and to build a better-educated workforce. we have examples throughout the state having a dual-track education system. and we launched a program calls launch oklahoma and this is to make sure that 70% of the workforce has more than a high school degree and the earn and learn program, aparen tin ship program, we set a goal that in 2020 they will be in some kind of apprenticeship in our state. we have active dialogue in the business community to get involved. some of the charter schools have four days school course work and on the fifth day, they work somewhere. and the opportunity to have the apprenticeship, as you said, there are a lot of students that come out of college with a large amount of debt and they don't know what they want to do. i had one child got a college degree and then decided to go back to get another degree. if we give them an opportunity to go into a profession and see if they like it and then to be able to maybe get a job with it later. can make a huge amount of difference. another little fact, our u.s. ma

we call this our workforce pipeline.e need your help to get the knowout print something i that each of you work on every day. the numberincrease of stem graduates to have a workforce capable of continuing america's 21st-century energy renaissance. to help ensure that the workforce pipeline is filled memberlent, api and our companies are educating school counselors and teachers on the wide array of career options in the natural gas and oil industry. with schools to encourage participation of women and minorities in stem education . there is more work to be done, in -- shellments and bp last month, the important steps demonstrate a career path in our industry. challenge of our lives to attract and retain diverse talent that will make us a second to none in a -- in energy production and environmental protection. the energy and history is working to stay ahead of the curve in shaping the workforce of the future and the innovation that goes hand-in-hand with it. as i close, i would like to invite all of you to reach into your

we call this our workforce pipeline. to get the work out, to get the word out come something and each of you were gone every day. we need to increase the number of s.t.e.m. graduates to have a workforce capable of continuing america's 21st century energy renaissance. to help ensure that the workforce pipeline is filled with talent, api and our member companies are educating school counselors and teachers on the wide array of career options available in the natural gas and oil industry. we are working with schools to encourage more participation of women and minorities in s.t.e.m. related subjects. there's more work to be done for sure, but announcements that s.t.e.m. educated women are leading u.s. operations of major global energy companies as were just recently announced by shell and bp just last month are important steps to demonstrate a career path in our industry. it may be the challenge of our lives to attract and retain diverse talent, that will make a second to none in energy production, security, economic prospe

it is going back up more people in the workforce here these are all positive things,

but some estimates suggest that 40— 50% of america's workforce could be remote of america's workforcere look like? companies are turning to futuristic solutions like robots. this is a segway like device with an ipad for a face. a person sitting in a remote location can log in, and theirface is visible on the screen. double robotics, a silicon valley —based start—up, says they have sold these to more than 4000 customers. start—up, says they have sold these to more than 4000 customerslj start—up, says they have sold these to more than 4000 customers. i am a hologram, come up here with me. but could telepresence be made to feel any memorial? 0k, could telepresence be made to feel any memorial? ok, now ijust look silly nodding out there now, but thatis silly nodding out there now, but that is how hologram technology works. it makes you feel like you are in the same place as somebody who isn't physically there. it requires hardware to be specially set up and is still in its early days. some large companies have begun to use it. our clients are a lot of corporate fortune 500 clients, using

one study traced roughly 25% of the decline in workforce participation between 1999 and 2015 to the opioid crisis. that amounts to about one million missing workers. missing workers. no wonder the trump administration reports the epidemic costs our economy $500 billion in 2015 alone. and the economic cost pales in comparison to the human cost that addiction and joblessness inflict. the comprehensive addiction recovery, or career act would begin to target relief to states most devastated by substance abuse. this state-based pilot program would encourage local businesses and treatment groups to form partnerships to help those in recovery find and maintain employment. the legislation expands housing block grants to encourage more transitional housing options for recovering addicts until they secure permanent arrangements. it gives states more flexibility to spend federal career services and training funds to support specific initiatives dedicated to helping individuals transition from treatment to the workforce. in short, this bill does exactly what the experts tells us needs to be done on th

entered workforce expanded it, unemployment 44-year low, under obama participation rate dropped from 65 to 62. it is going back up more people in the workforce here these are all positive things, so we're looking at every opportunity we can, to not let the minority stop us, and actually put america first before politics. maria: right that is where markets up 30% since election this year you are seeing a lot of companies animal spirits because of tax plan, do you think this inmates with people do you think american people recognize that the tax cut plan very positive that moved neiled on economic growth on jobs and at the same time, that the senate is slow walking all this stuff or the democrats are trying to slowwalk everything, in particularing with pompeo the vote. >> to me more and more seeing it, because i just watched the small business i read the other day, in got a bonus -- it was a small visit he just had a new child had some difficulty, he was worried how he was going to pay that bonus, 39 states have now

but given the commission's action resolutions 160233, and the idea that we have workforce development kind of incapsulated in these grants, and i don't know to what extent each party is going to be required to participate in any actual workforce development because there's other roles and responsibilities here. but also, one thing with respect to the process. i would like something from staff because we formed a committee. for purposes of reviewing the applications, six applications i guess it was, and on that committee was to staff from the p.c. former elected official and agriculture expert and someone else, when we do -- it would put me in a much happier place, if we're going to engage a conversation about folks that are trying to get grants support from the agency, and that conversation includes workforce development. it seems more appropriate to me to have someone reviewing those applications and engaging those individuals in workforce development techniques, best practices, lessons learned, dos and don'ts, et cetera. i'm not sure we checked that box here. i don't know it matters

many of the workforce for a while. therefore are paid less. this all means that disparities are growing. and that has been growing significantly over the last ten years. and so, resolving it as you heard in the interest of business, but studies say now more people are aware of it, it will have a real impact on how businesses are perceived. if there isa businesses are perceived. if there is a big pay disparity at a business, it may hamper their chances of hiring new staff. women we re chances of hiring new staff. women were asked, would you go to a employer with a massive pay disparity, they said no. these figures suggest there is a long way to go yet. three people have been injured in a shooting at youtube's headquarters in california. a 36—year—old man is in a critical condition. police say the woman who opened fire later killed herself. she's been identified in the us media as nasim aghdam, who's reported to have been 39 and of iranian descent. our north america correspondent, dave lee, reports. this is the dramatic

so important that men in all workforces find a way to support a colleague who is struggling, you don'ty, you don't need to be a mental health professional, people in banks, in confectionery, in retail, all kinds of men in workforces are starting to find ways of showing that they would not judge a colleague, a manager, someone they manage, if they developed a mental health problem like depression, anxiety, bipolar. really important, because we lose 6000 men a year and women to suicide, that as a nation in britain and the biggest killer of young men is suicide, more even than road deaths. we have to do something to get men to talk. what prompted the involvement of ford? we are currently working with 800 employers, big companies and small employers, big companies and small employers and mental health is an issue in every single workforce, blue—collar, white—collar, high—level industry leaders are starting to talk about mental health. it is something that affects one infour health. it is something that affects one in four people each year. i think they recognise mental health is suddenly m

some is on the alternative workforce. the alternative workforce was a strong staffing component for public works. this is the swa program, project ga and 20. these were people providing critical manual street cleaning. while we had an increase in account and dollar amounts and we have been innovative we've had our own challenges. we talked the other day about some of the challenges in our corridor program which i'll talk about in a little bit. we've also had some challenges here with these three critical programs that were alternative workforce that provided a critical service. you can see the decrease 41% is pretty significant. it is an impact on our ability to keep the city clean. so here's an over view of just street environmental services to give you an impact of what the budget number looks like. again, about $58 million is what we submitted for our fiscal year 18/19 budget to the mayor's office. really our goal in this budget submittal is to shorten the response time during the night and swing shifts. all of our enh

companies with 250 or more employees have until midnight to publish figures showing how their workforcesyers have already done so and more than three quarters pay their men more on average than women. earlier our business correspondent, ben thompson gave us more details. about 100 firms that are still outstanding as far as that report is concerned. and you touched on the numbers there. from those that have reported, 78% say they pay men more than women, 13% say they pay women more than men, 8% say there is no problem, we pay everyone the same. it is adjusting if you start to look into some of the details, you get an idea of why this may be going on and some of the things that can be done to rectify it. one of the biggest names has been on this list, ryanair. it names has been on this list, rya nair. it reported names has been on this list, ryanair. it reported a gender pay gap of nearly 72%. it is a staggering gap but if you look into the detail, you start to get an idea of why. they say the majority of highly paying jobs are those pilots and they tend to be male. that is why they have s

agency workforce makes it sound their temporary workforce who come m, their temporary workforce who comers. is10% of the solihull workforce. to her percent of the overall workforce in the uk. what they are saying is that consumers are baffled and confused by what to do about diesel. the industry says that new diesel cars are fine and they want the government to you, you know, say that message out there to reassure consumers. but motorists have been hit by new taxes, they are scared the goalposts might be moved. the central government has bothered the ball this decision on what to do about diesel policy to individual cities saying we have a situation where london is doing one thing, maybe bristol will do another. what consumers meant to think? no wonder they are baffled. what they‘re doing is putting off the sales and jaguar are very exposed to that particular phenomenon. they do say they remain committed the plight of the hiring some engineers. the woman some permanent staff a rich sorry hole. but something going to get here because of their great lakes closure to the diesel market. that

in the 1940's, they went into the workforce and retreated again.ot tohe pressure is on have children rather than to have children, perhaps only one significant change. certainly much less encouraged to have large families. >> women are the ones who are pushing for abortion and all the ones who have it as far as they have -- men are the ones where -- who are legislating on it. it is curious, some of the arguments you hear. >> the women who went to work in the 40's went to work in factories. during that time, in the 50's, you have educated more and more women. you have a different group of women who were seeking work today outside of their homes. would this not be true? >> that is true. america willmen in have graduated from high school in 1970. a much higher proportion have gone to college than ever. 80% of all college-educated women work. any little girl should know is that they're going to work outside of their home. the dreamworld is over. >> that is true. women children and why children should be brought up to find something that they want to do

is looking to cut ships and reduce its workforce by eight hundred employees about half the workforce here a potential disaster for eyes and the suv of it to you but this will be catastrophic for the region because it affects not only opel but a number of suppliers sized those eight hundred jobs don't reflect the whole picture. it'll also affect the city the central shopping district. the local economy will collapse because there won't be any money that'll happen if they lay off those eight hundred people it's tragic. posted losses for two decades under its previous owner g.m. new owner p.s.a. is looking to make opel more competitive that was the goal announced in two thousand and seventeen. is this our clear plan is to cut out forced redundancies we want to keep our existing plants in europe and modernize them. as well as develop a plan to make each location competitive. these commitments however don't seem to apply to eisenach for mayor conti of all this about face from p.s.a. comes as a surprise. yeah we expect t.s.a. to keep its promises to uphold the collective wage agreements an

again aging workforce, slowing , workforce growth. sluggish productivity.ve an effect. my own view is we ought to be raising rates, and why? we are at near or full employment. we don't want to risk overheating or over tightening of the labor market. i think we are making progress and we will move toward our 2.5% inflation objective. that is in the context that in the out years growth will moderate. the challenge for us in the trade-off i'm working on his we -- is we want to remove accommodations but we need to do it gradually because we still have fundamental headwinds for economic growth. we can address those. but trade is just one. maybe not even the most significant of them. we have to find ways to grow the workforce in the united states. we have got to find ways to get more people into the workforce, improve their skills. i think those two issues are as or more important than the short-term trade issues. i am relatively hopeful because againi am relatively hopeful because, it is so clearly in the interest of the united states as well as china, that we h

we were able to put three or four of that workforce in each area of the city. it's now down to five or six workers total for the entire city on a given day. >> supervisor fewer: what's your plans to beef that up? >> we partner with the nonprofits and that started with tl clean in order to get more resources in the area. we will continue to do more of that as well as us actually doing the hiring to get long term transitions from the corridor on into apprenticeship and permanent employment. >> supervisor fewer: thank you very much. >> supervisor cohen: any other questions for the deputy director? >> supervisor yee: one more. give me a second to see if i can frame this. >> supervisor cohen: i can't hear you. >> supervisor yee: i have a question but i'm trying to figure out how to frame it. okay. in the presentation i'm just wondering in regards to recent up stitick in the encampments it's increased quite a bit. is there mie way we could -- have you thought of ways in which maybe that would be reduced? i don't know if we have these pit stops going by where they can

grandmother, and as a member of the house committee on education and the workforce and the workforce, i'm concerned about houses -- how this will affect our nation's children. , 11th in north carolina in the country for food insecurity. that is not a number to be proud of. an estimated 206 he 5000 children across the country will lose meals due to this proposal in this bill. north carolina, like many others, allows children on snap to qualify for free and reduced lunch. that food, both not only at home but at school, will be taken away from thousands of children in our state. and of the one million north carolinians who receive snap benefits, 30% are school-aged children. children cannot excel and succeed in school, they are likely not to graduate. having food on the table will help break this poverty cycle. childrenwithout snap, without meals in schools, they are not ready to learn. as i said, i taught 40 years. i know firsthand. i think you don't have to really teach and a classroom to know that what i am saying is true. our children in this nation will be hurt in every district, ev

to say that emphasizing workforce training, i think americans are very workforce ready. since you're about to ask a question about, what about student loan and debt? to me, one reason that student loan and debt has become a problem is that the american economy does not adequately had places available for very capable and dedicated young college graduates. i am not running for reelection. >> wait for the microphone. >> nowadays, there is a big issue on vouchers. back in the 60's and 70's, during the higher education act reauthorization, was there later discussion on the appropriateness of using these loans for private religious colleges and how that fits in the conversation? >> the dilemma i have with your comment and question is that, higher education, certainly going back into the g.i. bill and higher education act, has accommodated the idea of private and public institutions being eligible to receive student financial aid. that conversation, i don't know much about it. it seems to be more germane to k-12. i get lost in translation. i felt that higher education, both fe

women into brought their workforce for different reasons. it depended on their budget constraints, workload, and their individual feelings about what women should and could do. myth was a mess that -- a that the government hired women because all the men were fighting. that is an understandable mistake. the government hired women not because it lacked male applicants. lackedblem is that it qualified men who were willing to work at rates the government could pay. for women, the government found qualified employees who were able to do the jobs for less, half pay. the government was hemorrhaging male workers to the private sector, and the government found a swath of female employees. this is a -- from a book by virginia penny. it was ironic that the government hired women because they could pay them so little. because women wanted these jobs because they could earn so much more than they could in other lines of work. you can find this on google books. found 392enny different jobs women could be doing because they were now dependent on their own

having there is this conscious effort -- we make a conscious effort to keep women in the workforce. there is no doubt when people -- when women have children or ailing parents there are many reasons women will come in and out of the workforce. do everything you can to keep them in, your odds are higher for the ability to keep going. the newest benefits is shipping breastmilk for babies of mothers -- mothers and babies who are nursing. they can keep working if they want to. horseg women in the work concreting the pipeline for these roles. ceos: ibm has a history of retiring earlier than other companies. is your thinking you will do it for a bit longer? what would you do after you left as the current ceo? say i was nots going to say my age and i'm reminded its public information. it's not it will for us. -- it is not a rule for us. i'm not retiring now. my work is not done so i will still be here for quite a while. what am i going to do after? i don't even think about that now. in a staying fit category -- ginni: does that mean i look fit? send a compliment. david: you're a golfer. gi

i hesitate to think so because women have, in the 1940's, they went into the workforce and then retreatin. since the pressure is on not to have children rather than to have children, perhaps it will be one significant -- one of the most significant changes. it is certainly much less encouraged to have large families. it is socially commendable thing. ad abortion which is also legal matter. this is a question [indiscernible] women -- thehe ones who are legislating on it. so the problems we have, we get believe a woman would risk -- it is some of the arguments are curious that you hear. >> the women who went to work in the 1940's very frequently went to work in factories, did they not? i -- during that time and in the 1950's, you have educated more and more women so that you have a different group of women who were seeking work today outside of their homes. would this not be true? >> that is true. almost all women in america will have graduated from high school in 1970. and a much higher proportion have gone on to college than in any previous decade. >> and 80% of all college-educated wom

are if they are well educated that we have well-educated students in the workforce, people in the workforce and the future is better for all of us. announcer: this is part of the c-span capital store. unfoldswhere history daily. in 1979, c-span was created as public service by america's cable television company sent today we continue to give them unfiltered -- we continue to give you unfiltered coverage of the white house, supreme court, policy events and washington, d.c., and around the country.

aging workforce, slowing workforce growth, sluggish productivity.oing to have an effect, also. my view is we should be raising rates because we are at or near full employment. we want -- we don't want to risk overheating or over tightening of the labor market. i think we are making progress and will move closer to the 2% inflation objective. that is all in the context that in the out years, growth will moderate. wanthallenge for us is we to remove accommodations, but want to do it gradually and patiently, because we have fundamental headwinds for economic growth. trade is just one of them. it may not be the most significant. we have to find ways to grow the workforce in the u.s. we have to find ways to get more people into the workforce and improves skills. those are as or more important than these short-term trade issues. i am relatively hopeful. it is so clearly in the interest of the u.s. and china that we have trade. it is critical to each of our prospective growth stories that i am hoping those issues get resolved. those are not the only ones.

and then the other ones, it has been about workforce skills.n you look at why is there divisions between people and why is there inequality, every time you will trace this back, and it will be about skills and opportunity. david: so when -- ginni: that is what we have been working on. david: so when you are meeting with president trump or other presidents, do you see that ceos are willing to say, mr. president, that is not a good idea, or let me give your my thought? it might be different than yours. or people are kind of quiet ginni: no, my experience is that people are respectfully honest and give their opinions. just as there are times with every -- whether a president or a prime minister -- where we agree, and there will be times we do not agree. and in our case, here as an example with the paris agreement, we believed that america should stay in there. and so we shared our viewpoints on that. the issues that are important, right, to our business and our clients. ♪ david: do you feel a certain responsibility as a woman ceo to mentor other w

one of the biggest things is to keep women in the workforce.no doubt, when people, when women have children or ailing parents -- there are many reasons that women will come in and come out of the workforce. and one of the things you can do is do everything you can to both keep them in, and your odds are much higher of their ability then to keep going. we even, one of our newest benefits is shipping breastmilk for babies for mothers who are nursing, so they can keep working if they want to. and so, this idea of keeping women in the workforce, to me, is one of the most important ways to then create the pipeline for these roles. david: now, ibm has a tradition of ceos retiring earlier than other companies. is your thinking that you will do it for a bit longer, and what would you do after you left as the current ceo? ginni: yeah, well, um, i would say -- i wasn't going to say my age, and then i am always reminded it is public information, you know. [laughter] ginni: but it is not a rule for us. it is not a steadfast rule. there has been some tradit

that regard the city has been - we've had tremendous support from the mayor's office of economic workforce development and apg and helped to roommate the facade of the building and complete the renovation inside of the building without the sport support. >> our lease is for 5 years with a 5 year onyx by the city has an 86 year lease that made that clear as long as we're doing the work we've been we should be able to stay there for decades and decades. >> the single most important thing we know that is that meaningful. >> it has been here 5 months and even better than that we could image. >> with the economic development have announced an initiative if ours is a nonprofit or know of a nonprofit looking for more resources they can go to the office of economic workforce development oewd.com slashing nonprofit and found out about the mayors nonprofit mitigation program and the sustainability initiative and find their information through technical assistance as much as how to get started with more fundraising or the real estate assistance and they can find my contact and reach out to me through

again, aging workforce, slowing workforce growth. sluggish productivity. going to have an effect also. and so my own view is we ought to be raising rates, and why? because we are at near or full employment. we don't want to risk overheating or over tightening of the labor market. and i do think we are making progress, and we will move toward our 2.5% inflation objective. but i think that is all in the context that in the out years i think growth is going to moderate. and so the challenge for us and the trade-off i'm working on is we want to remove accommodations, but we need to do it gradually because we still got a lot of fundamental headwinds for economic growth. we can address those. but trade by the way is just one of them. it is maybe not even the most significant of them. i would say we have to find ways to grow the workforce in the united states. juliette: this is bloomberg. ♪ ♪ juliette: this is "bloomberg best." i am juliette saly. time to revisit some of the most interesting interviews of the week. haslinda amin had an exclusive conversation with

their workforce? >> chair cohn: we'll ask that when we get the district attorney's representative up. >> supervisor stefani: i just wanted the particulars when you are done. >> chair cohn: thank you. i usually listen to the bla report after the staff presentation. >> supervisor stefani: okay. >> chair cohn: right before public comment. thank you very much. >> thank you. >> chair cohn: i'd love to hear from the district attorney's office and the representatives. good to see you. it's been a long time. you've done a great job. >> good morning, supervisors. katy miller from the district attorney's office. our mental health unit is one in my division along with collaborative courts and juvenile units. i wanted to say three things that answer the question. first i just wanted to thank superviseor breed for working with us to clarify that the cases that originate through a criminal matter will still remain with our office. we think that makes sense for a variety of reasons. it tends to be the standard way t

mississippi's number one industry is agriculture. 30% of the state workforce, contributing more than $7.5 billion to the economy annually. the committee continues to work on the 2018 farm bill, i look forward to making meaningful contributions that will result in responsible foreign policy that meets the american needs of farmers and ranchers. thank you forue, appearing before this committee. i appreciate what i consider your very good leadership over the past year as ag secretary and the strong commitments you have shown on behalf of the mississippi farmers -- thank you for two things in particular. usda elimination of the regulations that were burdensome and the cotton share program,

irish immigrants coming in the mid- 1840s and rapidly within decades he replaces the new england workforce. the context is different there fleeing starvation so they began to cut early for the next half

the earliest example of the massive workforce will be walmart. walmart developed a part of the country in the part where the new deal never happened. when you talk about rule arkansas the legal circumstances sica throw back to the 1920s. by the time you get to places like amazon with these warehouses the american labor was so much weaker than it was in 1950 when general electric begins building factories all over the country. i don't think it's in the forefront of the thinkers it's just not something they're particularly worried about. instead of being at the forefront of work what's on the next plant. it's a whole change in the american political economy. the circumstances different. we've moved back to an earlier context. >> i saw statistic today that when apple introduced the iphone the kia was valued at $110 billion and apple may be worth a hundred. now apple worth 80,900,000,000,000. the value of our ideas in marketing to come up with a smart idea know how to produce over to cheaply for fox kind great things happen for shareholders. >> this

the business secretary greg clark said the announcement was a vote of confidence in vauxhall‘s workforce in the uk's car industry. our business editor simonjack reports. the future of vauxhall‘s two uk plants, here in luton and at ellesmere port, has been a concern ever since vauxhall became part of the peugeot—citroen family, when psa bought general motors‘ european business. the boss of psa has previously said brexit uncertainty would delay major investment decisions. so what has changed? we have a strong performance plan for the plant, that we are now going to implement to give the plant the possibility to catch up, in terms of cost and quality competitiveness, with all the other european continental plants.