underrepresented groups such as autistic and dyslexic people could do a lot to plug the skills gap but employers need to do more work to recruit more of them. you employers need to do more work to recruit more of them.— recruit more of them. you have --eole recruit more of them. you have peeple who _ recruit more of them. you have people who think— recruit more of them. you have people who think differently, i recruit more of them. you havel people who think differently, act differently and who bring you a totally new level of thought process into these solutions. i’m totally new level of thought process into these solutions.— into these solutions. i'm going to hear from the _ into these solutions. i'm going to hear from the british _ into these solutions. i'm going to hear from the british chamber i into these solutions. i'm going to hear from the british chamber of| hear from the british chamber of commerce and i also spoke to these two. more than 400 autistic staff work in his company alone. also the big... and, life on thesejob

applications. companies and sales say they're being able to employ the right skill peel people but it's one of the biggest problems. in particular, they need more people with technical communication skills. in america, the unemployment rate is at under 4% and 74% of companies say they have trouble recruiting all the staff they need. that's i4% more than two

years ago. in europe, they are calling the year 2023 the so—called year of skills because more than three quarters of companies report difficulties finding workers with the right skill set and a quarter of medium size companies say that the biggest problem. here in the uk it's a similar picture. unemployment is hovering just under 4% and a new report shows that more than seven out of ten companies are reporting a so—called skills gap. that report is fresh out from the british chambers of commerce and one of its recommendations is that companies work harder to fill the skills gap by recruiting from underrepresented groups. by recruiting from underrepresented ”mus, �* , ,, , by recruiting from underrepresented u-rous. , ,, , , , groups. businesses themselves need to be more flexible _ groups. businesses themselves need to be more flexible and _ groups. businesses themselves need to be more flexible and agile - groups. businesses themselves need to be more flexible and agile in - groups. businesses themselves need to be more flexible and agile in the l to be more flexible and agile in the way they manage the workplace. there are lots of people from underrepresented groups he would be very happy and very willing to move intojobs who very happy and very willing to move into jobs who would like to work but are struggling to access work because of the potentially the

interview process or the lack of adjustments in the workplace. for example, we know that very few autistic adults are in full—time work at the present time and only 13% of work at the present time and only i3% of businesses have any sort of plan or initiative in place to support disabled adults into work. so if need to look to hire how can they do this. my so if need to look to hire how can they do thie— they do this. my next guest has exoerienced — they do this. my next guest has experienced the _ they do this. my next guest has experienced the job _ they do this. my next guest has experienced the job market - they do this. my next guest has| experienced the job market with they do this. my next guest has - experienced the job market with and without an autistic diagnosis. it's a pleasure to have you on the show. you wasn't diagnosed until you are 51 years old. how did you come to realise that you were autistic? i had all this

felt, alienated, and certain things were difficult for me but i never really suspected it and i had been receiving counselling for most of my aduu receiving counselling for most of my adult life and neither of my councillors even suspected it, partly because adult autism was not a thing but even so, it was actually my wife, one day she was web surfing and she came across an article about autism in adults from 2013 and she started to think that very much looks like my husband.- started to think that very much looks like my husband. isabel, your wife, she looks like my husband. isabel, your wife. she is— looks like my husband. isabel, your wife, she is next _ looks like my husband. isabel, your wife, she is next to _ looks like my husband. isabel, your wife, she is next to you. _ looks like my husband. isabel, your wife, she is next to you. can - looks like my husband. isabel, your wife, she is next to you. can i - looks like my husband. isabel, your wife, she is next to you. can i have | wife, she is next to you. can i have a quick word with her? well, yes. by all means. come on in, isabel. hi,

isabel. lovely to have you and to see you. let me just ask you this, you were doing this internet search and then you put the pieces together but did you have any thoughts prior to finding that online site that maybe there was something different about lars? ., , about lars? there was always something — about lars? there was always something different _ about lars? there was always something different about - about lars? there was always| something different about him about lars? there was always - something different about him but i couldn't put my finger on it. i always thought my boyfriend was quirky, but there are lots of people quirky, but there are lots of people quirky out there and i myself and this but when i started school, i realised there was something different and then when i read the article i was shocked to see that most of what they were talking about fitted with the behaviour that lars had been showing throughout the years. had been showing throughout the ears. , , , ,

had been showing throughout the ears. , , , y y ., had been showing throughout the ears. , , , years. just briefly, when you saw that article, _ years. just briefly, when you saw that article, and _ years. just briefly, when you saw that article, and then _ years. just briefly, when you saw that article, and then he - years. just briefly, when you saw that article, and then he had - years. just briefly, when you saw that article, and then he had the | that article, and then he had the diagnosis of autism, did the light bulb come on?— diagnosis of autism, did the light bulb come on? absolutely. it was like reading _ bulb come on? absolutely. it was like reading about _ bulb come on? absolutely. it was like reading about lars _ bulb come on? absolutely. it was like reading about lars and - bulb come on? absolutely. it was like reading about lars and at - bulb come on? absolutely. it was like reading about lars and at the end of the article they took it to a link and it said do this test, its not an indication that you have autism but it's an indication that you might have and you might want to talk to your gp for a referral and then i got lars and i did the test on him and it showed that he might be on the spectrum and that started the process rolling. i’m be on the spectrum and that started the process rolling.— the process rolling. i'm going to ask ou the process rolling. i'm going to ask you to _ the process rolling. i'm going to ask you to put — the process rolling. i'm going to ask you to put lars _ the process rolling. i'm going to ask you to put lars back - the process rolling. i'm going to ask you to put lars back in - the process rolling. i'm going to ask you to put lars back in frontj the process rolling. i'm going to i ask you to put lars back in front of the camera. thank you for your time. welcome back, lars. 0nce the camera. thank you for your time. welcome back, lars. once you had the diagnosis i want to ask you how did you feel when you realised? it diagnosis i want to ask you how did you feel when you realised?- diagnosis i want to ask you how did you feel when you realised? it was a mixed feeling- _ you feel when you realised? it was a mixed feeling. first _

you feel when you realised? it was a mixed feeling. first of _ you feel when you realised? it was a mixed feeling. first of all, _ you feel when you realised? it was a mixed feeling. first of all, the - mixed feeling. first of all, the biggest — mixed feeling. first of all, the biggest of all was that i was relieved. because, nowi biggest of all was that i was relieved. because, now i have answers— relieved. because, now i have answers to _ relieved. because, now i have answers to my feelings of alienation and why— answers to my feelings of alienation and why so— answers to my feelings of alienation and why so much had gone wrong in my life, and why so much had gone wrong in my life. despite— and why so much had gone wrong in my life, despite my utmost effort. when you know _ life, despite my utmost effort. when you know the cause then you can understand — you know the cause then you can understand this. so now i had something to work on sol understand this. so now i had something to work on so i started studying — something to work on so i started studying and researching autism. did you studying and researching autism. you have studying and researching autism. d c you have problems at studying and researching autism. li c you have problems at work before your diagnosis?— your diagnosis? work, school... famil , your diagnosis? work, school... family. life _ your diagnosis? work, school... family, life as _ your diagnosis? work, school... family, life as we _ your diagnosis? work, school... family, life as we know- your diagnosis? work, school... family, life as we know it, - your diagnosis? work, school... family, life as we know it, yes, | family, life as we know it, yes, everywhere. yes, i did with alienation, isolation, even bullying and harassment.— alienation, isolation, even bullying and harassment. what's the biggest challenae and harassment. what's the biggest challenge that _ and harassment. what's the biggest challenge that you _ and harassment. what's the biggest challenge that you find _ and harassment. what's the biggest challenge that you find in _ and harassment. what's the biggest challenge that you find in the - challenge that you find in the workplace?— challenge that you find in the worklace? . , . ., , workplace? that is an easy answer. the social aspects. _ workplace? that is an easy answer. the social aspects. i _ workplace? that is an easy answer. the social aspects. i like _ workplace? that is an easy answer. the social aspects. i like to - the social aspects. i like to consider— the social aspects. i like to consider myself actually quite

social — consider myself actually quite social but i don't understand social interaction — social but i don't understand social interaction and i send conflicting signals— interaction and i send conflicting signals to — interaction and i send conflicting signals to the people around me so it's kind _ signals to the people around me so it's kind of— signals to the people around me so it's kind of a — signals to the people around me so it's kind of a mutual misunderstanding and, also, ijust have _ misunderstanding and, also, ijust have extreme difficulties with office — have extreme difficulties with office politics.— have extreme difficulties with office olitics. ~ ., , . office politics. what is it that you excel at? problem _ office politics. what is it that you excel at? problem solving. - office politics. what is it that you j excel at? problem solving. there office politics. what is it that you - excel at? problem solving. there are a coule excel at? problem solving. there are a couple of — excel at? problem solving. there are a couple of things. _ excel at? problem solving. there are a couple of things. there _ excel at? problem solving. there are a couple of things. there are - excel at? problem solving. there are a couple of things. there are some . a couple of things. there are some stereotypes about autistic people that are _ stereotypes about autistic people that are true, we often see patterns and picking — that are true, we often see patterns and picking out anomalies. coming from _ and picking out anomalies. coming from the _ and picking out anomalies. coming from the neuro diverse perspective, i sometimes look at problems in a different— i sometimes look at problems in a different way. what am i good a? yeal’, _ different way. what am i good a? year, working hard and being very loyal _ year, working hard and being very loyal one —

year, working hard and being very loyal. one thing is that i have developed empathy. it's an erratic stereotype that we don't have empathy. it's not that we don't have empathy, _ empathy. it's not that we don't have empathy, we don't have a filter that is able _ empathy, we don't have a filter that is able to— empathy, we don't have a filter that is able to filter out things around us. ~ ., is able to filter out things around us. ~ . ., , ., is able to filter out things around us. what would you say to other neuro diverging _ us. what would you say to other neuro diverging people - us. what would you say to other neuro diverging people about i us. what would you say to other i neuro diverging people about going into the workplace? the neuro diverging people about going into the workplace?— into the workplace? the advice i have, it sounds _ into the workplace? the advice i have, it sounds sort _ into the workplace? the advice i have, it sounds sort of - into the workplace? the advice i have, it sounds sort of general i into the workplace? the advice i i have, it sounds sort of general but ithink— have, it sounds sort of general but i think we — have, it sounds sort of general but i think we have to remember that a lot of— i think we have to remember that a lot of autistic people come into the workforce — lot of autistic people come into the workforce carrying traumas from earlier— workforce carrying traumas from earlier in— workforce carrying traumas from earlier in life so one piece of advice — earlier in life so one piece of advice is _ earlier in life so one piece of advice is if— earlier in life so one piece of advice is if you suspect you have autism, — advice is if you suspect you have autism, get— advice is if you suspect you have autism, get a formal diagnosis because — autism, get a formal diagnosis because then, yes, you will have the law on— because then, yes, you will have the law on your— because then, yes, you will have the law on your side when you apply for

work _ law on your side when you apply for work and _ law on your side when you apply for work. and be persistent. it easy to -ive work. and be persistent. it easy to give uu _ work. and be persistent. it easy to give uu i've — work. and be persistent. it easy to give up. i've seen too many fellow autistic— give up. i've seen too many fellow autistic people giving up and it's very depressing because failure hurts— very depressing because failure hurts but— very depressing because failure hurts but i say, just to be persistent and accept every failure as a learning opportunity and ask for beta — as a learning opportunity and ask for beta i— as a learning opportunity and ask for help. i have noticed that there are people — for help. i have noticed that there are people who are prepared to take advantage _ are people who are prepared to take advantage of us, that is all too true _ advantage of us, that is all too true but — advantage of us, that is all too true but there are very many kind people _ true but there are very many kind people that are able and willing and sometimes even quite eager to help. it sometimes even quite eager to help. it can— sometimes even quite eager to help. it can be _ sometimes even quite eager to help. it can be very difficult, difficult ask of— it can be very difficult, difficult ask of autistic people but at least

don't _ ask of autistic people but at least don't try— ask of autistic people but at least don't try to be someone who you are not which _ don't try to be someone who you are not which is — don't try to be someone who you are not which is called masking which is very common in autistic people. the simplest— very common in autistic people. the simplest advice is to do your best. that's_ simplest advice is to do your best. that's all— simplest advice is to do your best. that's all anyone can ask of you. wonderful— that's all anyone can ask of you. wonderful advice. that's all anyone can ask of you. wonderfuladvice. lars, ican't that's all anyone can ask of you. wonderful advice. lars, i can't tell you how much we appreciate you sharing your story, and isabel, sharing your story, and isabel, sharing your story, and isabel, sharing your story. good luck with everything. i really appreciate your time. lars was placed in a company called auto corn, a technology company that exclusively hires autistic people for consultants. they have more than 400 autistic employees and it's the largest neuro diverse company in the world. kurt, a pleasure having you on the show. what other benefits to businesses

for a neuro inclusive workforce? it's very interesting. thanks for asking that question. what came out the study is that there is a greater level of innovation. you have people who think and act different and who bring a totally new level of thought process into the solutions. there is increased efficiency and this is what every company is looking for. it might surprise you but it becomes clearer when you think about it, there is much clearer communication in the teams. a clear definition of the project helps. so we can really see the communication in the team is definitely increasing. there's also a better team spirit often. the

other thing of course is a great sense of purpose for the organisation that we are trying out. you estimated that only 30% of adults with autism are in employment. how can companies think differently about trying to attract this group? the differently about trying to attract this a-rou? , , differently about trying to attract this arou - ? , , ., . differently about trying to attract this arou-? , , ., . , this group? the biggest hindrance is the wa we this group? the biggest hindrance is the way we are _ this group? the biggest hindrance is the way we are hiring _ this group? the biggest hindrance is the way we are hiring people - the way we are hiring people internally in business. we are not focusing enough on strengths or capabilities, we are still seen too many other things around the person that are not really important in the job and in order to change that, that hiring methodology needs to be resolved completely. how, kurt? we help our partners to do that. we see

bottlenecks in the hiring process which more or less displayed neuro diverging people from the beginning without knowing that. but basically, the bigger the company gets, the more important for them to be seen that they really need diversity post business. it can be hard for people to find their way into the business and that is what we are trying to change and have been changing quite significantly already. and that remains our focus for the future. i have to ask you, the image of rain man, an autistic person with exceptional powers, that's a cliche, isn't it? ~ , �* ., isn't it? absolutely. believe it or not it still injures _ isn't it? absolutely. believe it or not it still injures but _ isn't it? absolutely. believe it or not it still injures but we - not it still injures but we completely disagree because it

claims that you are really good especially on one thing. that is not true of our colleagues who are capable of doing different things in a really fantastic manner so it is a cliche, definitely. the a really fantastic manner so it is a cliche, definitely.— cliche, definitely. the idea of the autistic it worker _ cliche, definitely. the idea of the autistic it worker is _ cliche, definitely. the idea of the autistic it worker is a _ autistic it worker is a representation of the community but there are other industries, do you think you could see similar changes for those communities? first think you could see similar changes for those communities?— think you could see similar changes for those communities? first of all, if ou for those communities? first of all, if you change _ for those communities? first of all, if you change the — for those communities? first of all, if you change the perception - for those communities? first of all, if you change the perception then . for those communities? first of all, if you change the perception then itj if you change the perception then it helps everybody on the spectrum. if you talk about autistic people, if you talk about autistic people, if you are talking about 1% to 2% of the population. if you as an employer do not even look at 15% of the population how sad would that be? so, definitely it's important

that people look especially for that talent because it always brings something to the table that other people do not do. let something to the table that other people do not do.— people do not do. let me end on this, in five _ people do not do. let me end on this, in five years' _ people do not do. let me end on this, in five years' time, - people do not do. let me end on this, in five years' time, do - people do not do. let me end on this, in five years' time, do you i this, in five years' time, do you see a situation where we have more neuro diverging people in the workplace? i neuro diverging people in the workplace?— neuro diverging people in the worklace? , ., ~ ., ., workplace? i definitely do. a lot of eo - le workplace? i definitely do. a lot of people understand _ workplace? i definitely do. a lot of people understand that _ workplace? i definitely do. a lot of people understand that diversity . workplace? i definitely do. a lot of people understand that diversity is notjust people understand that diversity is not just something to people understand that diversity is notjust something to have in your annual report to take a few boxes but diverse teams can be more efficient, faster and get better and greater results so that's why our clients want to work with us. that's why they want to learn from us and thatis why they want to learn from us and that is also what we want. we want to inspire them to hire neuro diverse people themselves. fin to inspire them to hire neuro diverse people themselves. on that wonderful, positive _ diverse people themselves. on that wonderful, positive point, - diverse people themselves. on that wonderful, positive point, kurt, - diverse people themselves. on that wonderful, positive point, kurt, a l wonderful, positive point, kurt, a real pleasure my friend having you on the show and we will check in

with you soon. thank you for having me. just to say, if you want more information on autism, adhd, dyslexia, diss calculus and tourette's, then you can go to our website. so we've been speaking about the global skills gap in how companies need to look at less well represented communities such as autistic people. well, he —— my next guest is looking at this very thing. this week, we've been looking at how employers can look at underrepresented groups including neuro diverse people to plug the skills gap. is that something you

are starting to see showing up? iltiui’heh are starting to see showing up? when we look at nearer _ are starting to see showing up? when we look at nearer diversity, _ are starting to see showing up? when we look at nearer diversity, i - are starting to see showing up? lumen we look at nearer diversity, i think it's the beginning of this phase, actually, you know, myself, i have a sister who is having a similar challenge who had a tough time finding a job challenge who had a tough time finding ajob and challenge who had a tough time finding a job and herfamily had a tough time supporting her. 5.6 million people in the us have an autistic situation, research shows that 75% of people are unemployed or underemployed so it's definitely still very difficult for them to find a good fit. but the important thing is we need to know as an employer or a colleague how to be more inclusive to welcome them as a co—worker. more inclusive to welcome them as a co-worker. ., more inclusive to welcome them as a co-worker-—

more inclusive to welcome them as a co-worker. ., ., ., w co-worker. you say you want to make hirin: co-worker. you say you want to make hiring more — co-worker. you say you want to make hiring more simple _ co-worker. you say you want to make hiring more simple but— co-worker. you say you want to make hiring more simple but we _ co-worker. you say you want to make hiring more simple but we are - hiring more simple but we are learning more individual situation will help. i'm worried that they may be in danger of losing out. brute be in danger of losing out. we actuall be in danger of losing out. - actually believe it's more the opposite because what we are saying is that if you are 100% depending on checking resumes and a bunch of interviews, sometimes these people are having a tough time of how to speak through and so we are providing more skill tests or assessment and actually what we are seeing is that employers who are using skill tests are having faster hires than the employers who are not using it so we believe that skill tests are probably more fair to job—seekers to be assessed. i tests are probably more fair to job-seekers to be assessed. i want to ask ou job-seekers to be assessed. i want to ask you about _ job-seekers to be assessed. i want to ask you about older— job-seekers to be assessed. i want to ask you about older people - to ask you about older people because we've started to see what is called the great retirement. that's people between ages of 55 and 64

leaving the workforce. i'm wondering what are you doing to get that demographic back to work? japan is havin: a demographic back to work? japan is having a terrible _ demographic back to work? japan is having a terrible challenge - demographic back to work? japan is having a terrible challenge with - demographic back to work? japan is having a terrible challenge with the| having a terrible challenge with the ageing workforce but, what we have been pushing based on the needs of elderly workers which is the biggest demand from elderly workers is the flexibility of work. think about it. if you became older, they don't want to work for 40—50 hours a week, five days a week, they want flexibility. that's the biggest demand we are hearing. i'd say it's not only japan but all countries. we are wondering how can we slice full—time jobs to be more flexible, one day, two days,

two days per week. we are also providing effects, which is a safe — based hiring, job matching, and this is welcomed by elderly people who want flexible work.— want flexible work. there's 100 million want flexible work. there's100 million people _ want flexible work. there's100 million people in _ want flexible work. there's100 million people in the _ want flexible work. there's100 million people in the united - want flexible work. there's100 . million people in the united states right now with criminal conviction so i'm wondering if labour shortages are far more people with criminal records to get back into the workforce? i records to get back into the workforce?— records to get back into the workforce? ,, �* , ,., ., workforce? i think it's important for us to help — workforce? i think it's important for us to help employers - workforce? i think it's important for us to help employers to - workforce? i think it's important for us to help employers to be l workforce? i think it's important - for us to help employers to be more open to hire the people who have criminal records. actually, as you've said, 100 million people who have criminal records but the research shows that 40% of them can't delete these records but they

—— can delete these records but they don't know that they can. so we are supporting a project to let job—seekers know that they can have the option to delete their records and we are also talking with employers to be more open to hire the people who have criminal records. i think we are seeing good progress through this project. do you see people changing jobs more and more, just to keep up with a cost of living crisis? brute and more, just to keep up with a cost of living crisis?— cost of living crisis? we saw that situation from _ cost of living crisis? we saw that situation from last, _ cost of living crisis? we saw that situation from last, the - cost of living crisis? we saw that situation from last, the last - cost of living crisis? we saw that situation from last, the last two | situation from last, the last two years, particularly in the middle of the pandemic, people were changing jobs and were getting bigger salary bumps than those who kept the same jobs but right now, the situation is cooling down and the salary bump for

those changing jobs seems to becoming similar to those not changing jobs. that becoming similar to those not changing jobs— becoming similar to those not changing jobs. changing “obs. at one point or other, changing jobs. at one point or other. many _ changing jobs. at one point or other, many of— changing jobs. at one point or other, many of us _ changing jobs. at one point or other, many of us have - changing jobs. at one point or other, many of us have told . changing jobs. at one point or other, many of us have told a | changing jobs. at one point or - other, many of us have told a little light on lcc or with stretched the truth. —— a little lie on our cv. people talk about this but we are pushing more skill —based tests and assessment type processes to select assessment type processes to select a good candidate. i think realistically, it's difficult to fix alljob—seekers mindset. may be, sometimes it's not lying. maybe they are trying to modify a little bit

but that is why we need to deliver better tools to check skills and knowledge is and hiring processes. it is important to fix this challenge.— it is important to fix this challenge. it is important to fix this challente. ., ,, ., , ., challenge. thank you for being on the show. that's _ challenge. thank you for being on the show. that's it _ challenge. thank you for being on the show. that's it for _ challenge. thank you for being on the show. that's it for now. - challenge. thank you for being on the show. that's it for now. you l challenge. thank you for being on l the show. that's it for now. you can keep up with the global economy on our website and you can follow me on twitter. i'll tweet you back. thanks for watching. twitter. i'll tweet you back. thanks forwatching. i twitter. i'll tweet you back. thanks for watching. i will see you soon.

hello there. the impact from storm ciaran continues to be felt. on saturday across the uk it was a day of sunshine and showers, or some longer spells of rain for some of us, all driven in by an area of low pressure above the low pressure has been named as a new storm that's going to be again bringing severe weather to europe. western france, gusts hitting 85 miles an hour, strong enough to blow over trees so again there's going to be transport disruption and also power cuts very likely here. all the while, 15 metre high waves, that's as big as the waves could get battering the coastline of portugal and north—west spain and in italy, in tuscany where we have seen severe flooding over recent days, this extra rain certainly isn't going to help things. the flooding could get worse before it gets better. over the next few hours for the uk, still quite unsettled. we've got some rain tending to ease to more showery conditions across parts

of northern england, something a bit dry for a time across the west and temperatures around three to seven celsius as we head into the first part of sunday morning. so it will be a chilly start to the day. through sunday morning there will be further showers coming and going across eastern scotland, eastern england, otherwise it's a fine and sunny and dry start to the day. however, into the afternoon we will see these showers build, particularly across western areas but with the winds flowing in from a west, north—westerly direction, that's crucial for those in southern england that have been affected by those really heavy showers and flooding. those winds should really push the showers offshore at last, so it should be a drier day in the far south. for those celebrating great uncle guy's night, well, a few more showers coming and going, particularly across western areas, some clear spells and you will need to wrap up warmly, it will be quite a chilly one. 0n into monday's forecast and things are looking unsettled, this time across the north and west of the uk with some showers or longer spells of rain here. a few showers elsewhere across england and wales but moving through fairly promptly given the brisk westerly winds and temperatures

continue to run a little bit below average. deeper into the new week we will replace the mixture of sunshine and showers with more general outbreaks of rain as we head into the middle part of the week and of course with the grounds completely saturated following our prolonged spell of wet weather, we will have to watch carefully to see if we will see more flooding issues as this band of rain works through. it does clear through and it will be followed again by a mixture of sunny spells and showery conditions towards the end of the week. goodbye for now.

live from washington, this is bbc news. another building in southern gaza destroyed in air strikes as israel's military operation continues. america's top diplomat is on a regional push for humanitarian pauses in the fighting but

rejects calls for an immediate israeli ceasefire. abs, rejects calls for an immediate israeli ceasefire.— israeli ceasefire. a ceasefire now will simply _ israeli ceasefire. a ceasefire now will simply leave - israeli ceasefire. a ceasefire| now will simply leave hamas israeli ceasefire. a ceasefire i now will simply leave hamas in place, able to regroup and repeat what it did on october seven. and a new report reveals that for the first time in 20 years, infant deaths in the us rose. good to have you with us. it has now been four weeks since the attacks by hamas that killed more than 1400 people in israel. israel is continuing to push further into gaza city in its ground offensive with 20 israeli soldiers now reported killed since the invasion began. it's offensive is focused on the north of the territory where it is thought that up to 400,000 people remain despite calls from israel to move south. this was

the scene in gaza. you can