Rolls-Royce sued over patent

first_img KCS-content whatsapp In a continuing battle over engine part designs, jet engine-maker Pratt & Whitney yesterday sued Rolls Royce, accusing the British company of misleading the US Patent and Trademark Office to obtain a patent. Pratt & Whitney, a subsidiary of United Technologies, said in its lawsuit that Rolls-Royce’s patent is invalid and unenforceable. The East Hartford-based company accused Rolls Royce of unlawfully using its patent and taking other actions to harm Pratt & Whitney. Show Comments ▼ whatsapp by Taboolaby TaboolaSponsored LinksSponsored LinksPromoted LinksPromoted LinksYou May LikeMisterStoryWoman Files For Divorce After Seeing This Photo – Can You See Why?MisterStoryTotal PastThe Ingenious Reason There Are No Mosquitoes At Disney WorldTotal PastNoteabley25 Funny Notes Written By StrangersNoteableyMoneyPailShe Was A Star, Now She Works In ScottsdaleMoneyPailSerendipity TimesInside Coco Chanel’s Eerily Abandoned Mansion Frozen In TimeSerendipity TimesBrake For ItThe Most Worthless Cars Ever MadeBrake For ItBetterBe20 Stunning Female AthletesBetterBemoneycougar.comThis Proves The Osmonds Weren’t So Innocentmoneycougar.comautooverload.comDeclassified Vietnam War Photos The Public Wasn’t Meant To Seeautooverload.comcenter_img Share Rolls-Royce sued over patent Read This Next’A Quiet Place Part II’ Sets Pandemic Record in Debut WeekendFamily ProofHiking Gadgets: Amazon Deals Perfect For Your Next AdventureFamily ProofYoga for Beginners: 3 Different Types of Yoga You Should TryFamily ProofBack on the Rails for Summer New York to New Orleans, Savannah and MiamiFamily ProofAmazon roars for MGM’s lion, paying $8.45 billion for studio behind JamesFamily ProofIndian Spiced Vegetable Nuggets: Recipes Worth CookingFamily ProofCheese Crostini: Delicious Recipes Worth CookingFamily ProofTortilla Mango Cups: Recipes Worth CookingFamily ProofChicken Bao: Delicious Recipes Worth CookingFamily Proof Tags: NULL Monday 27 September 2010 8:52 pmlast_img read more

Undocumented students demand access to education

first_imgAtlanta —  Since 2010, undocumented students have been unable to attend the top five public universities and colleges in Georgia as a result of a Board of Regents decision: Policy 4.1.6. Many of these youth, brought to the U.S. as infants or young children, have received their entire elementary, middle and high school educations in the state, and often are high achievers. Yet despite their outstanding grades and other accomplishments, they not only cannot attend the top-ranked schools, but they are also required to pay international student tuition fees, often as much as five times higher than in-state tuition at other colleges in the system. These anti-immigrant actions have made it virtually impossible for undocumented youth to pursue higher education in the state.However, this modern form of segregated education has not gone unchallenged. Board of Regents meetings are routinely attended by numbers of undocumented youth who, wearing their high school caps and gowns, speak passionately about their desire to further their education. These “Dreamers” have held dozens of rallies before Board meetings, organized events on the state’s many campuses, been interviewed by multiple media outlets, and spoken at protests against other right-wing and repressive laws.The struggle to remove the ban and grant in-state tuition has escalated since June 2012, when the federal Deferred Action for Childhood Arrival program began, providing “lawful presence” in the U.S., including the right to work and receive a driver’s license, to undocumented youth who met certain criteria. Policy 4.1.6 is being challenged in court with a lawsuit filed by 39 DACA-qualified youth. While that case is pending, Florida, among other states, has moved to grant undocumented students in-state tuition.On May 20, dozens of undocumented youth — from high school age to those who began the fight four years ago and are now in their 20s — took action at a Board of Regents meeting. With the support of community allies from “Moral Monday Georgia” and other groups, the students, in their high school caps and gowns, stood up and spoke out, addressing the appointed Board. As they were removed from the room by scores of police, their allies stood to demand the end of the ban.Joining the larger group outside the building, the undocumented youth led the way to block the street in front of the building, symbolically protesting the blocking of school doors by the Board of Regents. Nine people were arrested, including three DACA youth, civil rights icon Joe Beasley, a professor from Freedom University, a labor activist and three leaders of Moral Monday Georgia.Several speakers at the earlier outside rally made it clear that up until 1961 — just 53 years ago — African-American students had also been barred from attending the University of Georgia and other publicly funded colleges and universities. Recognizing that it took bold and mass action to defeat Jim Crow segregation, these students declared their determination to win their human right to education.FacebookTwitterWhatsAppEmailPrintMoreShare thisFacebookTwitterWhatsAppEmailPrintMoreShare thislast_img read more

Frogs take series with 8-5 win over Baylor

first_imgBranson Nelson Twitter Previous articleTrack and field competes at the Michael Johnson InvitationalNext articleReality Frog (Ep. 7 – The Bachelorette Prep) Branson Nelson RELATED ARTICLESMORE FROM AUTHOR Twitter Linkedin printThe No. 6 Horned Frogs used three long balls in an 8-5 win to salvage the series against the Baylor Bears (24-16, 6-8) on Sunday, improving their conference-leading record to 11-4 (30-8 overall).“It was really big for us,” catcher Evan Skoug said. “Any series victory is huge, but especially after the way we played yesterday, it was really nice to see us come back and bounce back and get the victory today.”TCU jumped out to an early lead with a run in the bottom of the first. Austen Wade led off the inning with a single that extended his on base streak to 26 games. He came around to score after a single by Luken Baker and an RBI base-hit by Josh Watson.The Frogs pushed their lead to 3-0 in the third, thanks to back-to-back solo home runs by Cam Warner and Skoug to start the inning. Warner’s fourth homer of 2017 flew out to dead-center, a rarity at Lupton Stadium which typically plays larger than it really is.Skoug’s home run was a high, no doubt shot to right field that landed well beyond the fence. The homer was his ninth of the season which ties a career high. He hit 9 long-balls in 249 at-bats a year ago. In his freshman campaign in 2015, Skoug hit seven round trippers in 256 at-bats.After three dominant and hit-less innings from starter Brian Howard (6-2), he gave up two runs, one of which was unearned, in the fourth. Howard gave up a leadoff hit, but came back to get the next two batters.With two down, Howard gave up an RBI single before a pickoff throw got away from first baseman Michael Landestoy to put another runner in scoring position. A second hit scored the second run, pulling Baylor within one.The Frogs’ bats went quiet from the fourth through the sixth, as the team tallied just 1 hit and no runs.Howard was pulled in the top of the sixth with a runner on second and an 0-2 count on Matt Menard, who was 7-11 on the series at the time of the at bat. The Frogs most-used reliever, Sean Wymer, came on to get Menard to ground out and strand the runner at second to keep the score at 3-2.“I think [the coaches] just wanted to change the look; that guy had seen me pretty well all day,” Howard said. “I agree with [bringing in Wymer] in hindsight. I think it was a good move, and Sean did his job unbelievably.”Howard’s final line was 5.2 innings, allowing two runs on four hits, a walk and six strikeouts.“I felt like I competed really well with all my pitches,” Howard said. “I threw the ball at the bottom half of the zone for the most part. I left a few pitches up there in the fourth and paid for it,  but overall, I was pretty good with my stuff so I feel pretty happy with the way today went.”Baylor made a push to tie the game in the seventh, but could not bring a leadoff double around. After a sacrifice bunt, Wymer got a foul out to first and a fly out to left-center to escape the inning.The Frogs tacked on an insurance run in the seventh, as Wade hit the team’s third solo home run over the right field wall. Wade has seen an uptick in power in his third year as a Frog, as he had just one homer in 228 at bats in his first two seasons.The three home run day was the fourth time the Frogs have had at least three long balls on the season. The team high this season was four homers on February 24 in a loss against Arizona State.With some added cushion, Wymer worked around a two out single for a scoreless, ten pitch eighth inning. The third out was a hot shot to first that was snagged on a short hop by Landestoy to rob the Bears of an extra-base hit.TCU pulled away in the eighth as they put up four runs to make it 8-2. The rally started on a one out walk by Watson. Nolan Brown followed with a single up the middle before Landestoy loaded the bases on a base hit. Ryan Merrill followed with a walk on five pitches to make the game 5-2. Elliott Barzilli then drove a ball on one hop to the left field fence for a two run double. Wade added his second RBI of the day on a sacrifice fly to put the Frogs up six.Wymer was pulled for the ninth, but he got seven pivotal outs for the Frogs. He continues to be a reliable option out of the bullpen for TCU, as he has a 1.80 ERA in 30 innings over a team-high 17 outings.Feltman struggled in the ninth after a poor outing and his first career blown save a week ago at West Virginia. He struck out the first Bear he faced, but proceeded to walk the next three batters on 14 pitches. In his blown save in game three of the WVU series on April 16, Feltman recorded just one out, walked three batters and hit another.“The last two times out, he has struck the first hitter out and then kind of lost feel for it,” Schlossnagle said. “Everybody is allowed to go through a slump, but luckily we scored some runs to give us a cushion.”Haylen Green replaced Feltman with the bases loaded and one out in the ninth and walked the first batter he faced to move the score to 8-3. He struck out the next batter for the second out before giving up a two run double to make it 8-5.Dalton Brown was called on in a save situation with two in scoring position and two out. He got a three pitch strikeout to record his first career save and give the Frogs the 8-5 win.“I just treated it just like any other day,” Brown said of the high-leverage situation. “It was just like the sim games we practice, and I just tried to execute fastballs and execute my sliders like I have been doing.”TCU will play a non-conference home game on Tuesday night against Stephen F. Austin at 6:30 before a dual with the Texas Tech Red Raiders in Lubbock next weekend. Facebook A COVID-19 Charles Schwab Challenge ReddIt Equestrian earns last seed in NCEA team bracket Branson Nelsonhttps://www.tcu360.com/author/branson-nelson/ TAGSgame wonHF in title Welcome TCU Class of 2025 Branson Nelsonhttps://www.tcu360.com/author/branson-nelson/center_img ReddIt + posts Branson Nelsonhttps://www.tcu360.com/author/branson-nelson/ Iqbal leads women’s golf to fourth-place finish at Big 12 Tournament Women’s golf heads to Oklahoma for chance at first Big 12 title Photo by Michael Clements Facebook World Oceans Day shines spotlight on marine plastic pollution Branson Nelsonhttps://www.tcu360.com/author/branson-nelson/ Branson is a junior journalism major from Fort Worth, Texas. He enjoys writing about all sports and plans to go to law school after graduation. TCU places second in the National Student Advertising Competition, the highest in school history Linkedinlast_img read more

OC, CBS7 announce Spring 2021 Starter Kit

first_img OC, CBS7 announce Spring 2021 Starter Kit Odessa College Logo All students who register before Thursday for spring classes at Odessa College will be entered into a drawing for the Spring Starter Kit, which includes:Free tuition and fees for up to 12 college credit hours for Spring 2021.A free laptop valued at $1,400.Wi-Fi service for a year (up to $600 value). Students can register for spring terms now (and become eligible for the Spring Starter Kit drawing) by visiting the Virtual Advising Center at tinyurl.com/yaqt27ex or by calling (432) 335-6400 for more information. By Digital AIM Web Support – December 15, 2020 WhatsApp WhatsApp SportsCollegeLocal NewsEducation Facebook Twittercenter_img TAGS  Twitter Pinterest Facebook Pinterest Previous articleDiabetic Patients May Be at Higher Risk for Complications from COVIDNext articleORMC receives an ‘A’ for patient safety Digital AIM Web Supportlast_img read more

‘If all robbers were this dumb, our jobs would be easier,’ cop says of would-be thief

first_imgWPVI-TV(PHILADELPHIA) — A quick-thinking cellphone store employee is being credited with thwarting a robbery after he trapped the would-be thief by locking him in the store.“If all robbers were this dumb, our jobs would be a lot easier,” a veteran police detective told Philadelphia ABC station WPVI-TV after the suspect was arrested at a Boost Mobile store in North Philadelphia.Store employee Jitendra Kumar-Sas told WPVI that he was the only clerk on duty when the man entered the store at about 5:30 p.m. Tuesday and pulled a gun on him.“He take a gun and put it at my head. ‘Hey, give me the money, how much money you have?’” Kumar-Sas said the man told him.Thinking fast, the clerk told the intruder that he had no cash — but he could get some.“‘Can you wait a few minutes, I give you money, I have another employee outside,’” Kumar-Sas said he told the man.Amazingly, the would-be thief agreed to wait inside the store. But as soon as Kumar-Sas got outside, he locked the door, pulled down the metal gate, and ran.“I closed the door and put the shutter down,” he said.When the man realized he was trapped, he fired 10 shots at the door in an effort to get out, police said. Then, when that didn’t work, he began banging on the door to the business next door.“He kept banging and banging on our door, he shot to see if he could open the lock, but he couldn’t get in. So we were really scared,” Dianna Sullivan, who works next door, told WPVI.By then a SWAT team had arrived.“SWAT, using a bullhorn, yelled this individual’s name, told him to come out and let him know the futility of his actions, that he was trapped inside,” said Chief Inspector Scott Small with the Philadelphia Police Department.Authorities said the suspect, 19, eventually surrendered. He was expected to be charged with attempted robbery, firearms violations, aggravated assault and other related offenses.Nobody was hurt in the incident, which Small credited to Kumar-Sas’ quick thinking.“The store employee acted very bravely,” the inspector said. Copyright © 2019, ABC Audio. All rights reserved.last_img read more

Pub chain cuts costs with e-payroll

first_img Comments are closed. Pub chain SFI Group has slashed payroll costs by bringing the functionin-house using an e-HR system. SFI HR director Sue Hodder said the move from an outsourced HR system to anin-house, integrated payroll, time and attendance programme, had achieved suchsignificant savings that the system will pay for itself within 18 months. Hodder said managers at the group’s 170 outlets are now able to input datadirectly into the main system. She said the new system would for the first timeprovide the company with information on staff turnover and sickness absencerates. Hodder is optimistic the system will help manage staff more effectively andreduce high turnover levels, which across the industry run at between 40 and 50per cent for managers and up to 200 per cent for bar staff. Hodder said managers are being trained to use the system on a one-daycourse. Related posts:No related photos. Previous Article Next Article Pub chain cuts costs with e-payrollOn 19 Feb 2002 in Personnel Todaylast_img read more

Healthy approach to skills crisis

first_img Previous Article Next Article DonnaYurdin, assistant vice-president of organisational effectiveness at US hospitalgiant HCA, describes how a fresh approach to management skills increased staffretentionInteraction Management and Targeted Selection Designed and delivered by: DDI, Keystone Place, Building B, Sefton Park,Stoke Poges, Buckinghamshire, SL2 4JS Phone: 01753 616000 Fax: 01753 616 099 E-mail: [email protected]: www.ddiworld.comHCA is one of America’s leading providers of healthcare services, with anannual revenue of $18bn and 168,000 employees. From its Nashville headquarters,HCA owns or operates 200 acute care, general and psychiatric hospitals in theUS, UK and Switzerland. Achieving its aim to provide the highest quality careto its patients is highly dependent on finding and retaining nursingprofessionals and other key staff. Staff retention is a pervasive problem in the healthcare industry. Goodpeople who can fill certain clinical positions are in short supply, enablingthose with the right skills to change jobs frequently as healthcare facilitiescompete fiercely for their services. HCA’s mid-America division, covering Tennessee, Kentucky and Indiana, wasparticularly aware of the need to stabilise staff turnover so as to maintainthe highest standards of care as well as achieve favourable business results.Data obtained from an employee survey, focus groups and formalised exitinterviews showed that while compensation and benefits packages were certainlyimportant in retaining employees, most of those who had left HCA did so becauseof their relationship with their supervisors, who were in many cases unsuitedto and ill-prepared for leadership roles. HCA would promote people for their technical ability, expect them to beeffective and learn on their own, but then lost them because of their poormanagement skills. The company needed to identify people who would be suited toleadership roles, who could help HCA attract people to work at its hospitalsand stay with the company. Poor communicationThe research showed that its weak performance management system was a majorfactor in high staff turnover, leading to insufficient professional developmentopportunities, absence of clear ‘career tracks’, poor communication and littleconnection between pay and performance. Looking at research, it was clear that the best way to reduce turnover wasto give managers and supervisors the knowledge and skills they needed to createa work environment that would attract motivated and engaged employees. Theyneeded not only to manage the career development of existing employees moreeffectively so as to improve their commitment to HCA, but to select the rightpeople to work for them in the first place. HCA called on global HR consultancyDDI to help implement a new retention strategy encompassing leadershiptraining, performance management and selection. The first step was to launch a development initiative to provide managerswith basic knowledge and skills. The core curriculum included legal aspects ofHR, finance for non-financial managers, productivity and information systems.In addition, DDI provided leadership skills training that would familiarisepeople with the new performance management system. This included four modulesfrom DDI’s leadership development system – Interaction Management: tactics foreffective leadership; Performance Planning: setting expectations; PreparingOthers to Succeed; Facilitating Improved Performance; and Performance Planning:reviewing progress. A module on effective communication was included in theleadership curriculum to help participants apply those principles within thecontext of the new performance management and compensation systems. The leadership training was implemented in all the mid-America sites byDDI’s certified instructors and also certified instructors from Nashville-basedconsulting firm CG&A, LLC. The training modules were reinforced on anongoing basis by DDI’s e-learning tool, OPAL, which provides just-in-timecoaching and instruction. With DDI, HCA designed a competency-based performance management processthat allowed employees to become more involved in determining the course oftheir current jobs and professional development. In the new process, each employee has their own personal development plan toguide professional growth and prepare for future jobs or roles. This representsa dramatic departure from the previous process which was driven bybackward-looking annual review discussions that focused on past behaviour andcontributed little to the support of individual development. DDI provided HCA’smanagers with training to build their confidence in driving performance andemployee development. Job familiesTo improve HCA’s ability to select individuals who would fit in with the jobspecifications and organisation, DDI worked with the company at corporate levelto conduct job analyses and categorise positions into multiple job families.Competencies and success profiles were assigned to the job families to drive amore accurate selection process. With the competency framework and job families in place, the mid-Americadivision then set about teaching HCA hiring managers how to interview moreeffectively using DDI’s behaviour-based interviewing system, TargetedSelection. This makes the interviewing process more consistent by setting outtechnical and behavioural competencies against which candidates are assessed.Customised interview guides, distributed electronically to interviewers througha web tool, make the interviewing process more standardised. Hiring managerswere then given training in the new competency-based interview techniques. Targeted Selection is a visible success. Those attending classes had neverbeen trained to interview. They arrived sceptical but left incredibly excitedabout their ability to interview effectively. “In the past, when it came to hiring, we had missed so many timesbecause we found somebody we liked or somebody was referred to us, and wewanted to do right politically,” says Paul Rutledge, president of themid-America division. “With this process, you interview for a job on the technical andbehavioural competencies, and use a specific interviewing methodology. We areable to improve the quality of the job match by reducing variation in theinterviewing process. Those same behavioural competencies are then integratedinto the personal performance management plans.” The mid-America division has sent all of its 1,000-plus managers through theleadership education and preparation modules and is in the process ofsuccessfully implementing its new performance management and selectionprocesses. Results from the first year of implementation are extremely positive.”We’ve gone from 29 per cent staff turnover to 23 per cent turnover in 12months for the whole division,” says Rutledge. “And we’ve seensignificant improvement in our ability to retain registered nurses.” One facility in particular – Nashville’s Southern Hills Medical Center – isa prime example of the impact of the DDI programme. Staff turnover has droppedto 27 per cent from a high of 43 per cent in the late 1990s. A new positive culture is emerging at Southern Hills, making it an employerof choice within the Nashville healthcare community. Southern Hills HR directorConnie Yates is able to make new hires an unusual offer. “I tell them, ifyou don’t like Southern Hills after three months, come back and tell me,because you are going to like it. No-one comes back,” she says. “Our HCA leadership effort is more than just an HR matter, it’s amanagement issue,” concludes Paul Rutledge. “It has operationaloutcomes that affect the company’s bottom line. This is about management beinggiven tools that make them more effective – and the company moresuccessful,” he says. The results achieved in the US have been so impressive that HCA in the UKhas also rolled out a leadership development and performance managementprogramme in partnership with DDI UK. HCA runs some of the most famous privatehospitals in the UK, including The Harley Street Clinic, The Lister, LondonBridge, The Portland, The Wellington and The Princess Gate. DDI has been ableto draw upon its experiences in the US and bring intimate knowledge of thebusiness issues HCA faces to the UK roll-out. The outcome has been similarly successful. Staff turnover has fallen from 29to 20 per cent, and sickness absence from an average of eight to 10 days perperson to 2.5 days. UK HR director Jasy Loyal says: “Working with DDI hasbrought HR to the forefront and helped us to achieve strong goals.” Comments are closed. Related posts:No related photos. Healthy approach to skills crisisOn 1 Jun 2003 in Personnel Todaylast_img read more

ESPS Victoria Assists Somalian Fishing Boat

first_img December 2, 2015 View post tag: ESPS Victoria Authorities View post tag: Op Atalanta Back to overview,Home naval-today ESPS Victoria Assists Somalian Fishing Boat center_img ESPS Victoria Assists Somalian Fishing Boat Spanish Navy frigate ESPS Victoria, integrated into the counter-piracy operation Atalanta in the Indian Ocean, assisted a fishing boat off the coast of Somalia on November 29.The ship was informed that the boat was running out of fuel and water.The rough weather prevented the use of the warship’s RHIBs and the Commanding Officer decided to dispatch the SH-60 helicopter.The boat was ordered to change course to facilitate the delivery of the requested help which subsequently enabled the fishing boat to continue sailing towards her homeport.With a crew of 200 people, the ESPS Victoria will remain in the area of operations for five months. This is the third time she participates in this EU deployment in the Indian Ocean.[mappress mapid=”17486″]Image: Spanish Navy Share this articlelast_img read more

Ocean City Farmers Market Returns Every Wednesday

first_imgLocal farmers bring fresh produce to the grounds of the Ocean City Tabernacle between Fifth and Sixth streets off Asbury Avenue 8 a.m. to 1 p.m. every Wednesday. The Ocean City Farmers Market opened for the season on June 24 and will return 8 a.m. to 1 p.m. every Wednesday through Sept. 9.Local farmers sell fresh produce on the grounds of the Ocean City Tabernacle, and Asbury Avenue is closed to traffic between Fifth and Sixth streets so crafters can sell their wares.The market drew a big crowd on Wednesday with cool and sunny weather.last_img

Press release: UK announces major investments in future of African youth through education and voluntary family planning

first_imgUK aid to help 5,000 young Kenyan girls who have dropped out of school due to early marriage, motherhood and gender-based violence get back into education UK will also improve affordability and accessibility to voluntary family planning and vocational skills training for millions across Africa This will save girls’ lives and allow young people to plan their families, stay in education and get better jobs to support Africa’s future prosperity Telephone 020 7023 0600 If you have an urgent media query, please email the DFID Media Team on [email protected] in the first instance and we will respond as soon as possible. Email [email protected] It is a tragedy that so many young girls are needlessly robbed of their education and career aspirations. We will only lift people out of poverty by ensuring that every child can access quality education, healthcare and employment regardless of circumstance or gender. By tackling these issues together, UK aid will save countless girls’ lives, while allowing young people to plan their families, stay in education and get better jobs, building better lives for millions of young Africans for now and the future. Family Planning in Kenya Skills for Prosperity General media queries (24 hours) The UK is investing £200 million in a new flagship programme ‘WISH’ which will ensure three million extra girls, women and men, to consistently gain access to life-saving voluntary contraception in some of the world’s poorest countries. Globally there are an estimated 214 million women who want to delay or prevent pregnancy but who are not able to access or use contraception. Unintended and early pregnancy is a key cause of high maternal death rates in Africa. Having access to contraception is critical for women continuing their education and being able to take up employment opportunities. The programme will operate across at least 18 countries in Africa and Asia, to ensure previously unreached people, especially young and poorer women, are able to access contraception and have the choice on whether, when and how often to have children. This includes more accessible sexual reproductive health and rights (SRHR) sites, mobile clinics into rural and poorer areas, community outreach services and family planning commodities. To ensure sustainability beyond the life of the programme, WISH will work with national governments to bolster their own capacity to provide longer-term services. Voluntary family planning – with women’s choice at the centre – contributes to wider development by bringing down fertility rates. This could enable African countries to unlock economic growth and prosperity. Africa’s young people tell us exactly what they want: opportunities, choices and jobs. We want to empower them with the means to ensure greater prosperity for themselves, their families and their country. The Kenya Catalytic Job Fund will invest £5 million over the next four years with a focus on creating jobs for young people in agriculture and manufacturing; for the most marginalised such as youth with disabilities; and those outside of the formal economy, such as in small-scale farming and microenterprises. The programme will provide technical assistance and grants to test innovative business ideas with the most potential to create jobs at scale and remove barriers to growth, such as start-ups providing new solutions to unmet problems or technologies that will overcome current barriers to growth. By the age of 19, 18% of girls in Kenya have had or are pregnant with their first child. Early pregnancy carries significant health risks and limits girls’ life choices and their ability to fulfil their potential. The Government of Kenya recognises family planning as an essential tool in reducing poverty, particularly by stabilising population growth and allowing young people to choose when to finish school and get a job, which will help to stimulate economic growth and prosperity in Kenya. The UK will provide £36 million between January 2019 and January 2024 to support the Government of Kenya to increase access to modern family planning services in 19 counties (out of 47) where fewer than 45% of women use any modern contraceptive. This will support at least 320,000 additional users of safe, voluntary, modern contraception in Kenya. Countries with growing economies are often frustrated by a lack of skilled workers. Young people in these economies are at risk of being left disenfranchised and unemployed because they cannot access the skills they need to get quality jobs. The UK is investing up to £75 million in the Global Skills programme to support nine countries to tackle the key skills gaps in their most important areas, which are holding back growth and prosperity. These countries will include Kenya, Nigeria and South Africa. The programme will look to improve the affordability, quality, relevance and equity of Higher Education (HE) and Technical and Vocational Education and Training (TVET). Leave No Girl Behind is a UK aid project (up to £6.6 million) that will support up to 5,000 out-of-school girls get the vital education they need to lift themselves and their families out of poverty – and to play a transformational role in their communities and societies. It will help an estimated 2,000 girls get back into mainstream primary or secondary school, and help give a further 3,000 girls education and training opportunities. Up to 1,000 of the girls supported by the project in Kenya will have disabilities. The UK is also strengthening Kenya’s education system, through support to the Global Partnership for Education. This will make Kenya less dependent on aid, as it moves towards a modern partnership with the UK. This is part of the UK’s commitment to ensure every girl across the globe can receive 12 years of quality education. Getting girls into school, and then into good employment, allows them to play a transformational role lifting their communities out of poverty, growing their economies and shaping the future of their countries. Globally, if all women had a quality primary education we could: Reduce maternal deaths by 2/3, saving 98,000 lives Reduce the number of child deaths by 15% Save 1.7 million children from stunting Avert 14% of child marriages Minister for Africa Harriett Baldwin said: Kenya Catalytic Job Fund UK aid will help millions more young people across Africa to access vital family planning services, receive a quality education and help them get better-paid jobs, it was announced as the Prime Minister was in Kenya today (30 August 2018).This will empower young people to have better control of their health and futures, allowing them to choose whether to have children and when, while tackling inequality and improving youth education and employment for a strong and prosperous continent.New UK aid programmes through the Department for International Development will: WISH In Kenya, 18% of girls have had or are pregnant with their first child by the age of 19. Improved access to family planning services will empower girls and women to plan when or whether to have a child, giving them the opportunity to complete their education and pursue a career, while contributing to sustainable economic growth in Kenya. It will also save thousands of lives by averting preventable maternal deaths.Leave No Girl Behind will tackle other common barriers to girls’ education by helping girls that cannot afford to go to school due to poverty or poor accessibility for girls with disabilities. Up to 1,000 of the girls supported through the programme in Kenya will have a disability.Skills for Prosperity will not only improve employment rates among young people, including in Kenya, Nigeria, South Africa and Egypt, it will also strengthen core industries in those countries and allow them to trade more prosperously with the UK.Kenya’s young tell us they want opportunities, choices and jobs; we want to empower them with the means to ensure greater prosperity for themselves, their families and their country. The Kenya Catalytic Job Fund will support better paid, sustainable employment for Kenya’s youth by providing technical advice and grants to innovative business ideas with high potential to create a large numbers of jobs. This will give the country’s young people opportunities to leave poverty behind and stimulate economic growth and investments that will benefit the UK too.A huge number of African women want to use contraception but do not have access to it, with 58 million women in sub-Saharan Africa wanting to avoid or delay pregnancies. WISH will prioritise the poorest and most in need, particularly young and marginalised women, increasing the number of ways and places they can access the vital family planning services they need, and helping to avert tens of thousands of maternal deaths.This will empower millions of women with control over their bodies and support the future prosperity of young people in some of the world’s poorest countries by allowing them to plan when to have children, stay in education and get better jobs, to contribute to their country’s economic development.This is why, as part of the UK’s new and distinctive offer to work alongside, invest in and partner with African nations, we will be bringing in more specialist health advisers to work with African governments and civil societies to enable women and girls to access the voluntary family planning that is right for them.Notes to editorsLeave No Girl Behind support up to 5,000 girls to start or get back into school for a brighter future – including girls who have dropped out due to early marriage or motherhood, or being the victim of gender-based violence – through UK aid’s new Leave No Girl Behind programme in Kenya; help hundreds of thousands more Kenyans access to safe, voluntary modern contraception over the next five years – particularly young people who want but currently struggle to access family planning services; help to create much needed, high quality jobs for young Kenyans by providing advice and grants to innovative start-ups or technology ventures that have most potential to create high numbers of jobs through the new Kenya Catalytic Jobs Fund; launch the Women’s Integrated Sexual Health (WISH) programme that will ensure six million couples can use voluntary contraception every year of the programme, and prevent the deaths of around 20 women every day; and launch a global Skills for Prosperity programme, including major investment to help young Africans access skills training and vocational courses focused on getting them into better paid, future-proof jobs in industries struggling with skills gaps.last_img read more