Tips to stay fit healthy during pregnancy

first_imgExpecting mothers should go for pregnancy friendly exercises and should get comfortable maternity gear for working out, says an expert.Yuvraj Randhawa, gym trainer and owner of Health Plus gym (H+), gives an insight on smart ways to exercise safely during pregnancy:1. Don’t lie on your back: Avoid exercises that require you to lie flat on your back, especially crunches after the first trimester. Lying on your back for an extended period could make you feel dizzy as this can decrease blood flow to you and to your baby.  Also Read – Add new books to your shelf2. Get maternity gear: Comfort and flexibility are must during workouts but the baby bump needs to be accommodated throughout your pregnancy. Look for workout wear that is specifically sized to your times, shoe and measurements. There should be nothing too constrictive, nor anything too loose. Make sure you don’t get too warm, as over-heating can pose a threat to the baby.3. Go for pregnancy friendly exercises: Walking briskly, swimming regularly and parental yoga are all very healthy and easy on baby. Remember that your joints become loose and your centre of gravity shifts with pregnancy, so you cannot just scale down your usual routine. Seek out a moderate program that keeps you strong and fit in a relaxed and safe manner. Also Read – Over 2 hours screen time daily will make your kids impulsive4. Get more rest than usual: Most expectant mothers need more sitting, napping and relaxing, but if you have got a healthy fitness routine going, you need even more time to recoup. Don’t ever keep yourself in overdrive, no matter how much you have got going on or how great your love of working out may be. Keeping yourself fit during this time is a very healthy decision, but it also must be a wise one; listen to your body.5. Be prepared to modify your routine: You may not be able to keep up that five mile run when you’re pregnant, which is totally fine. Hormonal changes during pregnancy make you more flexible and your growing belly can throw off your centre of balance, making your standby workouts more difficult. You may lessen the time.last_img read more

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Kolkata Police gets Rs 47 crore from onetime traffic fine settlement scheme

first_imgKolkata: Kolkata Police have received approximately Rs 47 crore from the one-time traffic fine settlement scheme which ended on February 13 this year. The scheme was in operation since December 1 last year.According to sources, the actual compounding amount of the pending cases was nearly Rs 300 crore. As lakhs of traffic cases were pending since 2003-04, Kolkata Police had decided to introduce a scheme to dispose of the cases and realise fine amounts as fast as possible. After a detailed discussion, it was decided to introduce the scheme in two phases. Also Read – Bose & Gandhi: More similar than apart, says Sugata BoseAccording to a senior Kolkata Police official, they had assumed that the realisation amount would cross Rs 30 crore. But no one expected that the amount would reach close to a staggering Rs 50 crore. After completion of the scheme, it was noticed that approximately 1.19 lakh cases were disposed of. The actual amount of the disposed of cases was approximately Rs 128 crore. The maximum amount was received during the first phase where the defaulters had paid only 35 percent of the actual fine amount. In the second and final phase, the defaulters had paid 50 percent of the actual fine amount. Also Read – Rs 13,000 crore investment to provide 2 lakh jobs: MamataSources informed that several vehicle owners have sold their cars but the details of present owners have not been changed. Therefore, the present owners did not show willingness to clear the cases as the vehicle still remained in the name of previous owners. Also, several commercial vehicles completing 15 years’ tenure have been discarded. As the vehicles do not exist anymore, the owners of such vehicles were not keen to clear the pending traffic cases. Questions were raised as to how a 15-year-old vehicle could be discarded without a ‘No Objection Certificate (NOC)’ from the competent authority. Otherwise, the realisation amount could have been higher. According to sources, police will intimate the concerned courts about those who have not responded to the offered scheme. The police may appeal for necessary action against them in the concerned courts as well.last_img read more

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Cracking the Code on Diversity in Tech

first_img Free Webinar | Sept. 9: The Entrepreneur’s Playbook for Going Global Growing a business sometimes requires thinking outside the box. Register Now » March 16, 2017 Opinions expressed by Entrepreneur contributors are their own. It seems the tech industry’s ability to disrupt and innovate has found its limit. Tech companies have acknowledged the need to diversify their workforce, but haven’t quite been able to crack the code on how to do so. And in a post-Trump world, candidates’ anxieties around the issue are showing no signs of slowing. How can an industry with innovation in its DNA, and virtually unlimited resources, effectively address this issue? The answer is a two-pronged approach that addresses both the next generation of diverse workers and the qualified and underrepresented candidates who are knocking on Silicon Valley’s door today.Related: Why Gender Diversity In Tech MattersFor an industry that is obsessed with data, it may not be surprising that a common pitfall is an over-emphasis on numbers. This obsession with metrics has led to initiatives like affirmative action hiring programs set up by some of the biggest names in tech, which, unfortunately, have failed to perform as hoped. While hiring initiatives and public revealing of diversity numbers are steps in the right direction, they are just that — a step, not a cure.The bottom line is that both short and long-term solutions are needed to really solve this problem. Qualitative measurement of this type of progress is difficult, but the goal should be a lasting cultural shift, not a data point to share with the world. Thinking long-term: Expanding talent pools.While some have written off the leaky STEM pipeline as a “cop out” for companies, addressing systematic exclusion and low retention is essential to long-term progress. According to the National Science Foundation, women with bachelor’s degrees in math and computer sciences has declined by about 25 percent since the mid-80s, when computer games were aggressively marketed as a boy’s hobby. Instead of competing over the same limited pool of diverse talent, the tech industry should come together to create new, larger pools. Building programs that support STEM education, vocational schools and skills training for underrepresented groups will grow the pipeline of more diverse potential candidates for everyone down the line.Google, despite its less than stellar diversity numbers, should be applauded for their long-term thinking in this regard. The company has created industry-wide initiatives aimed at growing the overall pool of underrepresented talent. Last June, the internet giant debuted its Made with Code campaign in an effort to get young women excited about computer science — a field that less than one percent of high school girls think of as part of their future. Another Google-led program, CS First, makes it possible for teachers and community volunteers to form computer science clubs for young kids.Related: 21 Silicon Valley Women Who Are More Qualified to Be on Your Board Than Mark CubanWhat we can do now: Eliminate biases.While it’s essential to grow highly skilled and diverse labor pools, an ocean of qualified, underrepresented candidates isn’t enough if unconscious biases continue to derail hiring processes. Removing gatekeepers’ subjectivity and prejudices from the process will not only help level the playing field for candidates today, but also ensure a lower barrier for entry for underrepresented talent pools in the future.Researchers found that companies using GitHub approved code written by women at a higher rate than code written by men, but only if the gender was not disclosed. As soon as gender was revealed, the situation reversed and the acceptance rate for code written by women declined. This extends to race as well; a study by the National Bureau of Economic Research revealed that candidates with African American names have a tougher time finding a job.The issue is difficult to regulate, but companies can prevent unconscious biases from impacting their hiring decisions in a few ways. An easy first step is to use gender-neutral language in job descriptions that will attract a diverse pool of applicants. Using a tool like Textio can help with this. Once the evaluation process begins, “blind” hiring tactics can eliminate potential biases. For example, hiring tools can hide the name, photo and university from candidates’ resumes. Some have even suggested that virtual reality may be the answer to masking appearances during interviews. While VR headsets may not be realistic for everyone, creating consistent scorecards to judge candidates can also prevent interviewers from putting too much weight on things like physical appearance or shared interests.Related: 3 Ways to Attract and Hire Diverse, Hardworking MillennialsThe issue of bias is evident not only when it comes to hiring, but also retention. Unconscious biases can create a less inclusive company culture that perpetuates traditional white patriarchal power dynamics. People of color who enter the tech industry leave the field at more than 3.5 times the rate of white men, and research from the Center for Talent Innovation shows that U.S. women working in SET fields are 45 percent more likely than their male peers to leave the industry within their first year.The industry needs more than superficial band-aids if it wants to create a genuine and sustainable culture of inclusion. Real progress might mean not having much to show the world for 18-24 months, or even 18 years in the case of initiatives to patch the leaky STEM pipeline. The benefits of a diverse workforce are more than just impressive figures in an annual report. Diversity brings with it unique perspectives, experiences and solutions to the everyday challenges businesses face. We cannot effectively create the tools and technology of the future if we surround ourselves with homogeneity of thought and experience today. 5 min readlast_img read more

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