Two weeks on the run: Escaped Pa. killer survived on watermelon and planned a carjacking to Canada | This Legendary Morning Routine Dates Back to the 1700s. Its Success Is Due to Something Most People Still Don’t Get. | Where Does DEI Go from Here?

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You Might Like � � � You Might Like � � � � � � � � � Don't like ads? Go ad-free with TradeBriefs Premium Two weeks on the run: Escaped Pa. killer survived on watermelon and planned a carjacking to Canada - NBC News    Danelo Cavalcante, the convicted murderer who spent two weeks on the run after a daring prison break, survived by eating watermelon from a farm and hiding his fecal matter and had planned a carjacking to flee the state, officials have revealed. Cavalcante, convicted of killing his ex-girlfriend in front of her two young children, escaped Chester County Prison in Pocopson Township on Aug. 31. After two weeks of an exhaustive search, the 34-year-old was captured Wednesday morning. After he was caught, Cavalcante confessed to investigators his plans to slip out of the country and divulged how he survived on the lam, Robert Clark, the supervisory deputy U.S. Marshal in the eastern district of Pennsylvania, said on NBC News’ Top Story with Tom Llamas Wednesday night. Continued here You Might Like � � � � � � � � � This Legendary Morning Routine Dates Back to the 1700s. Its Success Is Due to Something Most People Still Don't Get. - Inc.com    Somewhere between wrangling Congressional delegates to sign the Declaration of Independence and preparing to serve in France as one of America's earliest ambassadors, Benjamin Franklin conjured up a morning routine. It was, some argue, the first of its kind and the spark that set off our 200-year-old obsession with sacred morning rituals. The Washington Post drew back the curtain of history recently to dissect Franklin's a.m. routine--because surely, there's a reason why the Founding Father was such a multifaceted success story. While we might expect a litany of exercises and activities, starting with an "up with the sun" start, Franklin instead gives us little more than an airy glee. In his diary, he writes that he would "rise, wash, and address Powerful Goodness." From there, he moved on to urgent business, scoping out the day and, eventually, breakfast. Continued here You Might Like � � � � � � � � � Where Does DEI Go from Here? - Harvard Business Review    In the summer of 2020, spurred by the Black Lives Matter movement and pandemic inequities, organizations in the United States and around the world committed to improving diversity, equity, and inclusion (DEI) in their ranks. Today, however, amid economic uncertainty, corporate belt-tightening, and virulent campaigns to dismantle diversity efforts through both court rulings and legislation, the push for DEI has slowed. Now more than ever, it’s time for companies to recommit. To bring advocates and critics of this work together, leaders must orient around a broader goal: creating the conditions for all workers to flourish. Data on employee engagement underscores this challenge for organizations. Gallup estimates that 77% of employees are unengaged at work and reports that worker stress is at a historic high, costing the global economy $8.8 trillion. Union organizing across U.S. industries is highlighting the fact that many workers feel exploited or undervalued. Tens of millions of employees in the U.S. and more around the world switched jobs in the Great Resignation, and many others are quiet quitting or burning out. These kinds of trends lead to higher hiring costs and poorer performance, specifically diminished creativity and innovation. And there is evidence that those in historically marginalized groups are even less engaged than their dominant-group counterparts are. In the past, corporate attempts to boost employee well-being have ranged from ping-pong tables to job crafting. But employers need to take a new tack that addresses the root of so many issues facing workers today. My research in the fields of positive psychology and diversity and inclusion leads me to believe that to truly engage each and every employee, and to help them feel validated and rewarded, organizations need to cultivate four freedoms that allow people to bring their full humanity to work. Continued here

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