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The Utah Statesman, November 25, 2024
Get PDFWeekly student newspaper of Utah State University in Logan.https://digitalcommons.usu.edu/newspapers/2883/thumbnail.jp
Analysis of School Lunches- A Systemic Approach
Get PDF1.1. This capstone explores the persistent issue of food waste in public school lunch programs and the critical role that grant writers can play in addressing this challenge. School food waste has become a significant concern, with studies indicating that up to 50% of food served in school cafeterias is discarded, contributing to both environmental harm and inefficient resource use (Schwartz & Cohen, 2015). 1.2. The paper highlights the lack of effective waste reduction strategies, and the underutilization of available funding sources aimed at combating this issue. Grant writers, who are often underrepresented in school districts, can secure vital funding to implement waste-reducing initiatives, such as better food storage, menu redesign, and educational programs for both students and cafeteria staff (Spiker et al., 2020). This research emphasizes the importance of grant writing training for existing district employees, which could enable schools to access essential resources without hiring additional staff. By investing in grant writing capacity, school districts can reduce waste, improve the efficiency of food service programs, and enhance student nutrition, ultimately contributing to long-term sustainability in public education
100 Companies Championing Women in 2024: Best Practices for Utah Companies
Get PDFState leaders continue to boast that Utah is at the “forefront of innovative and awe-inspiring economic opportunity initiatives,”1 with a “robust list of accolades [that] is impressive” (e.g., among top states for affordability, best economic outlook, best state for social mobility, best state to start a business). Yet, for the past nine consecutive years, Utah has been ranked as WalletHub’s worst state for women’s equality.2 This includes being placed as 49th of 50 in “Workplace Environment,” based on metrics such as income disparity, higher-income disparity, and the disparity in share of executive positions. Although some continue to justify or even dismiss this persistent ranking as insignificant, the metrics that WalletHub uses align with extensive research that confirms that many Utah women are not thriving in their workplace environments.3 With the current talent shortage and the rising expectations of workers today—and for the state to continue to see economic success well into the future—Utah’s workplaces must create cultures that better support all Utahns.
Research on the importance of implementing flexible and family-friendly policies, programs, and practices in workplaces has been well documented.4 In fact, there is a clear, direct link between companies that implement these types of strategies and the retention and advancement of women.5 Fortunately, many Utah companies are taking the lead in offering initiatives and benefits that are making a positive difference in their employees’ lives. Highlighting the best practices of these leading organizations can help all of Utah’s employers better understand how to implement policies and create workplace cultures that support women and families.
To address the complex challenge, in 2022, the Utah Governor’s Office of Economic Opportunity (GOEO), the Utah Women & Leadership Project (UWLP), and the Cox–Henderson Administration partnered on a one-year initiative titled 100 Companies Championing Women (100 CCW). Part of Inspire InUtah campaign’s mandate to support women in the workplace at all levels, the initiative was so successful that it has continued as a multi-year initiative. Specifically, the 100 CCW highlights businesses around the state that have incorporated family-friendly policies and practices and have implemented programs that improve recruiting, hiring, retaining, and advancing women employees and leaders, including entrepreneurs. The overarching goal is to provide resources for women (e.g., networking, training, funding, and employment) and companies (e.g., strategies, tools, and best practices) that facilitate success now and in the future. This research and policy brief provides a summary of the data collected during the second year of this public campaign
Male Allyship: Research Summary
Get PDFDuring the fall of 2023, Utah Women & Leadership Project (UWLP) researchers conducted a statewide study to establish a baseline for public perceptions related to the awareness, understanding, and attitudes about challenges that Utah women and girls face (see Background & Methods for details). The study was created to support the work of 18 areas of focus (spokes) within the movement called A Bolder Way Forward, which is dedicated to helping more Utah girls and women thrive. One element that affects all 18 areas of focus is male allyship, and this summary shares findings that highlight present perspectives and establishes a baseline to track progress in key areas
Sexual Harassment in Utah: A 2024 Update
No full textThe term sexual harassment was introduced in April 1975 by Lin Farley; the phrase was revolutionary because in two words it gave a name to the experience women had been facing in the workplace when they endured the unwanted sexual advances of male coworkers.1 The term helped usher in a new era in which women could resist such behaviors.2 Sexual harassment has been illegal in the US for decades,3 and although there has been increased attention to the problem since 1970, including moments surrounding the Anita Hill hearing in 1991 and the #MeToo movement of 2017,4 the problem continues. All too often it exists in organizations as an issue many do not want to think or talk about. However, it is critical that Utahns work to understand and reduce instances of sexual harassment for the benefit of individuals, institutions, and the entire state.
This research snapshot focuses on four areas: Provides comprehensive definitions of sexual harassment and data regarding its prevalence in both the US and Utah, Analyzes specific factors surrounding sexual harassment, including situations in which harassment is more likely to occur, Summarizes the costs of sexual harassment, and Lists resources and recommendations to combat workplace sexual harassment
What Juab County Leaders and Residents can do to Strengthen the Impact of Girls and Women in Their Area
No full textThis idea sheet is based on a 2024 gathering of leaders in Juab County, with input from 20 individuals. Girls and women face challenges unique to the area in which they live, and the goal of this gathering was to identify those barriers and determine strategies and initiatives that local leaders and residents can implement to address them. This document includes recommendations in the following areas: home and family, education, business and economics, community, and culture
What Wasatch County Leaders and Residents can do to Strengthen the Impact of Girls and Women in Their Area
No full textThis idea sheet is based on a 2024 gathering of 42 leaders in Wasatch County. Girls and women face challenges unique to the area in which they live, and the goal of this gathering was to identify those barriers and determine strategies and initiatives that local leaders and residents can implement to address them. This document includes recommendations in the following areas: home and family, education, health and wellbeing, culture and community engagement, and business and economics
On-Orbit Automated Processes from Fault Recovery to Mission Activities
No full textWhile real-time command and control is an invaluable element of spacecraft operations, many functions must be automated for the benefit of mission health and success. Routine tasking, state machine implementation, payload operations, and fault recovery are all on-board activities that can be self-contained within the spacecraft’s software configuration. Currently employed for multiple on-orbit missions, the in-house flight software developed for Terran Orbital spacecraft manage these processes through a system of automatic events (auto-events). Auto-events are highly configurable functions that take inputs from the spacecraft state, then execute a defined action once that input meets a set criteria. Auto-events are defined with a combination of logic types, methods of monitoring one or multiple sensor or status messages, trigger behaviors, and time thresholds. Auto-events can also take the full range of actions available to a spacecraft operator, but with faster response times on millisecond timescales.
The majority of auto-events serve the function of Fault Detection, Isolation, and Recovery, and are referred to on the whole as “FDIR.” These FDIR events range from addressing temperature violations and power concerns, to monitoring overall module health and functional status when interacting with the central flight computer. The response actions can vary, from simple flags to enabling backup processors and devices, therefore managing redundancy and dual-string functionality.
Other auto-events manage state machine transitions, module power states, space-to-ground contacts, and payload activities using internal timers in addition to vehicle state inputs
Contemporary Design in Sports
No full textWith the emergence of discussion about the return of the Seattle SuperSonics, this project aims to blend the world of sports with contemporary design. To make a contemporary brand, means to think about every single aspect and detail of the brand with a reason. This re-brand explores the vintage feel of the team that ran the court in the late 20th century as well as influences from modern day branding. With references such as the Utah Jazz, Cleveland Cavaliers, Athens Kallithea F.C., Borussia Dortmund and Venezia FC- the new Seattle SuperSonics use expressive typography, modernized colors, and contemporary references to the Sonics of the olden days
What are the Demographic Characteristics of US State Legislatures That Introduce Anti-Transgender Legislation?
No full textDo demographic factors of state legislatures such as proportion of female members, proportion of LGBTQ+ members, proportion of POC, etc., effect how much anti-trans legislation is introduced by the legislature? Do these effects vary based on the party composition and control of the legislature