic. It is hoped that understanding how NICE has maintained its COVID-19 strategy will encourage further discussion on the challenges.
</p>
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://www.medrxiv.org/content/10.1101/2021.06.11.21258749v1" target="_blank">The NICE COVID-19 search strategy for Ovid MEDLINE and Embase: developing and maintaining a strategy to support rapid guidelines</a>
</div></li>
<li><strong>A pilot feasibility study on SARS-CoV-2 detection method based on nasopharyngeal lavage fluid</strong> -
<div>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
Objective. Nose and nasopharyngeal swab is the preferred and worldwide accepted method to detect the Severe Acute Respiratory Syndrome Coronavirus 2 (SARS-CoV-2) within the nose and nasopharynx. This method may be linked with possible difficulties, such as patient discomfort or complications. This paper shows a pilot study of SARS-CoV-2 detection with nasal and nasopharyngeal lavage fluids. Methods. Nasal lavage fluid was collected from patients who were submitted to SARS-CoV-2 screening test, due to a preceding positive rapid antigen test. A control group was enrolled among healthcare professionals whose nasopharyngeal swab tested negative. Nasal lavages were performed using isotonic saline solution injected through a nasal fossa. Both lavage fluid and traditional nasopharyngeal swab were analyzed by real time PCR and antigenic test. Results. A total of 49 positive subjects were enrolled in the study. Results of the analysis on lavages and nasopharyngeal swabs were concordant for 48 cases, regardless of the antigenic and molecular test performed. Real time PCR resulted weakly positive at swab in one case and negative at lavage fluid. Among the control group (44 subjects) nasopharyngeal swab and lavage fluid analyses returned a negative result. Sensitivity of the molecular test based on nasal lavage fluid, compared to traditional nasal swab, was 97.7%, specificity was 100%, and accuracy was 98.9%, with high agreement (Cohen k, 0.978). Conclusion. Nasal and nasopharyngeal lavages resulted to be highly reliable and well tolerated. A larger series is needed in order to confirm these results. This approach may potentially represent a valid alternative to the traditional swab method in selected cases.
</p>
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://www.medrxiv.org/content/10.1101/2021.06.14.21258619v1" target="_blank">A pilot feasibility study on SARS-CoV-2 detection method based on nasopharyngeal lavage fluid</a>
</div></li>
<li><strong>A pan-European study of SARS-CoV-2 variants in wastewater under the EU Sewage Sentinel System</strong> -
<div>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
Wastewater based surveillance employing qPCR has already shown its utility for monitoring SARS-CoV-2 at community level, and consequently the European Commission has recommended the implementation of an EU Sewage Sentinel System. However, using sequencing for the determination of genomic variants in wastewater is not fully established yet. Therefore, we focused on the sequencing analysis of SARS-CoV-2 RNA in wastewater samples collected across 20 European countries including 54 municipalities. The results provide insight into the abundance and the profile of the mutations associated with the variants of concerns: B.1.1.7, P.1, B.1.351 and B.1.617.2, which were present in various wastewater samples. This study shows that integrating genomic and wastewater-based epidemiology (WBE) can support the identification of variants circulating in a city at community level.
</p>
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://www.medrxiv.org/content/10.1101/2021.06.11.21258756v1" target="_blank">A pan-European study of SARS-CoV-2 variants in wastewater under the EU Sewage Sentinel System</a>
</div></li>
<li><strong>Quarantine and testing strategies to reduce transmission risk from imported SARS-CoV-2 infections: a global modelling study</strong> -
<div>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
Background Many countries require incoming air travellers to quarantine on arrival and/or undergo testing to limit importation of SARS-CoV-2. Methods We developed mathematical models of SARS-CoV-2 viral load trajectories over the course of infection to assess the effectiveness of quarantine and testing strategies. We consider the use of Polymerase Chain Reaction (PCR) and lateral flow testing (LFT) both pre-flight, to reduce the number of infectious arrivals and when exiting quarantine, and daily testing of arrivals with LFTs. We also estimate the effect of each strategy relative to domestic incidence, and limits of achievable risk reduction, for 99 countries where flight data and case numbers are estimated. Results We find that immediately pre-flight LFTs are more effective than PCR tests 3 days before departure in decreasing the number of departing infectious travellers. Pre-flight LFTs and post-flight quarantines, with tests to release, may prevent the majority of transmission from infectious arrivals while reducing the required duration of quarantine; a pre-flight LFT followed by 5 days in quarantine with a test to release would reduce the expected number of secondary cases generated by an infected traveller compared to symptomatic self-isolation alone, Rs, by 85% (95% UI: 74%, 96%) for PCR and 85% (95% UI: 70%, 96%) for LFT, even assuming imperfect adherence to quarantine (28% of individuals) and self-isolation following a positive test (86%). Under the same adherence assumptions, 5 days of daily LFT testing would reduce Rs by 91% (95% UI: 75%, 98%). Conclusions Strategies aimed at reducing the risk of imported cases should be considered with respect to: domestic incidence, transmission, and susceptibility; measures in place to support quarantining travellers; and incidence of new variants of concern in travellers9 origin countries. Daily testing with LFTs for 5 days is comparable to 5 days of quarantine with a test on exit or 14 days with no test.
</p>
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://www.medrxiv.org/content/10.1101/2021.06.11.21258735v1" target="_blank">Quarantine and testing strategies to reduce transmission risk from imported SARS-CoV-2 infections: a global modelling study</a>
</div></li>
<li><strong>Patient Outcomes and Lessons-Learned from Treating Patients with Severe COVID-19 at a Long-Term Acute Care Hospital</strong> -
<div>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
The goal of this study was to describe the characteristics, clinical management, and patient outcomes during, and after, acute COVID-19 phase at Gaylord Specialty Healthcare, a long-term acute care hospital in Wallingford, CT, USA. In this study, we conducted a single-center retrospective analysis of electronic medical records of patients treated for COVID-19-related impairments, from March 19, 2020 through August 14, 2020, to evaluate patient outcomes in response to holistic treatment approach used at our facility. Of the 127 total COVID-19 related patient admissions during this time, 118 were discharged by the data cut-off. Mean patient age was 63 years, 64.1% were male, and 29.9% of patients tested-positive for SARS-CoV-2 infection at admission. The mean (SD) length-of-stay at was 25.5 (13.0) days and there was a positive correlation between patient age and length-of-stay. Of the 51 patients non-ambulatory at admission, 83.3% were ambulatory at discharge. Gait increased 217.4 feet from admission to discharge, a greater increase than the reference cohort of 146.3 feet. 93.8% (15/16) of patients mechanically ventilated at admission were weaned before discharge (mean 11.3 days). 74.7% (56/75) of patients admitted with a restricted diet were discharged on a regular diet. In conclusion, the majority of patients treated at our long-term acute care hospital for severe COVID-19 and related complications improved significantly through coordinated care and rehabilitation.
</p>
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://www.medrxiv.org/content/10.1101/2021.06.10.21255008v1" target="_blank">Patient Outcomes and Lessons-Learned from Treating Patients with Severe COVID-19 at a Long-Term Acute Care Hospital</a>
</div></li>
<li><strong>The prevalence, incidence, prognosis and risk factors for depression and anxiety in a UK cohort during the COVID-19 pandemic</strong> -
<div>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
Background: The COVID-19 pandemic had profound immediate impacts on population mental health. However, in whom the effects may be prolonged is less clear. Aims: To investigate the prevalence, incidence, prognosis, and risk factors for depression and anxiety reported in a UK cohort over three distinct periods in the pandemic in 2020. Method: An online survey was distributed to a UK community cohort (n=3097) at three points: April (baseline), July-September (T2) and November-December (T3). Participants completed validated measures of depression and anxiety on each occasion and we prospectively explored the role of socio-demographic factors and psychological factors (loneliness, positive mood, perceived risk of and worry about COVID-19) as risk factors. Results: Depression (PHQ-9 means - baseline: 7.69, T2: 5.53, T3: 6.06) and anxiety scores (GAD-7 means -baseline: 6.59, T2: 4.60, T3: 4.98) were considerably greater than pre-pandemic population norms. Women reported greater depression and anxiety than men. Being younger, having prior mental health disorders, more negative life events due to COVID-19, as well as greater loneliness and lower positive mood at baseline were significant predictors of poorer mental health outcomes. Conclusion: The negative impact of the COVID-19 pandemic on mental health has persisted to some degree. Younger people and individuals with prior mental health disorders were at greatest risk. Easing of restrictions might bring the opportunity for a return to social interaction, which could mitigate the risk factors of loneliness and positive mood.
</p>
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://www.medrxiv.org/content/10.1101/2021.06.11.21258750v1" target="_blank">The prevalence, incidence, prognosis and risk factors for depression and anxiety in a UK cohort during the COVID-19 pandemic</a>
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<li><strong>Urine test predicts kidney injury and death in COVID-19</strong> -
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<b>Background:</b> Kidney injury is common in COVID-19 infection, but serum creatinine (SCr) is not a sensitive or specific marker of kidney injury. We hypothesized that molecular markers of tubular injury could diagnose COVID-19 associated kidney damage and predict its clinical course. <b>Methods:</b> This is a prospective cohort study of 444 consecutive COVID-19 patients (43.9% females, 20.5% African American, 54.1% Latinx) in Columbia University9s Emergency Department at the peak of the New York pandemic (March-April 2020). Urine and blood were collected simultaneously at admission (median time of day 0, IQR 0-2 days) and within 1 day of a positive SARS-CoV-2 test in 70% of patients. Biomarker assays were blinded to clinical data. <b>Results:</b> Urinary NGAL (uNGAL) was strongly associated with AKI diagnosis (267±301 vs. 96±139 ng/mL, P=1.6x10<sup>-10</sup>). uNGAL &gt;150ng/mL had 80% specificity and 75% sensitivity to diagnose AKIN stage 2 or higher. uNGAL quantitatively predicted the duration of AKI and outcomes, including death, dialysis, shock, and longer hospital stay. The risk of death increased 73% per standard deviation of uNGAL [OR (95%CI): 1.73 (1.29-2.33), P=2.8x10<sup>-4</sup>] and was independent of baseline SCr, co-morbidities, and proteinuria [adjusted OR (95%CI): 1.51 (1.10-2.11), P=1.2x10<sup>-2</sup>]. Proteinuria and uKIM-1 also indicated tubular injury, but were not diagnostic of AKI. Typically, distal nephron segments transcribe NGAL, but in COVID-19 biopsies with widespread acute tubular injury (ATI), NGAL expression overlapped KIM-1 in proximal tubules. <b>Conclusion:</b> uNGAL predicted the diagnosis, duration, and severity of AKI and ATI, as well as hospital stay, dialysis, shock, and death in patients with acute COVID-19.
</p>
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<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://www.medrxiv.org/content/10.1101/2021.06.10.21258638v1" target="_blank">Urine test predicts kidney injury and death in COVID-19</a>
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<li><strong>Reopening International Borders without Quarantine: Contact Tracing Integrated Policy against COVID-19</strong> -
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<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
With the COVID-19 vaccination widely implemented in most countries, propelled by the need to revive the tourism economy, there is a growing prospect for relieving the social distancing regulation and reopening borders in tourism-oriented countries and regions. The need incentivizes stakeholders to develop border control strategies that fully evaluate health risks if mandatory quarantines are lifted. In this study, we have employed a computational approach to investigate the contact tracing integrated policy in different border reopening scenarios in Hong Kong, China. Built on a modified SEIR epidemic model with a 30% vaccination coverage, the results suggest that scenarios with digital contact tracing and quick isolation intervention can reduce the infectious population by 92.11% compared to those without contact tracing. By further restricting the inbound population with a 10,000 daily quota and applying moderate-to-strong community non-pharmacological interventions (NPIs), the average daily confirmed cases in the forecast period of 60 days can be well controlled at around 9 per day (95% CI: 7-12). Two main policy recommendations are drawn from the study. First, digital contact tracing would be an effective countermeasure for reducing local virus spread, especially when it is applied along with a moderate level of vaccination coverage. Second, implementing a daily quota on inbound travelers and restrictive community NPIs would further keep the local infection under control. This study offers scientific evidence and prospective guidance for developing and instituting plans to lift mandatory border control policies in preparing for the global economic recovery.
</p>
</div>
<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://www.medrxiv.org/content/10.1101/2021.06.10.21258672v1" target="_blank">Reopening International Borders without Quarantine: Contact Tracing Integrated Policy against COVID-19</a>
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<li><strong>Chronic fatigue and post-exertional malaise in people living with long COVID</strong> -
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Purpose: People living with long COVID describe a high symptom burden, and a more detailed assessment of chronic fatigue and post-exertional malaise (PEM) may inform the development of rehabilitation recommendations. The aims of this study were to use validated questionnaires to measure the severity of fatigue and compare this with normative data and thresholds for clinical relevance in other diseases; measure and describe the impact of PEM; and describe symptoms of dysfunctional breathing, self-reported physical activity/sitting time, and health-related quality of life. Methods: This was an observational study involving an online survey for adults living with long COVID (data collection from February-April, 2021) following a confirmed or suspected SARS-CoV-2 infection. Questionnaires included the Functional Assessment of Chronic Illness Therapy-Fatigue Scale (FACIT-F) and DePaul Symptom Questionnaire-Post-Exertional Malaise. Results: After data cleaning, n=213 participants were included in the analysis. Participants primarily identified as women (85.5%), aged 40-59 (78.4%), who had been experiencing long COVID symptoms for ≥6 months (72.3%). The total FACIT-F score was 18±10 (where the score can range from 0-52, and a lower score indicates more severe fatigue), and 71.4% were experiencing chronic fatigue. Post-exertional symptom exacerbation affected most participants, and 58.7% met the scoring thresholds used in people living with myalgic encephalomyelitis/chronic fatigue syndrome. PEM occurred alongside a reduced capacity to work, be physically active, and function both physically and socially. Conclusion: Long COVID is characterized by chronic fatigue that is clinically relevant and is at least as severe as fatigue in several other clinical conditions, including cancer. PEM appears to be a common and significant challenge for the majority of this patient group. Patients, researchers, and allied health professionals are seeking information on safe rehabilitation for people living with long COVID, particularly regarding exercise. Fatigue and post-exertional symptom exacerbation must be monitored and reported in studies involving interventions for people with long COVID.
</p>
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<div class="article-link article-html-link">
🖺 Full Text HTML: <a href="https://www.medrxiv.org/content/10.1101/2021.06.11.21258564v1" target="_blank">Chronic fatigue and post-exertional malaise in people living with long COVID</a>
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</ul>
<h1 data-aos="fade-right" id="from-clinical-trials">From Clinical Trials</h1>
<ul>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Ivermectin Treatment Efficacy in Covid-19 High Risk Patients</strong> - <b>Condition</b>:   COVID-19<br/><b>Intervention</b>:   Drug: Ivermectin 0.4mg/kg/day for 5 days<br/><b>Sponsor</b>:   Clinical Research Centre, Malaysia<br/><b>Not yet recruiting</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>To Evaluate the Safety and Efficacy of TQ Formula in Covid-19 Participants</strong> - <b>Condition</b>:   Covid19<br/><b>Intervention</b>:   Drug: Black Seed Oil Cap/Tab<br/><b>Sponsor</b>:   Novatek Pharmaceuticals<br/><b>Recruiting</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Study of Allogeneic Adipose-Derived Mesenchymal Stem Cells to Treat Post COVID-19 “Long Haul” Pulmonary Compromise</strong> - <b>Condition</b>:   Covid19<br/><b>Intervention</b>:   Biological: COVI-MSC<br/><b>Sponsor</b>:   Sorrento Therapeutics, Inc.<br/><b>Not yet recruiting</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Intramuscular VIR-7831 (Sotrovimab) for Mild/Moderate COVID-19</strong> - <b>Condition</b>:   Covid19<br/><b>Intervention</b>:   Biological: VIR-7831<br/><b>Sponsors</b>:   Vir Biotechnology, Inc.;   GlaxoSmithKline<br/><b>Not yet recruiting</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Nervous System Symptoms Associated With COVID 19</strong> - <b>Condition</b>:   Covid19<br/><b>Interventions</b>:   Other: NEURO +;   Other: NEURO -<br/><b>Sponsor</b>:   University Hospital, Toulouse<br/><b>Completed</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Collecting Respiratory Sound Samples From Corona Patients to Extend the Diagnostic Capability of VOQX Electronic Stethoscope to Diagnose COVID-19 Patients</strong> - <b>Condition</b>:   COVID-19<br/><b>Intervention</b>:   Diagnostic Test: Electronic stethoscope<br/><b>Sponsor</b>:   Sanolla<br/><b>Recruiting</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>The Burden of COVID-19 Survivorship</strong> - <b>Condition</b>:   Covid19<br/><b>Intervention</b>:   Other: Exercise Training<br/><b>Sponsor</b>:   Mayo Clinic<br/><b>Not yet recruiting</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Community-based Post-exposure Prophylaxis for COVID-19</strong> - <b>Condition</b>:   Covid19<br/><b>Interventions</b>:   Other: Guduchi Ghanvati;   Other: Standard guidelines<br/><b>Sponsors</b>:   NMP Medical Research Institute;   Aarogyam UK;   Dr. Sarvepalli Radhakrishnan Rajasthan Ayurved University;   Samta Ayurveda Prakoshtha, India;   Padmanabhama Ayurveda Hospital and Research Centre<br/><b>Completed</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Impact of Steroids on Inflammatory Response in Covid-19</strong> - <b>Condition</b>:   Covid19<br/><b>Interventions</b>:   Drug: Dexamethasone;   Drug: Methylprednisolone<br/><b>Sponsor</b>:   Assiut University<br/><b>Recruiting</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Vitamin A Supplementation in Children With Moderate to Severe Covid-19</strong> - <b>Condition</b>:   Covid19<br/><b>Intervention</b>:   Dietary Supplement: Vitamin A supplement<br/><b>Sponsor</b>:   Shiraz University of Medical Sciences<br/><b>Not yet recruiting</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Detection of SARS-CoV-2 RNA in Coughed Droplets From Patients With COVID-19</strong> - <b>Condition</b>:   Covid19<br/><b>Intervention</b>:   Device: PneumoniaCheck<br/><b>Sponsors</b>:   Emory University;   Georgia Tech Foundation<br/><b>Recruiting</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Glutamine Supplementation and Short-term Mortality in Covid-19</strong> - <b>Condition</b>:   Covid19<br/><b>Interventions</b>:   Dietary Supplement: Standard enteral nutrition;   Combination Product: Glutamine<br/><b>Sponsor</b>:   Assiut University<br/><b>Recruiting</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Favipiravir +/- Nitazoxanide: Early Antivirals Combination Therapy in COVID-19</strong> - <b>Condition</b>:   Covid19<br/><b>Interventions</b>:   Drug: Favipiravir;   Drug: Nitazoxanide;   Other: Nitazoxanide Placebo<br/><b>Sponsors</b>:   Coordinación de Investigación en Salud, Mexico;   University College, London;   Centro de Investigacion y Estudios Avanzados del Instituto Politecnico Nacional (CINVESTAV);   Universidad Autonoma de Guadalajara;   Siegfried Rhein S.A. de C.V.;   Strides Pharma Science Limited;   Hakken Enterprise<br/><b>Not yet recruiting</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Epidemiologic Intelligence Network (EpI-Net) to Promote COVID-19 Testing</strong> - <b>Condition</b>:   Covid19<br/><b>Intervention</b>:   Other: Epi-Net Intervention<br/><b>Sponsors</b>:   Ponce Medical School Foundation, Inc.;   Duke University;   Harvard School of Public Health<br/><b>Recruiting</b></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Safety and Efficacy of Dupilumab for Treatment of Hospitalized COVID-19 Patients</strong> - <b>Condition</b>:   Covid19<br/><b>Interventions</b>:   Biological: Dupilumab;   Drug: Placebo<br/><b>Sponsors</b>:   University of Virginia;   PBM C19 Research, LLC (PBM);   Virginia Catalyst, Virginia Biosciences Health Research Corporation (VBHRC)<br/><b>Recruiting</b></p></li>
</ul>
<h1 data-aos="fade-right" id="from-pubmed">From PubMed</h1>
<ul>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Antiviral activities of flavonoids</strong> - Flavonoids are natural phytochemicals known for their antiviral activity. The flavonoids acts at different stages of viral infection, such as viral entrance, replication and translation of proteins. Viruses cause various diseases such as SARS, Hepatitis, AIDS, Flu, Herpes, etc. These, and many more viral diseases, are prevalent in the world, and some (i.e. SARS-CoV-2) are causing global chaos. Despite much struggle, effective treatments for these viral diseases are not available. The flavonoid…</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>RAS inhibition and COVID-19: more questions than answers?</strong> - No abstract</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Discontinuation versus continuation of renin-angiotensin-system inhibitors in COVID-19 (ACEI-COVID): a prospective, parallel group, randomised, controlled, open-label trial</strong> - BACKGROUND: SARS-CoV-2 entry in human cells depends on angiotensin-converting enzyme 2, which can be upregulated by inhibitors of the renin-angiotensin system (RAS). We aimed to test our hypothesis that discontinuation of chronic treatment with ACE-inhibitors (ACEIs) or angiotensin II receptor blockers (ARBs) mitigates the course o</li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Are Mesenchymal Stem Cells able to manage Cytokine Storm in COVID-19 patients? A review of recent studies</strong> - The Covid-19 disease has recently become one of the biggest challenges globally, and there is still no specific medication. Findings showed the immune system in severe Covid-19 patients loses regulatory control of pro-inflammatory cytokines, especially IL-6 production, called the “Cytokine storm” process. This process can cause injury to vital organs, including lungs, kidneys, liver, and ultimately death if not inhibited. While many treatments have been proposed to reduce cytokine storm, but the…</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Active Learning and the Potential of Neural Networks Accelerate Molecular Screening for the Design of a New Molecule Effective against SARS-CoV-2</strong> - A global pandemic has emerged following the appearance of the new severe acute respiratory virus whose official name is the severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2), strongly affecting the health sector as well as the world economy. Indeed, following the emergence of this new virus, despite the existence of a few approved and known effective vaccines at the time of writing this original study, a sense of urgency has emerged worldwide to discover new technical tools and new…</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Appraisals of the Bangladeshi Medicinal Plant Calotropis gigantea Used by Folk Medicine Practitioners in the Management of COVID-19: A Biochemical and Computational Approach</strong> - Severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) was first recognized in Wuhan in late 2019 and, since then, had spread globally, eventually culminating in the ongoing pandemic. As there is a lack of targeted therapeutics, there is certain opportunity for the scientific community to develop new drugs or vaccines against COVID-19 and so many synthetic bioactive compounds are undergoing clinical trials. In most of the countries, due to the broad therapeutic spectrum and minimal side…</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Unveiling the molecular mechanism of SARS-CoV-2 main protease inhibition from 137 crystal structures using algebraic topology and deep learning</strong> - Currently, there is neither effective antiviral drugs nor vaccine for coronavirus disease 2019 (COVID-19) caused by acute respiratory syndrome coronavirus 2 (SARS-CoV-2). Due to its high conservativeness and low similarity with human genes, SARS-CoV-2 main protease (M^(pro)) is one of the most favorable drug targets. However, the current understanding of the molecular mechanism of M^(pro) inhibition is limited by the lack of reliable binding affinity ranking and prediction of existing structures…</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Potent and Persistent Antibody Response in COVID-19 Recovered Patients</strong> - SARS-CoV-2 has caused a global pandemic with millions infected and numerous fatalities. Virus-specific antibodies can be detected in infected patients approximately two weeks after symptom onset. In this study, we set up ELISA technology coating with purified SARS-CoV-2 S and N proteins to study the antibody response of 484 serum samples. We established a surrogate viral inhibition assay using SARS-CoV-2 S protein pseudovirus system to determine the neutralization potency of collected serum…</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Examining the interactions scorpion venom peptides (HP1090, Meucin-13, and Meucin-18) with the receptor binding domain of the coronavirus spike protein to design a mutated therapeutic peptide</strong> - The spike protein of SARS-CoV-2 (Severe Acute Respiratory Syndrome coronavirus 2) interacts with the ACE2 receptor in human cells and starts the infection of COVID-19 disease. Given the importance of spike protein’s interaction with ACE2 receptor, we selected some antiviral peptides of venom scorpion such as HP1090, meucin-13, and meucin-18 and performed docking and molecular docking analysis of them with the RBD domain of spike protein. The results showed that meucin-18 (FFGHLFKLATKIIPSLFQ) had…</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Perilla (Perilla frutescens) leaf extract inhibits SARS-CoV-2 via direct virus inactivation</strong> - CONCLUSION: Our results demonstrate for the first time that PLE is capable of inhibiting SARS-CoV-2 replication by inactivating the virion. Our data may prompt additional investigation on the clinical usefulness of PLE for preventing or treating COVID-19.</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Positive Selection as a Key Player for SARS-CoV-2 Pathogenicity: Insights into ORF1ab, S and E genes</strong> - The human β-coronavirus SARS-CoV-2 epidemic started in late December 2019 in Wuhan, China. It causes Covid-19 disease which has become pandemic. Each of the five-known human β-coronaviruses has four major structural proteins (E, M, N and S) and 16 non-structural proteins encoded by ORF1a and ORF1b together (ORF1ab) that are involved in virus pathogenicity and infectivity. Here, we performed detailed positive selection analyses for those six genes among the four previously known human…</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Molecular mechanism of anti-SARS-CoV2 activity of Ashwagandha-derived withanolides</strong> - COVID-19 caused by SARS-CoV-2 corona virus has become a global pandemic. In the absence of drugs and vaccine, and premises of time, efforts and cost required for their development, natural resources such as herbs are anticipated to provide some help and may also offer a promising resource for drug development. Here, we have investigated the therapeutic prospective of Ashwagandha for the COVID-19 pandemic. Nine withanolides were tested in silico for their potential to target and inhibit (i) cell…</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Global analysis of protein-RNA interactions in SARS-CoV-2-infected cells reveals key regulators of infection</strong> - Severe acute respiratory syndrome coronavirus 2 (SARS-CoV-2) causes coronavirus disease 2019 (COVID-19). SARS-CoV-2 relies on cellular RNA-binding proteins (RBPs) to replicate and spread, although which RBPs control its life cycle remains largely unknown. Here, we employ a multi-omic approach to identify systematically and comprehensively the cellular and viral RBPs that are involved in SARS-CoV-2 infection. We reveal that SARS-CoV-2 infection profoundly remodels the cellular RNA-bound proteome,…</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>COVID-19 mRNA vaccination generates greater IgG levels in women compared to men</strong> - QUESTION: Is antibody response to COVID-19 mRNA vaccination similar in women and men?</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Interaction of selected terpenoids with two SARS-CoV-2 key therapeutic targets: An in silico study through molecular docking and dynamics simulations</strong> - The outbreak of COVID-19 disease caused by SARS-CoV-2, along with the lack of targeted medicaments, forced the scientific world to search for new antiviral formulations. In the current emergent situation, drug repurposing of well-known traditional and/or approved drugs could be the most effective strategy. Herein, through computational approaches, we aimed to screen 14 natural compounds from limonoids and terpenoids class for their ability to inhibit the key therapeutic target proteins of…</p></li>
</ul>
<h1 data-aos="fade-right" id="from-patent-search">From Patent Search</h1>
<ul>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>폐마스크 밀봉 회수기</strong> - 본 발명은 마스크 착용 후 버려지는 일회용 폐마스크를 비닐봉지에 넣은 후 밀봉하여 배출함으로써, 2차 감염을 예방하고 일반 생활폐기물과 선별 분리 배출하여 환경오염을 방지하는 데 그 목적이 있다. - <a href="https://patentscope.wipo.int/search/en/detail.jsf?docId=KR325788342">link</a></p></li>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>COST EFFECTIVE PORTABLE OXYGEN CONCENTRATOR FOR COVID-19</strong> - - <a href="https://patentscope.wipo.int/search/en/detail.jsf?docId=AU324964715">link</a></p></li>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>METHOD OF IDENTIFYING SEVERE ACUTE RESPIRATORY SYNDROME CORONA VIRUS 2 (SARS-COV-2) RIBONUCLEIC ACID (RNA)</strong> - - <a href="https://patentscope.wipo.int/search/en/detail.jsf?docId=AU323956811">link</a></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Erweiterbare Desinfektionsvorrichtung</strong> -
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
</p><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">Erweiterbare Desinfektionsvorrichtung, umfassend: einen Hauptkörper, der eine umgekehrt U-förmige Basisplatte aufweist, wobei die umgekehrt U-förmige Basisplatte mit einer Öffnung versehen ist und jeweils eine Seitenplatte sich von zwei Seiten der umgekehrt U-förmigen Basisplatte nach außen erstreckt; und mindestens eine Desinfektionslampe, die in den auf zwei Seiten des Hauptkörpers befindlichen Seitenplatten angeordnet ist und eine Lichtemissionseinheit, eine Erfassungseinheit, eine Steuereinheit und eine Stromversorgungseinheit umfasst.</p></li>
</ul>
<img alt="embedded image" id="EMI-D00000"/>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"></p>
<ul>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><a href="https://patentscope.wipo.int/search/en/detail.jsf?docId=DE326402480">link</a></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Einfache Sterilisationsvorrichtung</strong> -
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
</p><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">Einfache Sterilisationsvorrichtung, mit einem Hauptkörper (11), der in Längsrichtung einen ersten Plattenabschnitt (111) und in Querrichtung einen zweiten Plattenabschnitt (112) aufweist, wobei der erste Plattenabschnitt (111) und der zweite Plattenabschnitt (112) L-förmig miteinander verbunden sind; und einer Sterilisationslampe (12), die an dem Hauptkörper (11) angeordnet ist und eine Lichtemissionseinheit (121), eine Sensoreinheit (122), eine Steuereinheit (123) und eine Stromeinheit (124) aufweist.</p></li>
</ul>
<img alt="embedded image" id="EMI-D00000"/>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"></p>
<ul>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><a href="https://patentscope.wipo.int/search/en/detail.jsf?docId=DE326402479">link</a></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Klemmarme aufweisende Desinfektionsvorrichtung</strong> -
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
</p><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">Klemmarme aufweisende Desinfektionsvorrichtung, umfassend: einen Hauptkörper; eine Desinfektionslampe, die im Hauptkörper angeordnet ist und eine Lichtemissionseinheit, eine Erfassungseinheit, eine Steuereinheit und eine Stromversorgungseinheit umfasst; einen Klemmabschnitt, der auf einer Seite des Hauptkörpers angeordnet ist, wobei der Klemmabschnitt zwei gegenüberliegende Greifbacken umfasst, wobei mindestens eine der beiden Greifbacken mit einer Schwenkachse versehen ist, wobei ein Klemmraum durch passgenaues Schließen der beiden Greifbacken entsteht und die beiden Greifbacken jeweils mit einem Durchgangsloch versehen sind; einen Befestigungsabschnitt, der durch die Durchgangslöcher der beiden Greifbacken hindurchgeführt ist;und ein Schild, das auf einer Seite des Klemmabschnitts angeordnet und mit einem Aufnahmeloch versehen ist.</p></li>
</ul>
<img alt="embedded image" id="EMI-D00000"/>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"></p>
<ul>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><a href="https://patentscope.wipo.int/search/en/detail.jsf?docId=DE326402478">link</a></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Aufhängbare Sterilisationsvorrichtung</strong> -
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
</p><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">Aufhängbare Sterilisationsvorrichtung, mit einem Hauptkörper (11); einer Sterilisationslampe (12), die an dem Hauptkörper (11) angeordnet ist und eine Lichtemissionseinheit (121), eine Sensoreinheit (122), eine Steuereinheit (123) und eine Stromeinheit (124) aufweist; einem Klemmabschnitt (13), der an einer Seite des Hautpkörpers (11) angeordnet ist und zwei gegenüberliegend angeordnete Klemmbacken (131) aufweist, wobei mindestens eine der beiden Klemmbacken (131) mit einem Achsbolzen (132) versehen ist, wobei die beiden Klemmbacken (131) beim Schließen einen Klemmraum (134) bilden, und wobei die beiden Klemmbacken (131) jeweils mit einem Durchgangsloch (135) versehen sind; und einem Befestigungselement (14), das durch die Durchgangslöcher (135) der beiden Klemmbacken (131) hindurchgeführt wird.</p></li>
</ul>
<img alt="embedded image" id="EMI-D00000"/>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"></p>
<ul>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><a href="https://patentscope.wipo.int/search/en/detail.jsf?docId=DE326402477">link</a></p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Sterilisationsvorrichtung zur Verbesserung der Desinfektionswirkung</strong> -
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
</p><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">Sterilisationsvorrichtung zur Verbesserung der Desinfektionswirkung, umfassend: einen Hauptkörper, der eine erste Oberfläche, eine von der ersten Oberfläche abgewandte zweite Oberfläche und ein Aufnahmeloch aufweist, wobei die zwei Seiten des Hauptkörpers jeweils mit einem Durchgangsloch versehen sind, wobei die Durchgangslöcher mit dem Aufnahmeloch durchgängig verbunden sind; eine Desinfektionslampe, die auf der zweiten Oberfläche des Hauptkörpers angeordnet ist und eine Lichtemissionseinheit, eine Erfassungseinheit, eine Steuereinheit und eine Stromversorgungseinheit umfasst; und ein Befestigungsteil, das durch die Durchgangslöcher und das Aufnahmeloch des Hauptkörpers hindurchgeführt ist.</p></li>
</ul>
<img alt="embedded image" id="EMI-D00000"/>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"></p>
<ul>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><a href="https://patentscope.wipo.int/search/en/detail.jsf?docId=DE326402481">link</a></p></li>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>IMPROVEMENTS RELATED TO PARTICLE, INCLUDING SARS-CoV-2, DETECTION AND METHODS THEREFOR</strong> - - <a href="https://patentscope.wipo.int/search/en/detail.jsf?docId=AU323295937">link</a></p></li>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>DEEP LEARNING BASED SYSTEM FOR DETECTION OF COVID-19 DISEASE OF PATIENT AT INFECTION RISK</strong> - The present invention relates to Deep learning based system for detection of covid-19 disease of patient at infection risk. The objective of the present invention is to solve the problems in the prior art related to technologies of detection of covid-19 disease using CT scan image processing. - <a href="https://patentscope.wipo.int/search/en/detail.jsf?docId=IN324122821">link</a></p></li>
</ul>
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<h1 data-aos="fade-down" id="daily-dose">Daily-Dose</h1>
<h1 data-aos="fade-right" data-aos-anchor-placement="top-bottom" id="contents">Contents</h1>
<ul>
<li><a href="#from-new-yorker">From New Yorker</a></li>
<li><a href="#from-vox">From Vox</a></li>
<li><a href="#from-the-hindu-sports">From The Hindu: Sports</a></li>
<li><a href="#from-the-hindu-national-news">From The Hindu: National News</a></li>
<li><a href="#from-bbc-europe">From BBC: Europe</a></li>
<li><a href="#from-ars-technica">From Ars Technica</a></li>
<li><a href="#from-jokes-subreddit">From Jokes Subreddit</a></li>
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<h1 data-aos="fade-right" id="from-new-yorker">From New Yorker</h1>
<ul>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>The Big Stakes and Deep Weirdness of the Last Days of New York City’s Mayoral Race</strong> - The future of the country’s largest city is on the line. This week, campaign reporting focussed on a candidate’s refrigerator. - <a href="https://www.newyorker.com/news/our-local-correspondents/the-big-stakes-and-deep-weirdness-of-the-last-days-of-new-york-citys-mayoral-race">link</a></p></li>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>The Defeat of Benjamin Netanyahu</strong> - Israel’s longest-serving Prime Minister has dragged the country ever rightward, abandoning the peace process and imperilling its very democracy. - <a href="https://www.newyorker.com/news/dispatch/the-defeat-of-benjamin-netanyahu">link</a></p></li>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>The F.D.A.’s Extraordinary Approval of a Questionable Treatment for Alzheimer’s</strong> - It is very rare for the agency to ignore an overwhelmingly negative advisory recommendation. - <a href="https://www.newyorker.com/news/daily-comment/the-fdas-extraordinary-approval-of-a-questionable-treatment-for-alzheimers">link</a></p></li>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Heidi Larson, Vaccine Anthropologist</strong> - The world’s richest countries are now its most vaccine-hesitant. Can we learn to trust our shots before the next pandemic? - <a href="https://www.newyorker.com/science/annals-of-medicine/heidi-larson-vaccine-anthropologist">link</a></p></li>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>The Other Side of the River, Revisited</strong> - Police in a Michigan resort town have reopened the case of a Black teen’s mysterious death. - <a href="https://www.newyorker.com/news/dispatch/the-other-side-of-the-river-revisited">link</a></p></li>
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<h1 data-aos="fade-right" id="from-vox">From Vox</h1>
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<li><strong>Free the wrinkle</strong> -
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The pandemic could help Americans finally embrace aging skin.
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Consider the wrinkle.
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Formed when skin loses elasticity over time, wrinkles are one of the hallmarks of the aging process. Though everyone’s skin ages differently, almost all of us can expect to see at least a few creases as the years go by.
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Despite (or perhaps because of) their universality, wrinkles remain one of the most stigmatized aspects of human appearance: there’s a <a href="https://www.prnewswire.com/news-releases/anti-aging-market-revenue-worth-421-4-billion-by-2030-ps-intelligence-301247104.html#:~:text=Due%20to%20the%20rising%20number,2030%2C%20according%20to%20P%26S%20Intelligence.">nearly $200 billion industry</a> devoted to smoothing them out, filling them in, and (supposedly) preventing them from cropping up in the first place.
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“We live in a patriarchal, heterosexist, capitalist society where if wrinkles and signs of aging are held forth as a problem, we can be persuaded to buy shit,” Ashton Applewhite, author of the book <a href="https://thischairrocks.com/book/"><em>This Chair Rocks: A Manifesto Against Ageism</em></a>, told Vox.
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The stigma against wrinkles has been remarkably stubborn — for example, while a movement toward body positivity and size diversity has led to more brands highlighting models above a size 6 (though not always <a href="https://www.vox.com/the-goods/2019/3/20/18273248/shrill-costumes-plus-size-aidy-bryant-where-to-buy-nowhere">making larger clothes for actual customers</a>), it’s still rare to see a wrinkled face in ads, even for brands aimed at older women.
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But this might be starting to change, especially since the pandemic has Americans rethinking their relationship to their appearance in all kinds of ways. After letting their roots grow out in lockdown, some are <a href="https://www.newyorker.com/culture/photo-booth/the-unexpected-beauty-of-covid-hair">embracing gray hair</a>. <a href="https://www.nytimes.com/2021/04/17/at-home/post-lockdown-looks.html">Experts</a> are offering advice for accepting changes to our bodies after a traumatic year, including weight gain and aging skin. Celebrities like <a href="https://www.usatoday.com/story/life/health-wellness/2021/03/29/katie-couric-makeup-free-photos-embrace-aging-how-do-same/7048229002/">Katie Couric</a> and <a href="https://www.theresnothingwrongwithyourface.com/">Justine Bateman</a> are posing without makeup and making an effort to normalize faces that change with time. And <a href="https://www.nytimes.com/2021/05/31/style/mare-of-easttown-kate-winslet.html">Kate Winslet recently made headlines</a> for insisting that her wrinkles go un-retouched on posters for HBO’s <em>Mare of Easttown</em>.
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<a href="https://www.instagram.com/p/CLZkoicJ9sz/?utm_source=ig_embed&amp;utm_campaign=loading" style="color: #c9c8cd; font-family: Arial,sans-serif; font-size: 14px; font-style: normal; font-weight: normal; line-height: 17px; text-decoration: none;" target="_blank">A post shared by Justine Bateman (<span class="citation" data-cites="_justinebateman_">@_justinebateman_</span>)</a>
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<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="9OQDQh">
The bias against aging skin has deep roots in American culture, and in some ways seems as entrenched as ever — see, for instance, the supposed “<a href="https://www.washingtonpost.com/road-to-recovery/plastic-surgery-cosmetic-covid-zoom/2020/12/07/6283e6d2-35a2-11eb-b59c-adb7153d10c2_story.html">Zoom boom</a>,” a rise in plastic surgery among people tired of looking at their faces on video calls. But the last year has also been a time of <a href="https://www.washingtonpost.com/lifestyle/wellness/pandemic-weight-gain-gray-hair/2021/05/25/88860328-bca8-11eb-83e3-0ca705a96ba4_story.html">rejecting beauty norms</a> that seemed increasingly onerous or pointless, as well as growing awareness <a href="https://www.theatlantic.com/culture/archive/2020/03/americas-ageism-crisis-is-helping-the-coronavirus/608905/">around the problems of ageism</a>, as many advocates pushed back on the idea that the elderly and others who were especially vulnerable to Covid-19 were somehow disposable. And after a period of unprecedented trauma, more people may be interested in embracing what wrinkles mean — that you’ve been lucky enough to make it to old age.
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“The culture is absolutely moving in the right direction,” Applewhite said.
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<h3 id="NQZpKG">
Wrinkle stigma has a long history
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Anti-aging treatments are far from new. Cosmetic modifications to the face date back to ancient Egypt, if not earlier, Zakia Rahman, a clinical professor of dermatology at Stanford University, told Vox. Many early treatments involved acids applied to the skin to stimulate collagen production and give a more youthful appearance.
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Later, in the 16th and 17th centuries, European women applied meat or wine to their faces in order to smooth out wrinkles (wine maybe kind of worked, <a href="https://psmag.com/social-justice/how-anti-aging-cosmetics-took-over-the-beauty-world">according to Pacific Standard</a>). A more drastic measure, <a href="https://www.sciencedirect.com/science/article/pii/S2095881115300287">the facelift</a>, debuted in the early 1900s: a surgeon would make cuts around the hairline and pull the skin taut, reducing the appearance of wrinkles. Then, in 2002, came a game-changer: <a href="https://www.allure.com/story/birth-of-botox">Botox was approved</a> for cosmetic use. A toxin produced by bacteria, Botox paralyzes facial muscles, smoothing out wrinkles or even preventing them from forming in the first place.
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“The history of skin care may one day be divided into its own epochs: B.B. (Before Botox) and A.B. (After Botox),” <a href="https://www.allure.com/story/birth-of-botox">Allure declared in 2007</a>.
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<img alt=" " src="https://cdn.vox-cdn.com/thumbor/c5g5mQUn0WVGllRGLWSGkmAJmuM=/800x0/filters:no_upscale()/cdn.vox-cdn.com/uploads/chorus_asset/file/22653415/GettyImages_88234571_copy.jpg"/> <cite>Win McNamee/Getty Images</cite>
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During the 2009 recession, laid-off workers were given free Botox injections during an event called the “Botox Bailout” in Arlington, Virginia.
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But another development may have been even more influential in the history of aging and body image: the smartphone. With the rise of mobile devices and social media, the sheer number of images we’re exposed to every day has increased dramatically in recent years. Many of these images are carefully curated, with lighting, filters, and <a href="https://www.seventeen.com/celebrity/a23458173/photoshop-fail-keeping-up-with-the-kardashians/">in some cases Photoshop</a>, allowing users to present only idealized versions of themselves. But the photos we see, however edited they may be, “give us ideas of what is normal and what is beautiful,” Rahman said. “And oftentimes, we think that these images represent reality.”
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“I’ve certainly seen in my practice that more and more people are coming in wanting to look like an image that they’ve seen on Instagram or a video they bring on TikTok,” Rahman added.
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The same distorted reality is evident in Hollywood, where, it seems, only men’s faces wrinkle as they age. The double standard is clear in TV shows like 2020’s <em>The Undoing</em>, in which Hugh Grant displayed the lined face of a 60-year-old man (he is 60), while Nicole Kidman, 53, appeared <a href="https://www.newsweek.com/open-letter-nicole-kidmans-fillers-undoing-1551159">preternaturally smooth-skinned</a>. And the onslaught of images like this can lead to pressure to look a certain way as we get older — as well as judgment if we don’t. “Visible signs of aging are held against us, especially women,” Applewhite said.
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And it’s not just about critical comments. Older women can face ageism in workplaces and in hiring, with <a href="https://www.reuters.com/article/us-health-employment-women/older-women-get-the-brush-off-from-potential-employers-idUSKBN16M3DO">one 2017 study</a> showing that the older a woman was, the less likely she was to hear back from prospective employers about job applications. Given this, it’s not a shock that many women would fear the tell-tale signs that age leaves on their faces. “The discrimination is real,” Applewhite said.
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The body positivity movement has moved the needle — but only a little
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In recent years, movements around body positivity have sought to expand definitions of beauty beyond the thin, white, young ideal that so often dominates mainstream fashion and media. Beginning around 2008, for example, body positivity advocates began posting photos, essays, and poetry on Tumblr and Facebook in an effort to “normalize being bigger and being happy, or being bigger and just being comfortable in your skin,” Stephanie Yeboah, a blogger and author of the book <a href="https://microcosmpublishing.com/catalog/books/13503"><em>Fattily Ever After: A Black Fat Girl’s Guide to Living Life Unapologetically</em></a><em>. </em>Predominantly led by “larger fat Black women,” the movement was “a safe space for marginalized bodies to come together and celebrate and normalize ourselves,” Yeboah said.
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Over time, body positivity entered the mainstream, with brands featuring more plus-size models and offering clothes in larger sizes. And that also translated to a more inclusive definition of beauty beyond just size, Yeboah said, as more campaigns began to feature disabled or older models as well. <a href="https://www.campaignlive.com/article/m-s-ads-dump-celebs-every-woman/1147735">UK retailer Marks &amp; Spencer</a>, for example, has used older women in ads, as have fashion houses Lanvin and Céline (the latter famously featured <a href="https://www.theguardian.com/fashion/shortcuts/2015/jan/07/joan-didion-and-celine-why-old-age-is-having-a-fashion-moment">80-year-old Joan Didion</a> in a 2015 campaign that quickly went viral).
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Céline casts Joan Didion in its new ads, women’s brains explode: <a href="http://t.co/JBMtLjCZXU">http://t.co/JBMtLjCZXU</a> <a href="http://t.co/RFuANTpumG">pic.twitter.com/RFuANTpumG</a>
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— The Cut (<span class="citation" data-cites="TheCut">@TheCut</span>) <a href="https://twitter.com/TheCut/status/552589692865380353?ref_src=twsrc%5Etfw">January 6, 2015</a>
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However, the mainstream embrace of body positivity has its limits. Even when brands use plus-size models, they often choose white or white-passing women with hourglass figures and small stomachs — people who are seen as “good fat,” Yeboah said. Meanwhile, older models used in ad campaigns also tend to be white.
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In general, the public conversation around aging and anti-aging has tended to center white people and white skin, as well. In part, that’s because of a perception that “Black women age less quickly than everybody else,” Yeboah said.
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It’s true that melanin, a pigment present at higher levels in darker skin, provides some protection from sun damage and therefore from winkles. “Think of it as an umbrella,” Rahman said. It’s also true that Black communities and other communities of color have conversations and beliefs around aging and bodies<strong> </strong>that diverge from the negative messages handed down by mainstream media.
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“There’s a certain status that is given to older people of color” within their communities, Afiya Mbilishaka, a clinical psychologist who studies the psychology of beauty, told Vox. “They were able to thrive in this society that often is focused on their demise.”
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Magazines like Essence and Ebony have often celebrated the beauty of older Black celebrities, Mbilishaka said. <a href="https://www.instyle.com/beauty/black-women-aging">Actors Cicely Tyson and Angela Bassett</a><strong> </strong>have been especially held up as icons of beautiful aging. And “grandmothers have a very particular power status in Black families,” she added. “We really honor the aging process. We celebrate it. We want people to live a long time.”
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“Life Is About Change”: Black Women on Aging, Beauty, and the Power in Growing Older <a href="https://t.co/FUGOX3U1Wy">https://t.co/FUGOX3U1Wy</a> <a href="https://t.co/4TccEmjOXj">pic.twitter.com/4TccEmjOXj</a>
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— Models Of Diversity (<span class="citation" data-cites="ModsOfDiversity">@ModsOfDiversity</span>) <a href="https://twitter.com/ModsOfDiversity/status/1250884041886359570?ref_src=twsrc%5Etfw">April 16, 2020</a>
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Still, the exclusion of Black people and other people of color from mainstream conversations around aging remains problematic, Yeboah said. While the idea that Black women don’t age or don’t worry about aging might sound nice, “it’s still kind of marginalizing and cutting off a demographic of women,” she explained.
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And even if older women of color are celebrated within their communities, they can face intertwined ageism and racism in mainstream media, which also shows up in society as a whole. In movies and TV, older Black women often show up either in “matronly subservient roles” as maids or nurses, or harsh disciplinarian roles like police commissioners, Yeboah said. “They’re never really given their moment to really show up for themselves and to live their best lives.”
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The pandemic could push society to rethink wrinkles
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While the body positivity movement provided one opportunity to challenge the stigma around wrinkles, the pandemic may offer another. After all, when lockdowns forced hair salons to close, many women missed their dye appointments and started letting their hair go gray. And while some went back as soon as they could, others decided to stick with their new silver hue. <a href="https://www.newyorker.com/culture/photo-booth/the-unexpected-beauty-of-covid-hair">The New Yorker</a> chronicled some of these transformations in a recent photo feature. “When I see friends whom I have known since I was thirteen, and they are gray, I think, ‘Wow, we are older,’” one woman, Sabrina Spencer, told the magazine. “But I don’t see it as negative.”
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The trend could be a broader sign of changing attitudes toward visible signs of aging, including wrinkles, Applewhite said: “We’re not going to allow ourselves to be so tyrannized by them.”
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Recent months have also seen a number of celebrities and other public figures speak out about embracing older skin. For example, in <em>Face: One Square Foot of Skin</em>, published this April, author and filmmaker (and a star of the 1980s sitcom <em>Family Ties</em>) Justine Bateman explores women’s relationships to their wrinkles. Bateman was inspired to write the book after she tried Googling herself and found the search autocompleted to “Justine Bateman looks old.”
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“It messed with my head far more than I thought it would,” she told Vox. But the experience led her to think about larger social attitudes toward aging: “What fears do we have as a group that are acting as anchors for this idea that women’s faces are broken and need to be fixed?”
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<q>“You don’t have to go along with this idea that your face is hideous. You have a choice.” —Justine Bateman</q>
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Today, her message to readers is that they can interrogate these fears rather than feeling they have to alter their appearance to please someone else. “You don’t have to go along with this idea that your face is hideous,” she said. “You have a choice.”
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Others, too, have recently used their platforms to normalize wrinkles. Katie Couric, for example, <a href="https://people.com/style/katie-couric-goes-makeup-free-for-people-2021-beautiful-issue/">posed without makeup for a March spread</a> in People magazine, saying, “When we start seeing women as they age and appreciate the beauty that comes with that, women will stop trying to look young all the time.” Earlier this month, actress Shannen Doherty <a href="https://www.cnn.com/2021/06/08/entertainment/shannen-doherty-makeup-trnd/index.html">posted a makeup-free selfie</a> on Instagram, writing, “Watching movies tonight and noticed there were few female characters I could relate to. You know, women without fillers, without Botox, without a facelift.”
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“I have lived,” she added. “I love that I’ve lived and that my face reflects my life.”
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Kate Winslet sent a similar message in promoting <em>Mare of Easttown</em>, in which she plays an unglamorous middle-aged detective. The actress initially sent a promo poster for the show back because her skin was too retouched, she <a href="https://www.nytimes.com/2021/05/31/style/mare-of-easttown-kate-winslet.html">told the New York Times</a>: “I’m like ‘Guys, I know how many lines I have by the side of my eye, please put them all back.’”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="KjzyS0">
Her character, Mare Sheehan, is “a fully functioning, flawed woman with a body and a face that moves in a way that is synonymous with her age and her life and where she comes from,” Winslet added. “I think we’re starved of that a bit.”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="09LLln">
Meanwhile, makeup brand Ilia Beauty has been <a href="https://www.byrdie.com/ilia-beauty-campaign-features-women-over-40-5083000">getting attention</a> for featuring older women with visible wrinkles on its Instagram, either on their own or paired with their daughters.
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<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="RvhnEa">
Such moments of wrinkle visibility could be heightened by the current historical moment. Indeed, the pandemic might be changing cultural attitudes around aging and life experiences, encouraging people to celebrate the bodies that have taken them through hard times and shining a bright light on ageism across society. When Covid-19 first began spreading in America, many dismissed it as <a href="https://www.vox.com/the-highlight/2020/3/27/21195762/coronavirus-older-people-quarantine-loneliness-health">only afflicting the old and sick</a>, a dismissal that may even have led to <a href="https://www.washingtonpost.com/health/covid-19-deaths-reveal-ageist-perceptions-of-seniors-which-affects-the-care-they-receive/2020/06/19/dd7f4c88-b0c2-11ea-8758-bfd1d045525a_story.html">worse health care for elderly patients</a>. But now, there’s a growing awareness of the role of age discrimination in the pandemic and beyond.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="awO8EP">
In March, for example, the World Health Organization launched the new <a href="https://www.who.int/teams/social-determinants-of-health/demographic-change-and-healthy-ageing/combatting-ageism">Global Campaign to Combat Ageism</a>, which “aims to change the narrative around age and ageing and help create a world for all ages.”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="ahK9XM">
The pandemic “exposed the prejudice that has been all around us all along,” Applewhite said. “It brought age and aging out of the corner, out of the shadows.”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="SSGbhn">
The last year has also been a time when many people reconsidered their priorities, including the time and effort they spend on their appearance. “As the stressors and anxieties of the past year mounted, many people became comfortable with long, gray hair, bushy beards, makeup- or Botox-free faces, and extra pounds,” clinical psychologist Jelena Kecmanovic <a href="https://www.washingtonpost.com/lifestyle/wellness/pandemic-weight-gain-gray-hair/2021/05/25/88860328-bca8-11eb-83e3-0ca705a96ba4_story.html">wrote in the Washington Post</a>. “For some, this went hand-in-hand with a more natural, mindful way of living.”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="0cmntI">
Some people just became less self-conscious about their looks over the last 18 months, Mbilishaka said — “because it’s a pandemic, and who cares?”
</p>
<h3 id="e37Cfv">
To normalize wrinkles, we have to embrace aging in general
</h3>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="VnBWWG">
Of course, the pandemic also forced many people to spend their workdays on Zoom, which may have encouraged them to focus on their wrinkles. “There was this constant looking at the face,” Bateman said. “When’s the last time you looked at yourself in the mirror for an hour?”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="sE2HEQ">
And while getting Botox or forgoing it may be a decision for some people, not everyone has the luxury of choice when it comes to taking care of their skin. Someone who does manual labor outdoors may not be able to avoid the sun, for example, Mbilishaka said. And it’s important to recognize both the “extra income involved in beauty” (<a href="https://www.plasticsurgery.org/news/blog/whats-behind-the-cost-of-botox-and-injectable-fillers">Botox can cost</a> around $300-$600 per treatment, while fillers can start at more than $650) and the free time needed for anything from getting fillers to applying under-eye cream. Going without such treatments may be empowering for some people — for others, it’s just life.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="JMo8UI">
More than just eschewing certain products, a true shift in the way we see older faces may require a change in how we see older people and their roles. American society needs “to really disrupt the concept of aging,” Mbilishaka said. “Just because someone is retired or not having more children doesn’t mean that they can’t make such a meaningful contribution.”
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<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="tmxgDz">
Beauty publications should not only feature older models (including those with actual wrinkles), but also hire older writers to make sure their experiences with skin care and products are being represented, Yeboah said. “Beauty doesn’t stop when you are 40.”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="GbRbW9">
And while older people aren’t responsible for ending the stigma against them, they could still have a role to play. “If older women continue to, as a group, despise their own faces, all the women that are younger than them are going to be terrified of the second half of their life,” Bateman said. But if older women are able to love themselves and their skin, “then these younger women are going to look at the older women the same way an 8-year-old looks at a tween,” she explained: “like, ‘Oh, my God, I can’t wait to be 12.’”
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“Wouldn’t it be more fun if we were always looking forward, going like, ‘I can’t wait to be 50. I can’t wait to be 60, 70, 80,’” Bateman said. “‘I’m going to be rad like that.’”
</p>
<ul>
<li><strong>Hate crime laws won’t actually prevent anti-Asian hate crimes</strong> -
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<img alt="People at a protest hold signs that read “I am not a virus,” and “Stop Asian Hate.”" src="https://cdn.vox-cdn.com/thumbor/pqECivvuSsN43J7CaOxw_d8pPlw=/0x0:4691x3518/1310x983/cdn.vox-cdn.com/uploads/chorus_image/image/69454061/1231972974.0.jpg"/>
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A Stop Asian Hate rally in Detroit on March 27, part of a nationwide protest against hate crimes directed at Asian Americans. | Seth Herald/AFP/Getty Images
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<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
By centering policing, they do little to address the root cause.
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The largest federal response to a surge in <a href="https://stopaapihate.org/national-report-through-march-2021/">attacks against Asian Americans</a> since the start of the pandemic has been <a href="https://www.vox.com/2021/4/22/22385461/senate-anti-asian-hate-crimes-bill">Congress’s Covid-19 Hate Crimes Act</a>. The law, passed last month, designates a specific Justice Department official to focus on reviewing such incidents and provides grants to police departments so they can establish hotlines for hate crime reporting.
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<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="gmail-BEkzPv">
According to multiple experts, however, hate crime laws, like the one Congress just passed, serve a symbolic purpose but don’t really do much to <a href="https://www.nytimes.com/2021/03/23/opinion/asian-hate-crimes.html">deter people from committing hate crimes</a>.
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<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="gmail-4LGtVC">
In fact, much of the conversation around hate crimes has centered on what happens <em>after</em> an attack has already taken place. There’s been <a href="https://www.vox.com/2021/4/22/22385461/senate-anti-asian-hate-crimes-bill">a focus on the collection of hate crime data</a>, <a href="https://www.vox.com/22308407/attacks-asian-americans-police">calls for more policing or security in various communities</a>, and <a href="https://www.milforddailynews.com/story/news/state/2021/05/23/massachusetts-looks-tighten-hate-crime-statute/5179954001/">an examination of the types of penalties that perpetrators should face</a>.
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Meanwhile, lawmakers have overlooked perhaps the most important piece: prevention.
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“Nobody says I’m not going to beat that person up because I’m going to get arrested for a hate crime law. What they do is send a message that this behavior is egregious,” says California State University professor Phyllis Gerstenfeld, a criminal justice expert who studies hate crimes. “It puts this official seal that this behavior is harmful for different communities.”
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<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="4uvLmN">
While experts note that such messaging is important, and gathering more information about the problem could potentially help target a response, activists are concerned that the collected data could be used to strengthen a carceral system that’s already been shown to be both <a href="https://www.usatoday.com/story/news/investigations/2019/02/13/marshall-project-more-cops-dont-mean-less-crime-experts-say/2818056002/">ineffective</a> and <a href="https://abcnews.go.com/US/latest-research-tells-us-racial-bias-policing/story?id=70994421">discriminatory</a>, particularly toward Black Americans.
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<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="cj2FTp">
“The real question is what do we do with that data? Is it to reinforce a certain narrative that we need more policing?” asks Jason Wu, co-chair of the GAPIMNY-Empowering Queer &amp; Trans Asian Pacific Islanders, <a href="https://www.nbcnews.com/news/asian-america/why-over-85-asian-american-lgbtq-groups-opposed-anti-asian-n1267421">one of over 85 Asian American and Pacific Islander advocacy groups</a> that opposes Congress’s latest bill. “If the data is the call for more of the same, then it’s not going to do anything useful to preventing violence in the future.”
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<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="Li6jK9">
Actually preventing hate crimes will require addressing their root causes instead — something that’s neglected by the congressional response.
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<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="xtOEEN">
“Enhancing criminal prosecutions of and requiring greater reporting on hate crimes are interventions that take place after bias incidents have taken place,” Columbia University law professor Katherine Franke <a href="https://www.vox.com/2021/4/22/22385461/senate-anti-asian-hate-crimes-bill">previously told Vox</a>. “Education, public messaging — particularly from elected officials — and other community-based programs aimed at reconciliation and repair are more likely to reduce the incidents of hate crimes.”
</p>
<h3 id="c2k7w8">
Much of the response to anti-Asian hate crimes doesn’t address the root cause
</h3>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="4UJMCn">
Part of the reason many hate crime laws focus on responding to an incident, rather than attempting to target the root cause, is because it can be difficult to tackle the source of the prejudice and violent behavior — and because of how little research there is on what’s actually worked.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="NBHQhn">
“It’s hard to even define the problem. What is hate? What is bias? It shifts really rapidly,” says Gerstenfeld, who notes that the people involved in these attacks often aren’t part of any type of organized hate group. “It’s hard to measure and do studies on attitude change. It’s just a really hard thing to study.”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="6aCqv3">
<a href="https://www.healthaffairs.org/do/10.1377/hpb20200929.601434/full/">In a 2020 Health Affairs research review</a> that Gerstenfeld completed with several other experts, they noted repeatedly how scant the data is about the efficacy of preventive approaches that try to reduce prejudiced actions within communities. “With few exceptions such as intergroup contact, hate-motivated behavior reduction efforts are largely unproven to date,” they write.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="pwtsnl">
Hate crimes, as the label suggests, are crimes motivated by biases that offenders hold about a particular group based on attributes including race, religion, and sexual orientation. Historically, they’ve been <a href="https://www.vox.com/identities/2017/4/10/15183902/hate-crime-trump-law">notoriously difficult to prosecute</a> because they require proof of a person’s intent, and because laws are unevenly enforced by police.
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<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="WtzQQY">
“At the person level, it begins with biases,” says University of North Carolina Charlotte professor Robert Cramer, a public health researcher. “Hate crimes are the … worse case example of expression of these prejudices, and they can be impulsive and emotional, or well thought out.”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="9VqcSN">
In the case of most hate crimes, the cause is multifaceted — and the victims are often arbitrarily picked by a perpetrator. “Most hate crimes are a random person and a crime of opportunity,” says University of Akron psychology professor Toni Bisconti. “It’s about sending a message. This person I attacked is a vessel to the community.”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="n6mCDt">
There are some patterns that researchers have observed in studying such attacks: Some perpetrators have a history of bullying or anger management problems, and they then direct this vitriol at a specific group because of information they’ve consumed that exacerbates existing prejudice. In a number of instances, those committing hate crimes are dealing with other issues including substance abuse.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="l0lRiN">
“Parents and schools overlook their ability to be aggressive as kids,” says Bisconti. “If that pool of aggression goes unnoticed, as adults, there’s a bombardment of paranoia out there on the internet telling your young, righteous white male that someone in the world is going to take something from him.”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="5Nl3W9">
Exposure to statements by politicians, media, and other sources can amplify or fuel biases people may hold and lead them to identify specific groups as a threat.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="sgrwpz">
“Many are driven by group protection: I am setting a wrong right,” says Edward Dunbar, a psychologist who has studied hate crime perpetrators. <a href="https://www.cnn.com/2017/06/02/us/who-commits-hate-crimes/index.html">Research conducted in Boston in the 1990s</a> by social scientists Jack Levin and Jack McDevitt identified four types of hate crime offenders: those looking for a thrill, those defending what they perceived as their territory, those retaliating for a perceived offense, and those who feel like they are on a mission against a specific group. (It’s worth noting that their sample size was limited, and that this research was conducted some time ago.)
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="4S5EOx">
One of the toughest issues when it comes to preventing hate crimes is that it’s incredibly hard to foresee who will commit such incidents, since many aren’t part of a coordinated group and a number are completely unplanned.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="UylZgl">
“This century, you see something even more dangerous — you see more defensive hate crimes,” says Levin. “There are too many white Americans, who feel multiple threats, who feel like they are being replaced by people of color.”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="IOEgGK">
Hate incidents and sentiment increased during the Trump administration as he used racist rhetoric and stoked violence toward several groups including Latino Americans, Black Americans, Muslim Americans and Jewish Americans. <a href="https://www.nbcnews.com/news/asian-america/anti-asian-hate-crimes-increased-nearly-150-2020-mostly-n-n1260264">In an interview with NBC News,</a> University of California Riverside political science professor Karthick Ramakrishnan noted that Trump’s racist comments about Latino Americans directly affected people’s behavior:
</p>
<blockquote>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="tEUxlL">
He said a 2020 study that examined <a href="https://www.nbcnews.com/news/latino/donald-trump-announces-presidential-bid-trashing-mexico-mexicans-n376521">Trump’s comments about Mexican immigrants during his presidential campaign</a> — when he referred to them as “rapists” and declared that “when Mexico sends its people, they’re not sending the best” — found that the inflammatory remarks emboldened certain members of the American public and gave them license to express deeply held prejudices. Researchers dubbed this the “Trump effect” or “emboldening effect.”
</p>
</blockquote>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="q9FidA">
In the case of anti-Asian hate incidents and crimes, experts point to a combination of discriminatory rhetoric used by leaders, including Trump, which associated Asian Americans with the spread of the coronavirus combined with deep-seated biases about Asian Americans as foreigners as some of the factors driving such attacks. Additionally, due to the pervasiveness of the misleading “model minority” myth, some see resentment toward Asian Americans, who are stereotyped as doing well in the US, as another reason for such hostility.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="aFclYL">
“The precedent was set as soon as [Trump] made that ‘China virus’ remark, that’s continued to stick. The idea of, wait, wait, wait, you’re dirty. It goes into the fear of foreigners, which is how we’ve always aggressed against Asian people,” says Bisconti.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="LP3V0J">
Punitive responses don’t really address the biases that people internalize or their relationship with violence — both of which are key aspects of hate crimes. While the new congressional hate crimes law aims to include community service and education efforts as part of the penalties an offender faces, it’s still a reactive solution after failing to reach someone before they’ve committed such attacks.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="FyKv7y">
“To prevent hate crimes requires something completely different. It requires not changing laws, but the thinking of people in this country,” says Levin, now a Northeastern University professor emeritus.
</p>
<h3 id="NNqXD4">
Experts say education and social service policies can help prevent hate crimes
</h3>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="uN8OsY">
So if punitive actions and sentencing don’t prevent hate crimes, what does?
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="u0JxBQ">
There are some studies that have seen promising results for combating biases, but there’s a lot we still don’t know.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="3dEAPz">
Some of the most robust research has focused on contact theory, or the idea that interaction between people of different backgrounds can reduce tensions between them. <a href="https://www.gov.scot/publications/works-reduce-prejudice-discrimination-review-evidence/pages/4/">Studies have also shown</a> that when people work together toward a common goal, such as the construction of a local park, they end up developing a better understanding of one another.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="YR7QJg">
“Decades of research show that the more face-to-face, personal interactions that you have with members of other groups, not only the more positive your attitudes are towards them, the more willing you are to welcome them into your communities, the more you trust them, the more you empathize with them, the more willing you are to engage in collective action to promote their interests,” says University of Massachusetts Amherst psychology professor Linda Tropp.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="d1UJPy">
Such interventions, however, are limited in scale, and also require vulnerable groups to engage with those who might aggress against them, putting them in a difficult position. They’ve also predominately been implemented in small groups within communities, versus at a broader level.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="kpNed5">
“It’s an intervention at the personal level in an effort to solve an intergroup problem,” says Bryn Mawr psychology professor Clark McCauley.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="XWjXGn">
A larger response, some experts say, could include more expansive education efforts about race that begin at a young age, as well as better mental health resources in schools and beyond. This is a longer-term intervention, though it could combat people’s biases and inform them about groups they may be less personally familiar with, while also providing children with better tools to express their emotions.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="4dPxxM">
<a href="https://link.springer.com/article/10.1007/s10826-019-01452-2">Some school-level interventions</a> have had success, including tactics that involve counseling and emotional learning among students. By improving education, and mental health services, policymakers could help combat hate crimes in a systemic way rather than using policing and punishment as the main recourse.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="KHouVa">
“We just don’t have genuine exposure. We don’t talk about race in a real sense. We certainly aren’t talking about Asian Americans. We are just talking around it,” says Bisconti. “We have gym class, why don’t we have mental health class? When you have somebody talking with you about how to handle your own emotions?”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="alC0oy">
In addition to mental health support, activists emphasize that addressing other needs people may be struggling with, whether that’s access to housing or substance abuse, could address some of the causes behind such attacks.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="VsJKcu">
“If you’re in a process of trying to transform harm and create accountability, they have to be in a place where their basic needs are met,” says Turner Willman, an organizer in the Asian American advocacy group 18 Million Rising. As <a href="https://www.vox.com/22321234/black-asian-american-tensions-solidarity-history">Rachel Ramirez and Jerusalem Demsas have explained</a> for Vox, competition over resources in low-income neighborhoods has been a source of conflict between groups in the past, and improving access to these services could help reduce intergroup tension, along with individual well-being.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="Ckm1BQ">
In the near term, experts say public statements by leaders and other prominent figures to condemn anti-Asian sentiment can shape societal norms and indicate to people that such violence is unacceptable. The most effective of these would come from members of groups, like Trump’s followers, who have already bought into the racist rhetoric that’s used to describe the coronavirus. Statements by other Republican leaders and influential community figures, such as religious leaders, could help, too.
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“It’s really hard to predict who is going to be the perpetrator,” says Duke law professor James Coleman. “People in the community need to be speaking out against it, people seeing these actions taking action against it. It requires a community response that makes it costly for people to do this.”
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<li><strong>Amazon’s Black employees say the company’s HR department is failing them</strong> -
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Amazon CEO Jeff Bezos speaks during the grand opening of the Amazon Spheres, a botanical garden inside the Amazon office complex in Seattle, on November 13, 2018. | Ted S. Warren/AP
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In interviews with Recode, dozens of Amazon employees detailed allegations of racial bias and discrimination on the job — and many of them said the company’s HR department was part of the problem.
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Amazon has never been known as an easy place to work. It’s not uncommon for job candidates to ask Amazon’s recruiters about an <a href="https://www.nytimes.com/2015/08/16/technology/inside-amazon-wrestling-big-ideas-in-a-bruising-workplace.html">infamous New York Times story</a> from 2015 that reported corporate employees routinely cry at their desks. Amazon corporate managers have goals for “<a href="https://www.businessinsider.com/amazon-tracks-unregretted-attrition-rate-people-not-sad-to-lose-2021-4">unregretted attrition</a>” — basically a percentage of their staff that should leave the company each year, either voluntarily or by being forced out.
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Amazon founder Jeff Bezos has famously said the company’s goal is to be the “Earth’s most customer-centric company,” and for decades that singular focus seems to have come at the expense of nearly all else. But now a growing swath of its employees say this singular focus has helped perpetuate a race problem inside Amazon — and, crucially, that attempts to address it over the years have been stymied by the company’s HR department and its leader.
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Pearl Thomas, a 64-year-old Black woman and human resources business partner, is one of these employees. She worked at Amazon for less than a year before she sued the company this May for alleged racial discrimination and retaliation. Her lawsuit is <a href="https://www.vox.com/recode/2021/5/19/22444177/amazon-five-more-lawsuits-employees-allege-race-and-gender-discrimination-charlotte-newman">one of five different suits filed in recent months from current and former Amazon employees</a> that detail shocking allegations of racial discrimination.
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The plaintiffs, who are all women of color, claim they’ve experienced both explicit racism at work — like being called the n-word by a manager — and systemic racism that they say is reflected in the company’s alleged lower promotion rates and higher termination rates for underrepresented minorities. Thomas’s suit stands out because she works for the company’s HR department — which is supposed to not only hire and fire employees but also make sure they feel safe and satisfied at work.
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Thomas claims in the filing that after she reported her white male manager for calling her the n-word when he thought she had already disconnected from a video call, Amazon’s HR division investigated but ultimately dismissed her claim when it couldn’t find proof. She also alleges that shortly after she complained, the manager retaliated against her by placing her on a performance review plan. On another occasion, Thomas alleges that she and a Black coworker were told by another manager that they should watch their tone so they wouldn’t be perceived as “angry Black wom[e]n.”
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“Her position in the Company’s HR organization has given her a prime vantagepoint regarding both systemic discrimination and conscious animus towards Black employees at Amazon, along with the Company’s practices regarding diversity, employee complaints, and the use of performance management to retaliate against Black and other employees who raise concerns,” Thomas’s lawyers wrote in the legal complaint.
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Amazon told Recode last month that it was “conducting thorough investigations” in light of the lawsuits, but that it had “found no evidence to support the allegations.”
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But many of Thomas’s colleagues across the company tell Recode they’ve had experiences similar to those mentioned in the suits. Over the past few months, Recode has interviewed more than 30 current and former Amazon employees who detailed allegations of racial bias and discrimination on the job — and many of them said the company’s HR department was part of the problem.
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More than a dozen of those sources, all of whom have worked in diversity, equity, and inclusion roles inside Amazon, told Recode that they believe Amazon’s HR leader, Beth Galetti, who is white, was for years one of the main barriers to Amazon becoming an equitable workplace for employees of all races.
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“Beth is actively a gatekeeper and a blocker in this work,” a former Amazon diversity employee told Recode.
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Amazon spokesperson Jaci Anderson said it was unfair and biased to label Galetti as a barrier to diversity and inclusion success at the company. Anderson said that since last June, Galetti and her team have been leading discussions every two weeks with the company’s senior leadership team on new goals related to DEI (diversity, equity, and inclusion) work, as well as how to remove impediments to progress toward the goals.
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Still, diversity experts at Amazon told Recode that as long as Galetti oversees DEI work, they believe they won’t have the freedom, data, and tools they need to identify and solve issues related to racial inequity. Recode granted the sources for this story anonymity either because they feared retribution from Amazon or because company policy prohibits them, as current employees, from speaking to the press without permission.
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But sources also told Recode that they believe the root of the problem goes deeper than Galetti — that she represents the company’s ethos but isn’t its inventor. They said Amazon’s corporate culture has long encouraged cutthroat competition between coworkers and that it often prioritizes defending the tech giant’s reputation above almost all else — including diversity, racial equity, and inclusion work.
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Case in point: After Recode published a report in February that revealed <a href="https://www.vox.com/recode/2021/2/26/22297554/amazon-race-black-diversity-inclusion">racial disparities in Amazon performance review grades</a> and allegations of other systemic racial issues, the company promised to investigate potential inequities and announced more ambitious diversity-focused hiring and representation goals. But Recode has learned that at the same time, there has been upheaval in Amazon’s core diversity, equity, and inclusion department and that Amazon temporarily placed an employment lawyer in charge of the team’s day-to-day work — one who had no DEI experience prior to joining the diversity team a few months earlier.
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All of this has left many of the people whose work is meant to make Amazon a more equitable place feeling like they can’t do their jobs. “There’s just a sense of distress across the board for [diversity] professionals at Amazon,” a current employee told Recode.
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An Amazon spokesperson said in a statement:
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We work hard to make Amazon a company where employees and people of all backgrounds feel included, respected, and want to grow their careers. This starts with recruiting to ensure our teams are diverse, and is continued by the work of the hundreds of diversity, equity, and inclusion experts that make up DEI teams across Amazon. While these teams are singularly focused on building an inclusive work environment and ensuring equitable access for all, we know that true diversity, equity, and inclusion starts with every senior leader, hiring manager, and Amazon employee being part of the solution. This is why we require inclusion training for all employees and have shared our 2021 goals and progress globally, in addition to implementing mechanisms that help us gather real-time employee feedback so we can adjust as we go.
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<h3 id="CDQCBl">
A problem that starts at the top
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Galetti, the HR leader, is just one person. Sources told Recode that of course she is not the only one at fault for the race problem they believe exists at Amazon. But sources told Recode that they believe Galetti had for years failed at her job, particularly as a member of CEO Jeff Bezos’s core leadership team, to sufficiently promote and support diversity and inclusion work inside Amazon and to ensure it was an equitable workplace.
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“Blame rests with Beth,” an HR employee who has worked at Amazon for more than five years, told Recode. “She’s been the architect of the people-focused projects during these years of hyper growth. If it’s not her responsibility, whose is it?”
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There have been some recent shifts. Four years into her HR leadership role, Galetti began leading discussions with other members of Jeff Bezos’s leadership team every two weeks to discuss and review aggressive new diversity goals and progress for the company. This new focus for Galetti and Amazon leaders came last summer, as Amazon, like many large corporations, began making new commitments focused on Black Americans in the aftermath of George Floyd’s murder. But until that catalyst, sources told Recode that they believe Galetti didn’t prioritize DEI work.
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A major issue with Galetti’s leadership, according to former diversity staffers, is that she seemed to downplay or resist the idea that some employees in underrepresented groups are at a natural disadvantage compared to their peers.
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<img alt=" " src="https://cdn.vox-cdn.com/thumbor/JOqFbT7ugbPnG1Jry0FoW4bWFXo=/800x0/filters:no_upscale()/cdn.vox-cdn.com/uploads/chorus_asset/file/22646158/2CJ7R5F_copy.jpg"/> <cite>Alamy/Reuters/Al Drago</cite>
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Amazon’s HR leader, Beth Galetti, speaks during a Wall Street Journal event on December 10, 2019.
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One source recounted a meeting between Galetti and members of Amazon’s diversity staff several years ago, during which Galetti was confronted with data showing that Black employees at Amazon hit a promotion ceiling at certain levels in the company’s corporate hierarchy. According to a person familiar with the exchange, Galetti replied: “These people should pull themselves up by their bootstraps like I did.” Galetti’s head of diversity work at the time, a Black executive with experience at a Fortune 100 company, attempted to explain that the Black employees didn’t have metaphorical “boots” — which the source took as an allusion to the systemic racism they face in society.
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Galetti’s response: “If they work here, they have boots.”
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Through a spokesperson, Galetti denied making these remarks.
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“The story of Beth is the story of [many] of the executives at Amazon,” a former diversity employee told Recode. “For the most part, they haven’t had to examine their privilege, so it’s counter to their worldview to think about how people may be coming in at very real disadvantages.”
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Another problem, sources say, is Galetti’s work experience. Amazon originally recruited Galetti, a logistics and technology executive, from FedEx in 2013 to take on an operations role at Amazon. But then Dave Clark, Amazon’s operations chief at the time, thought she would be a fit for a human resources leadership role despite her lack of HR experience, according to a new book, <a href="https://podcasts.apple.com/us/podcast/the-jeff-bezos-empire-with-brad-stone-jason-del-rey/id1080467174?i=1000521239445"><em>Amazon Unbound</em></a>, by the journalist Brad Stone, which documents the transformation of Amazon and its founder over the past decade.
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In 2016, Galetti ascended to the <a href="https://www.linkedin.com/in/beth-galetti-60b1106/">top HR role at Amazon</a> as senior vice president of human resources and became the only woman on Jeff Bezos’s senior leadership team. Sources say Galetti tends to focus on developing software products, such as <a href="https://www.vox.com/recode/22407998/jeff-bezos-94-percent-amazon-workers-recommend-friend-stat-connections-program">Amazon’s daily employee survey tool called Connections</a>. Earlier this year, Amazon’s human resources division was renamed as People Experience and Technology (PXT).
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A longtime Amazon HR manager told Recode that software tools have “improved dramatically” under Galetti’s leadership. Anderson, the Amazon spokesperson, noted that the company has 1.3 million employees globally and that developing internal HR software products is crucial, including for effectively doing DEI work.
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“Beth is a brilliant operations professional and engineer,” the longtime HR manager added, “but it’s not surprising that these issues would be coming up under her because these aren’t issues she prioritizes or has experience in.”
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The Amazon spokesperson said it’s not uncommon for the company to put leaders in charge of an area that they don’t have prior experience in. Other tech giants like Google and Facebook have similarly employed HR leaders who don’t come from a human resources background.
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The problem in this case, according to people who’ve worked in diversity roles at Amazon, is that Galetti and her deputies have gone on to hire several key DEI employees who similarly don’t have meaningful experience doing diversity work. Sources pointed out that the head of diversity efforts within Amazon Web Services was for years a white woman who had significant HR experience but no specific expertise in the field of diversity and inclusion. Multiple sources told Recode that they believe this leader didn’t understand the basics of diversity, equity, and inclusion work.
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<q>“Many executives at Amazon … haven’t had to examine their privilege, so it’s counter to their worldview to think about how people may be coming in at very real disadvantages”</q>
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“One thing not called out is the number of white women who have senior leadership roles currently, and … have held no D&amp;I roles before,” a former Amazon diversity employee said. “Sometimes, I know, [it’s] someone … passionate about the work. [But] that’s never enough for Black women to just be passionate about something. We are in rooms with people who are in some ways gatekeeping the work that gets done. They don’t have real experience but are seated at the table as a peer.”
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And when Amazon finally hired an experienced diversity director in 2017 who’d overseen diversity work for a Fortune 100 company, she lasted less than two years in the role. (She currently runs DEI work in an entirely different division at the company — a move that the company spokesperson said was voluntary.) Multiple people described Galetti’s relationship with this director, who is a Black woman, as toxic and, at times, unprofessional. Sources who witnessed interactions between the two said that Galetti often talked over her in meetings and avoided eye contact with her. In one instance, sources say, Galetti called for a redo of internal training videos starring the diversity chief, with the HR leader saying, “I don’t want us to sound too trite.”
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Some diversity employees also say it’s telling that both this diversity head and her successor had “director” titles in Amazon’s management hierarchy, and not a higher-level “vice president” label. Amazon has around 400 vice presidents at the company, but none focused on diversity work.
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“She has singular authority on her own to change that,” a former Amazon diversity employee said of Galetti. Amazon leaders have told staff, and a spokesperson told Recode, that they are now searching for a VP-level executive to run diversity work at the company.
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Despite all this, it was a big moment in 2017 when a group of Amazon executives and diversity staff, including Galetti, met to craft and review a memo on diversity that would be the first of its kind ever presented to Bezos. Some staffers pushed for the memo to propose that Amazon could begin inviting warehouse employees, who are disproportionately Black and Latinx compared to corporate staff, to apply for a technical training program called the Amazon Technology Academy. The program was at the time only open to corporate employees. The idea was to offer warehouse workers a way to acquire skills they might need to make a jump to white-collar work, while helping improve racial diversity among the company’s corporate staff.
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Galetti made her opinion of the proposal clear.
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“This isn’t McDonald’s,” the HR leader told the group, according to people familiar with the meeting discussion. “You don’t go from making fries to corporate.”
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With Galetti’s veto, the suggestion was nixed.
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Through a spokesperson, Galetti denied making these remarks. The spokesperson added that Galetti is now the co-executive sponsor of the Amazon Technical Academy and a supporter of other company programs to “upskill” front-line employees, including one that has promised to spend $700 million to train 100,000 Amazon employees for new in-demand jobs by 2025. The Amazon Technical Academy began in 2017 but did not start accepting warehouse employees until its second cohort in 2019. The program recently graduated 77 employees, around 40 percent of whom previously held warehouse roles, according to the spokesperson.
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Upheaval on the DEI team even as Amazon commits to diversity work
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More recently, Galetti’s actions — more than her words — have angered employees focused on diversity work. In late 2020, around a dozen new people transferred internally to the global diversity team. But according to sources throughout Amazon, none of these employees had any previous experience in diversity work. They were employment lawyers and other staff focused on investigations and compliance.
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And when Amazon’s former head of the global diversity team, Elizabeth Nieto, left the company in early 2021, Galetti replaced her, at least on an interim basis, with a longtime vice president in charge of a large technical team focused on recruiting. But the actual day-to-day management of the diversity team shifted to one of the employment lawyers who had just a few months earlier joined the diversity organization — she had no other prior DEI experience. (Amazon has two structures for diversity work at the company. The majority of diversity employees work within different business divisions like Amazon Web Services or Amazon Studios, while a smaller group of employees work on a central global diversity team under human resources and Galetti that’s intended to work on company-wide initiatives versus division-specific ones.)
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Sources told Recode that once the employment attorney took over the diversity team, she moved members of its research, analytics, and recruiting units to other divisions of the company. An internal memo announcing the restructuring said the departing employees would still be “closely tied” to the central diversity team, but the shake-up was nonetheless a shock to DEI employees across Amazon.
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<q>“You can’t say you’re committed to diversity, equity, and inclusion and then start dismantling the DEI team”</q>
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Then, just two days after Recode notified Amazon about the content of this story, the company announced yet another reshuffling: The employment lawyer who had been the day-to-day leader of the diversity team on an interim basis was now moving with her staff off the diversity team. With this new change, the group’s actual DEI experts would remain on the diversity team but begin reporting to a new temporary boss until a permanent vice president is hired to head up DEI work across Amazon.
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Even before this latest overhaul, around two dozen members of Amazon’s central diversity team had either left the team or been pushed out over the past two years, according to sources. Today, the team has fewer than 10 employees, sources say.
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“You can’t say you’re committed to diversity, equity, and inclusion and then start dismantling the DEI team,” a person who has worked in a diversity role at Amazon told Recode.
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This shake-up has stunned employees across the company — especially because of the timing. As they were rolling out these changes, Galetti and other Amazon leaders have been expressing how much the company cares about recruiting a more diverse set of employees and executives, while also improving the experience at Amazon for folks from underrepresented backgrounds once they get in the door.
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“We are committed to fostering a culture in which inclusion is the norm for all Amazonians,” <a href="https://www.aboutamazon.com/news/workplace/diversity-equity-and-inclusion">Galetti wrote in a company blog post</a> on April 14. “I am grateful to the many employees who continue to share their experiences with me and other senior leaders. Tough feedback is always uncomfortable to hear, but their stories remind us that we have more work to do to achieve our goals. This is some of the most important work we have ever done, and we are committed to building a more inclusive and diverse Amazon for the long term.”
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Galetti then listed 11 company-wide goals related to DEI work, including inspecting “any statistically significant demographic differences” in performance ratings given by managers and employee attrition, as well as the goal of retaining “employees at statistically similar rates across all demographics.” Several other goals were focused specifically on Black employees and Black executives, including doubling the number of Black executives at the director and vice president levels for the second year in a row.
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But some diversity employees pointed out how recently announced goals, like inspecting performance ratings and attrition rates for racial disparities, only came after Recode published its February investigation into racial issues at the company.
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“No matter how many people suffer, they always ignore it unless it appears to hurt their brand or threaten leadership,” a current diversity employee told Recode.
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It is true that Amazon has been making progress in increasing representation of employees of races that are typically underrepresented in the tech industry. Amazon US corporate employees in entry-level and middle-management positions who identify as Black and Latinx grew from 5.4 percent and 6.6 percent respectively in 2019 to 7.2 percent and 7.5 percent in 2020, <a href="https://www.aboutamazon.com/news/workplace/our-workforce-data">according to recent data the company published</a>.
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But some diversity employees pointed out that drop-offs in racial representation as you go higher in Amazon’s corporate ranks show that Amazon’s internal systems are still stacked against nonwhite and non-Asian employees.
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In Amazon’s “senior leader” ranks — which are “director” level and above in the company’s hierarchy — Black and Latinx executives accounted for just 1.9 percent and 2.9 percent, respectively, in 2019. Those percentages jumped to 3.8 percent and 3.9 percent, respectively, in 2020 but still lag behind percentages of the broader population. For context, about 13.4 percent of US residents identified as Black or African American in 2019, while 18.5 percent identified as Hispanic or Latino, according to <a href="https://www.census.gov/quickfacts/fact/table/US/PST045219">the US Census Bureau</a>.
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Anderson, the Amazon spokesperson, said the company acknowledges it has more work to do but that it is making significant progress every year. And, of course, Amazon is far from alone in the technology industry in having more work to do in creating a corporate workforce that more closely resembles the racial makeup of the greater US population. Even so, some employees still don’t trust that the company will focus on the right things when it comes to DEI work.
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“It feels like I’m doing window-dressing and lying for Amazon or something,” one current diversity employee said. “And I think they actually think they are doing good diversity work. But they are overly focused on recruiting. They don’t have [enough] focus internally on the employee experience, and they are not listening to their own employees.”
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Amazon’s spokesperson said the company disagrees, citing new 2021 company goals like having similar retention rates for employees of all races, as well as internal programs focused on the employee experience, such as one-year mentoring initiatives focused on women from underrepresented backgrounds.
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Diversity employees who spoke to Recode also said Galetti and other leaders don’t give them access to the data they say they need to identify problem areas and come up with sustainable ways to fix them. Recode previously reported that <a href="https://www.vox.com/recode/2021/2/26/22297554/amazon-race-black-diversity-inclusion">Amazon diversity employees who work outside of the HR department</a> had confronted Galetti at an internal summit in early 2020 about the difficulty of not having access to detailed data about workforce demographics across different management levels.
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<q>“No matter how many people suffer, they always ignore it unless it appears to hurt their brand or threaten leadership”</q>
</aside>
</div>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="csWNTu">
Then, after Recode first presented Amazon with leaked internal data in February that seemed to show racial disparities in employee performance ratings, Amazon began further restricting access to internal demographic data, according to numerous sources. Now, many diversity employees must ask certain colleagues who have access to pull information for them, or get sign-off for access from superiors.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="IBnrdv">
Anderson, the spokesperson, said the company agrees that data plays a crucial role in the work but that the specificity of access a given DEI professional has relates to their specific role. She maintained that all DEI professionals at Amazon have access to the data they need to do their job.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="5vpiq6">
But several staffers focused on diversity work at the company disagree.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="LlR5qJ">
“For those of us with experience, we know that data tells the story and is key to focusing on the right things,” another diversity employee said. “We hope we are hitting home runs, but in most cases we are working off of anecdotes.”
</p>
<h3 id="VCKlXN">
When customer obsession conflicts with employee satisfaction
</h3>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="xdbTRN">
For all their criticisms of Galetti, current and former employees emphasized that they believe her leadership choices and priorities are a reflection of a corporate culture that’s obsessed with customer satisfaction, but that has historically been less interested in the kind of empathy for employees that’s necessary for sustained success in DEI work.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="UMlEdR">
“I’d say 40 percent of the impression that [Galetti] doesn’t care about DEI comes from actions she chose,” a former Amazon diversity employee told Recode. “Sixty percent is [that] she’s a cog in the machine.”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="7yo0XG">
Several of these people also assigned blame to members of Jeff Bezos’s predominantly white male leadership team, who they believe have for years been complicit in ignoring signs of racial inequity inside the company. This leadership team consists of around 25 executives — but only four are women, and three of the women are white. None of the men are Black or Latino.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="Cu9OuP">
“The S team [senior leadership] is so out of touch, and none of this affects them — so they can get away with not ever addressing [it],” a former Amazon diversity professional told Recode.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="ohJrIV">
Anderson, Amazon’s spokesperson, defended the company’s top leaders, pointing out new biweekly meetings focused on Amazon’s DEI efforts that the majority of them have been attending since June 2020. She said there are no other initiatives that top company leaders meet so regularly to discuss.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="ueDj0X">
Some employees also stressed that, increasingly, other companies are moving diversity work out of HR and giving chief diversity officers a direct line to a company’s chief executive. A <a href="https://www.webershandwick.com/wp-content/uploads/2019/09/Chief-Diversity-Officers-Today-report.pdf">recent survey of 168 chief diversity officers</a> found that nearly 40 percent report to a company’s CEO, while just 17 percent report to the head of HR.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="6etwIh">
“DEI is emancipatory work and at times needs to challenge the company itself,” a current Amazon employee told Recode. “HR acts like the company’s bodyguard and will jump in front of a bullet to save the company even if the company itself was the one holding the gun.”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="iwlCH8">
Others want to see more accountability when it comes to diversity, equity, and inclusion work.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="0xPqxC">
“I don’t think broadly that senior leadership wants to do the wrong thing,” an Amazon diversity employee told Recode. “But with things that are a business imperative, there are consequences. For [diversity and inclusion], that’s not the case. If you don’t meet the goal, no one is <em>not </em>being promoted because of that. The goals are more aspirational.”
</p>
<figure class="e-image">
<img alt=" " src="https://cdn.vox-cdn.com/thumbor/eAMAHCpBSQQSpg8lPjjbciLNPTk=/800x0/filters:no_upscale()/cdn.vox-cdn.com/uploads/chorus_asset/file/22648699/GettyImages_1195397601_copy.jpg"/> <cite>Pradeep Gaur/Mint via Getty Images</cite>
<figcaption>
Amazon CEO Jeff Bezos with Amazon India Chief Amit Agarwal at an event in New Delhi on January 16, 2020.
</figcaption>
</figure>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="4UIk18">
Sources also told Recode they believe HR is a problem for diversity work because sometimes members of the human resources department can perpetuate biases and commit microaggressions.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="XPYXdz">
One source told Recode about a recent exchange surrounding <a href="https://www.vox.com/recode/2021/3/1/22306508/amazon-race-discrimination-sexual-harassment-assault-lawsuit-charlotte-newman">a lawsuit that Charlotte Newman</a>, a Black leader in Amazon’s Web Services division, filed against the company and two of its executives in March, alleging gender and racial discrimination, as well sexual harassment and assault. After Newman <a href="https://go.redirectingat.com?id=66960X1516588&amp;xs=1&amp;url=https%3A%2F%2Fwww.cbs.com%2Fshows%2Fcbs_this_morning%2Fvideo%2F04e5aF04ka9xoOkegeSgUXXxyvnv5hzW%2Famazon-senior-manager-there-s-a-problem-with-the-culture-and-with-practices-%2F&amp;referrer=vox.com&amp;sref=https%3A%2F%2Fwww.vox.com%2Frecode%2F22524538%2Famazon-diversity-black-employees-human-resources-department" rel="sponsored nofollow noopener" target="_blank">appeared on a national morning news show</a> to discuss her experiences and lawsuit, a white HR manager commented about Newman’s appearance in an internal meeting. “She’s well-spoken; she presents so well,” the white HR leader said, according to someone familiar with the incident. The implication, it seemed to this source, was that both observations were for some reason a surprise to the HR manager.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="q1Z2lZ">
A source told Recode that in another incident, a different white Amazon HR leader “lost her shit” when a diversity employee recommended that Asian employees could benefit from education on the idea of “allyship.” The leader raised her voice and criticized the suggestion as absurd. The recommendation came after Black and Latinx employees gave feedback to diversity staff that they experience bias from some of their South Asian and East Asian colleagues. Asian employees are, by far, the largest nonwhite racial group in Amazon’s US corporate workforce, comprising more than one-third of staff.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="Bf0uqd">
“Any other place, this could be a priority and something to figure out how we tackle,” the source told Recode. “We would inspect for homogeneity of teams … and say, ‘Hey, your team is predominantly X, and you have X headcount, and here is what we strongly recommend.’ Not at Amazon.”
</p>
<figure class="e-image">
<img alt=" " src="https://cdn.vox-cdn.com/thumbor/cz7Tp0whOkDPleCi8sf7f0vY1DU=/800x0/filters:no_upscale()/cdn.vox-cdn.com/uploads/chorus_asset/file/22648694/GettyImages_670447390_copy.jpg"/> <cite>David Paul Morris/Bloomberg via Getty Images</cite>
<figcaption>
Andy Jassy, seen here in 2017, will take over as CEO for Jeff Bezos on July 5.
</figcaption>
</figure>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="Hzy534">
The Amazon spokesperson said the company’s records do not indicate these incidents were reported internally, but said in a statement:
</p>
<blockquote>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="ItniQG">
Amazon works hard to foster a culture where inclusion is the norm, and these anecdotes do not reflect our values. We do not tolerate discrimination or harassment in any form, including the micro-aggressions that Black people experience all too often in their everyday lives. All employees are required to take inclusion training, and employees are encouraged to raise concerns to any member of management or through an anonymous ethics hotline with no risk of retaliation. When an incident is reported, we investigate and take proportionate action, up to and including termination. Any situation where even one of our employees is feeling excluded or unsupported is unacceptable.
</p>
</blockquote>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="BsfMT6">
Across the board, Amazon employees who work in diversity roles told Recode that the company is at an inflection point when it comes to this critical work. Several of the current Amazon employees who spoke to Recode said they decided to share their stories as a last resort.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="6FjKLJ">
“I want to stay,” one of them said, noting how big of an impact Amazon can have because it’s the second-largest private employer in the US and a model for many other companies, as well as a company whose products and services impact so many people.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="67yb8R">
But these same employees also reiterated a common belief: that big, uncomfortable change at Amazon often only comes as a result of press coverage or other external pressure.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="5k96d2">
“I have a group text with female colleagues and friends built over the years and we share all these articles,” one longtime HR employee said, referencing investigative stories about Amazon’s internal culture and labor practices. “Our general perspective is, ‘Thank God. We welcome the inspection in our organization.’”
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="4SnpBs">
Some said they were holding out hope that <a href="https://www.vox.com/recode/22320625/amazon-andy-jassy-memo-race-discrimination-bias-harassment">new Amazon CEO Andy Jassy</a>, who takes over for Jeff Bezos on July 5, might make changes if he understands how defeated diversity employees at the company currently feel, and how hard it is for them to do their jobs effectively.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="Ls6kTE">
Bezos himself seemed to be grappling with Amazon’s legacy as an employer when <a href="https://www.vox.com/recode/22385644/jeff-bezos-amazon-warehouse-work-union-shareholder-letter-2021">he published in April his final letter to shareholders</a> as the company’s chief executive. In the note, which came in the wake of a historic union drive at an <a href="https://www.vox.com/the-highlight/22320009/amazon-bessemer-union-rwdsu-alabama">Amazon warehouse in Alabama</a>, Bezos committed to Amazon becoming “Earth’s Best Employer” in addition to his original vision of Earth’s Most Customer-Centric Company.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="YLwifO">
Still, other diversity employees were less than optimistic. Several of Recode’s sources said they were looking for a way out of the company.
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom" id="qO1ekq">
“People come into this work because they want to make a difference,” a current Amazon employee said. “You get pulled by your heartstrings, [but] then get sucked into a hostile situation.”
</p></li>
</ul>
<h1 data-aos="fade-right" id="from-the-hindu-sports">From The Hindu: Sports</h1>
<ul>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Seven year wait: Indian Women return to Test cricket with clash against England in Bristol</strong> - Unlike the men’s squad, which played intra-squad games in Southampton ahead of the WTC final, the women prepared only in the nets which might hurt them in the four-day game</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Christian Eriksen sends public thank you message from hospital</strong> - ‘I still have to go through some examinations at the hospital, but I feel okay’</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>WTC final: ball will swing even without saliva, says Ishant Sharma</strong> - ‘..somebody needs to take responsibility to maintain the ball,’ says the India speedster</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Important that Australia build depth in squad like India: Tim Paine</strong> - Tim Paine feels Australia needs to have youngsters who can step up at the international level, taking the load off senior players.</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Wimbledon finals will be staged with full capacity crowd</strong> - The British government’s decision to ease COVID-19 restrictions on crowds will also allow for increased attendances at soccer’s European Championship and other sporting events</p></li>
</ul>
<h1 data-aos="fade-right" id="from-the-hindu-national-news">From The Hindu: National News</h1>
<ul>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Sharp decline in daily COVID-19 cases in Odisha</strong> - The government is contemplating to ease lockdown restrictions in view of the steady improvement</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>COVID-19 vaccination coverage | Tribal districts performing better than national average: Ministry</strong> - The vaccination per million population (10 lakh) in tribal districts is 1,73,875, which is higher than the national average of 1,68,951.</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Steps to tackle FMD in Alappuzha</strong> - The disease has affected 3,000 head of cattle in the last one-and-a-half months, 193 died</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Analysis | Carefully nurtured gestation of LJP split</strong> - The BJP worked meticulously behind the scenes to retain its position of strength in Bihar</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>PM Modi to deliver keynote address at VivaTech</strong> - VivaTech is one of the largest digital and startup events in Europe, and it is held in Paris every year since 2016, the PMO noted</p></li>
</ul>
<h1 data-aos="fade-right" id="from-bbc-europe">From BBC: Europe</h1>
<ul>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Ikea France fined €1m for snooping on staff</strong> - The ex-CEO of Ikea France gets a suspended term, as private detectives and police spied on staff.</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Ahmad Al K: Dutch court tries refugee over Syria murder video</strong> - Ahmad Al K sought asylum in the Netherlands but is accused of shooting an unarmed Syrian officer.</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>What Putin really wants from Biden</strong> - The Geneva summit on 16 June between the Russian and US presidents will not be a friendly encounter.</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Christian Eriksen ‘fine under circumstances’ after cardiac arrest at Euro 2020</strong> - Denmark midfielder Christian Eriksen says he is “fine under the circumstances” as he continues his recovery from a cardiac arrest.</p></li>
<li data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>UK and Australia in first post-Brexit trade deal</strong> - The pact - the first built from scratch since leaving the EU - includes Scotch whisky and biscuits.</p></li>
</ul>
<h1 data-aos="fade-right" id="from-ars-technica">From Ars Technica</h1>
<ul>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Todd Howard is finally ready to share some Starfield details</strong> - “300-ish” years from now, the “last space explorers” also explore profound questions. - <a href="https://arstechnica.com/?p=1773383">link</a></p></li>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Google’s unified Gmail interface (and Google Chat) launches for everyone</strong> - Gmail’s new do-it-all interface is thankfully optional. - <a href="https://arstechnica.com/?p=1773151">link</a></p></li>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Halo Infinite multiplayer news: Bots, split-screen, free-to-play clarified</strong> - Hints of new announcer system, new firepower, and multiplayer-specific tweaks. - <a href="https://arstechnica.com/?p=1773257">link</a></p></li>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>The Apple Watch Series 7 will have a new design, report says</strong> - Some big features, like a blood sugar sensor, are at least a year away, though. - <a href="https://arstechnica.com/?p=1773206">link</a></p></li>
<li><p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"><strong>Pai’s legacy lives on for now as Biden fails to nominate Democrat to FCC</strong> - Biden’s failure to fill empty FCC slot has consumer advocates increasingly worried. - <a href="https://arstechnica.com/?p=1773260">link</a></p></li>
</ul>
<h1 data-aos="fade-right" id="from-jokes-subreddit">From Jokes Subreddit</h1>
<ul>
<li><strong>It’s ok if your phone autocorrects “Fuck” to “Duck”</strong> - <!-- SC_OFF -->
<div class="md">
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
You’re still using Fowl Language.
</p>
</div>
<!-- SC_ON -->
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"> submitted by <a href="https://www.reddit.com/user/GarciaJones"> /u/GarciaJones </a> <br/> <span><a href="https://www.reddit.com/r/Jokes/comments/o01tjl/its_ok_if_your_phone_autocorrects_fuck_to_duck/">[link]</a></span> <span><a href="https://www.reddit.com/r/Jokes/comments/o01tjl/its_ok_if_your_phone_autocorrects_fuck_to_duck/">[comments]</a></span></p></li>
<li><strong>What do you get when you spell “man” backwards?</strong> - <!-- SC_OFF -->
<div class="md">
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
Flashbacks.
</p>
</div>
<!-- SC_ON -->
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"> submitted by <a href="https://www.reddit.com/user/yelloh_there"> /u/yelloh_there </a> <br/> <span><a href="https://www.reddit.com/r/Jokes/comments/nzs46i/what_do_you_get_when_you_spell_man_backwards/">[link]</a></span> <span><a href="https://www.reddit.com/r/Jokes/comments/nzs46i/what_do_you_get_when_you_spell_man_backwards/">[comments]</a></span></p></li>
<li><strong>Most people are…</strong> - <!-- SC_OFF -->
<div class="md">
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
Most people are cunts. Don’t believe me?
</p>
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
Next time you see a group of people, yell “Oi cunt” and watch them all turn around
</p>
</div>
<!-- SC_ON -->
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"> submitted by <a href="https://www.reddit.com/user/Banana_Cat_Man"> /u/Banana_Cat_Man </a> <br/> <span><a href="https://www.reddit.com/r/Jokes/comments/nzwt1o/most_people_are/">[link]</a></span> <span><a href="https://www.reddit.com/r/Jokes/comments/nzwt1o/most_people_are/">[comments]</a></span></p></li>
<li><strong>A joke I remember making up when I was 7 : What do you get when a giant steps on a house?</strong> - <!-- SC_OFF -->
<div class="md">
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
Mushrooms
</p>
</div>
<!-- SC_ON -->
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"> submitted by <a href="https://www.reddit.com/user/gotahorchata"> /u/gotahorchata </a> <br/> <span><a href="https://www.reddit.com/r/Jokes/comments/o08lez/a_joke_i_remember_making_up_when_i_was_7_what_do/">[link]</a></span> <span><a href="https://www.reddit.com/r/Jokes/comments/o08lez/a_joke_i_remember_making_up_when_i_was_7_what_do/">[comments]</a></span></p></li>
<li><strong>I lost my job at the zoo recently.</strong> - <!-- SC_OFF -->
<div class="md">
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom">
There was a sign that said do not feed the animals. So I didn’t.
</p>
</div>
<!-- SC_ON -->
<p data-aos="fade-left" data-aos-anchor-placement="bottom-bottom"> submitted by <a href="https://www.reddit.com/user/Enter-Shaqiri"> /u/Enter-Shaqiri </a> <br/> <span><a href="https://www.reddit.com/r/Jokes/comments/nzuzox/i_lost_my_job_at_the_zoo_recently/">[link]</a></span> <span><a href="https://www.reddit.com/r/Jokes/comments/nzuzox/i_lost_my_job_at_the_zoo_recently/">[comments]</a></span></p></li>
</ul>
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