Walt Disney World Employees Protest The Company’s New COVID-19 Vaccine Mandate Requirements

Walt Disney World Employees Protest The Company’s New COVID-19 Vaccine Mandate Requirements

Original Article By Josh Berger At BoundingIntoComics.com

Walt Disney World employees announced that they would join together to march in protest of the company’s recently announced COVID-19 vaccine mandates, which requires cast members to be fully vaccinated by October 22, 2021.

Revealing that many cast members have shown legitimate concern about what will happen once the new mandate goes into effect, event organiser Nick Caturano told Fox 35,, “We understand that COVID-19 is a very real health concern that we all have to take seriously, but many cast members have a legitimate basis for refusing vaccination.”

 “So many cast members felt alone and felt like they were the only ones who thought this was wrong,” Caturano continued. “I think we were made to feel that way on purpose. But we have connected now, and we are pushing back.”

According to the information provided via a press release, the march was scheduled to begin at 2 p.m. at 12151 S. Apopka Vineland Rd, where protestors were expected to “walk up and down Lake Buena Vista Boulevard through the middle of Disney World.”

The Orlando Sentinel’s Katie Rice shared a photo of the employees’ protest to Twitter.

She wrote, “Around 25 people are walking down Apopka-Vineland Road toward Disney to protest Disney’s COVID-19 vaccine requirement for cast members. The protest was organized by a current cast member who said he distrusts the vaccine in its current form.”

Source: BoundingIntoComics.com

Another protest has reportedly been scheduled in Anaheim, California as well.

Last month, the company’s largest union of employees agreed to adopt a COVID-19 vaccination mandate that would require proof of vaccination for all cast members at the Florida theme park.

The agreement itself, shared by the Service Trades Council Union, stipulated that Disney World “will require all active Employees whose duties include working on-site to be fully vaccinated by October 22, 2021.”

According to the information revealed within the agreement, the union agreed to make this decision based on “recommendations of scientists, local, state and federal health officials and the Company’s own medical professionals that COVID-19 vaccines provide the best protection against severe COVID-19 infection.”

It is also worth mentioning that not all cast members at the Florida theme park would be required to show proof, since some of them could be exempted from this new near-draconian mandate for medical or religious reasons.

Employees who do not fall into the categories mentioned above would be let go by Walt Disney World, although they will still retain a positive rehire status until they “comply with the Company policy on Mandatory COVID-19 Vaccination.”

Solid Affiliate Review: An Easy-to-Use WooCommerce Affiliate Plugin

Solid Affiliate Review: An Easy-to-Use WooCommerce Affiliate Plugin

Original Article By Colin Newcomer At WPMayor.com

Want to create an affiliate program for your WooCommerce store?

Launching your own affiliate program is a great way to grow your store because you’ll have an army of loyal promoters out there sharing your products. But if you go with an established affiliate network like ShareASale or CJ, you’re going to be paying high setup fees and ongoing commissions to a middleman (above and beyond what you pay to your actual affiliates).

With Solid Affiliate, you can create your own self-hosted WooCommerce affiliate program powered by WordPress. You’ll have full control over your data and how your affiliate program functions. You also won’t have to pay an extra commission to a middle-man network.

In our Solid Affiliate review, we’ll give you a hands-on look at how this native WordPress plugin can help you create an affiliate program for your WooCommerce store.

Solid Affiliate Review: A Look at the Features

Solid Affiliate is a native WordPress plugin that’s 100% focused on creating an affiliate program for WooCommerce stores.

The advantage of this singular focus is that every feature and interface choice in Solid Affiliate is focused on WooCommerce, which creates a stronger integration and gives you more flexibility.

It also offers out-of-the-box integration, so the setup process is super simple. It’s ready to start tracking sales pretty much as soon as you activate it.

I’ll give you a hands-on look at all the features, but here’s a quick overview of what you get with Solid Affiliate:

  • Automatic tracking – Solid Affiliate starts tracking commissions right away.
  • Flexible commission rates – set one default rate for your store and then manually adjust for specific products, product categories, or affiliates as needed.
  • Affiliate coupons – link a regular WooCommerce coupon to an affiliate.
  • Payout tool – automatically pay out via PayPal or export a CSV for manual payouts.
  • Frontend affiliate dashboard – give your affiliates a user-friendly frontend dashboard to manage everything.
  • Reports – view detailed reports to analyze how effective your affiliate program is. You can also dig into affiliates, referrals, commissions, and more.
  • WooCommerce Subscriptions support – if you’re using WooCommerce Subscriptions for recurring payments, you can set up recurring commission rates.
  • Mailchimp integration – automatically sync affiliates to a Mailchimp list so that you can send them emails.

Those are just the high-level features – keep reading for a look at everything it has to offer.

How to Set Up Solid Affiliate

The Solid Affiliate setup process is pretty simple and entirely non-technical. In terms of basic tracking, it’s pretty much plug-and-play.

Of course, you’ll need to do a little configuration when it comes to things like commission rates and behavior, but you can easily set all of that up via a well-designed interface.

Setup Wizard

When you first activate Solid Affiliate, it includes a setup wizard that appears when you go to the new Solid Affiliate tab in your dashboard. There’s not much to do here, but you can configure your outgoing emails and have Solid Affiliate create a page for your frontend affiliate portal:

Settings – General

Once you complete the setup wizard, you’ll want to go to Solid Affiliate → Settings to configure how your affiliate program functions.

In the General tab, you can configure how your commissions work including:

  • The default commission rate (flat-rate or percentage).
  • Whether to exclude shipping and/or tax from commission calculations.
  • Whether to offer commissions on all sales or only on sales from new customers.
  • How long the tracking cookie should last.
  • The currency for payouts.

In situations where multiple affiliates refer a customer, Solid Affiliate currently only works on the “credit last affiliate” model. However, they’re working on adding more attribution strategies, such as crediting the first affiliate to refer a customer.

Settings – Affiliate Portal & Registration

The Affiliate Portal & Registration tab lets you control:

  • The frontend interface for affiliates.
  • What fields to include on the registration form.
  • Whether to require admin approval for new affiliates.

The “Affiliate Notes” field on the registration form adds a “How will you promote us?” box. But it still would be nice to have some added control over the registration form, maybe via integrations with popular form plugins (which is how some other WordPress affiliate plugins handle things).

Right now, there’s no way to add custom fields to your registration forms, which is something some affiliate programs might want. For example, you can’t collect an affiliate’s physical address, which might be an issue if you’re in the USA and you need their location for 1099 forms.

Settings – Integration

The Integrations tab lets you set up two integrations:

  • PayPal for easy payouts (more on this later).
  • Mailchimp to automatically sync affiliate contacts to a Mailchimp list.

Settings – Emails

The Emails tab lets you customize the emails that are sent to affiliates and affiliate managers. There are four emails and you can customize them using the Classic editor and merge tags.

Here are the emails to affiliate managers:

  1. New affiliate registration
  2. New referral

And here are the emails to affiliates:

  1. Affiliate application approved
  2. New referral

Settings – Misc

The Misc tab holds some miscellaneous settings, such as whether to automatically reject unpaid referrals if the order is refunded:

Settings – Recurring Referrals

If you’re using WooCommerce Subscriptions, the Recurring Referrals tab lets you choose whether to pay commissions on every subscription payment or just the first one. 

You can also set a custom rate. For example, you could give $50 flat for the first payment and 5% commission for all recurring payments:

Setting Up Custom Commission Rates

In addition to the default referral rate that you configured in the settings, Solid Affiliate also lets you manually override that rate for specific…

  • affiliates
  • products
  • product categories.

You can set these rates up when you edit an individual affiliate, product, or product category.

For example, when you edit a product category, you’ll get new fields to control the commission for products in that category:

or individual products, you also get an option to make them ineligible for commissions, which is nice if you don’t want to pay commissions on certain products:

Assigning Coupons to Affiliates

As another option to credit affiliates, you can also give affiliates their own coupons. Whenever a shopper uses the coupon, Solid Affiliate will automatically credit that affiliate with the sale.

To set up affiliate coupons, Solid Affiliate integrates into the native WooCommerce coupon system:

And that’s it! You’ve fully set up your affiliate program.

Next, let’s look at what the management features are like…

How to Manage Your Affiliate Program

Once you set up your affiliate program, Solid Affiliate also includes lots of tools to view reports, manage affiliates, pay your affiliates, and more.

You’ll find these under the main Solid Affiliate menu in your WordPress dashboard. Let’s go through them…


The Dashboard tab gives you a high-level overview of what’s going on with your affiliate program. You can see recent revenue, referrals, affiliate registrations, and top affiliates.

It also shows you notifications, which helps you keep track of key actions. For example, when it’s time to make a new payout, you’ll get a notification to remind you:

Affiliate Management

The Affiliates tab helps you manage all of your individual affiliates. It also gives you a quick look at their performance and paid/unpaid commissions:

If you click into an individual affiliate, you’ll be able to approve them (for new registrants), set custom commission rates, and more.

One feature that I think could be useful here is the ability to bulk export affiliate data as a CSV. This could be helpful for reporting, compliance, and integrating with other email marketing tools beyond Mailchimp.

Referral Management

The Referrals tab lets you track individual referrals to your store. That is, you can see each individual order that was referred by an affiliate. You can also open the corresponding order in the WooCommerce interface:

One nice touch is that you can quickly see exactly how the commission was calculated for each referral. For example, was it the default rate or did it have some custom rates:

If you’ve set up a lot of custom rates, being able to quickly calculate where each commission came from can be helpful.


Solid Affiliate includes two menus related to payouts:

  • Payouts – this lets you see all of the completed payouts.
  • Pay Affiliates – this houses the tool that you can use to pay affiliates. Once you pay them with this tool, that payout will appear in the Payouts tab.

The pay affiliates tool is well-designed and easy to use. 

You have two options for paying affiliates:

  • You can use the PayPal bulk payout integration to automatically pay affiliates via PayPal.
  • You can generate a CSV file to manually pay affiliates via any method.

When you create a payout, you’ll also be able to filter the specific referrals that you want to pay via three options:

  • All unpaid referrals that have passed the refund grace period that you set in the plugin’s settings.
  • All unpaid referrals.
  • Unpaid referrals from a custom time range – anywhere from “Today” to “In the last year”. Or, you can enter a custom date range – e.g. between April 1 and April 13.

Then, you’ll get a preview of the referrals that match your criteria.

For a CSV export, you can also choose to mark referrals as paid or only export the CSV without marking them as paid.

Visit Tracking

The Visits tab lets you track individual referral visits to your site, whether or not they resulted in a sale. You can also see the referring URL, if applicable:


The Creatives tab lets you add new creatives for your affiliates to use. They’ll be able to access these creatives in their frontend dashboards (more on this later):


The Reports tab gives you a detailed look at all aspects of your affiliate program. I think this is one of the strong points of Solid Affiliate as the reporting data is quite detailed.

The Overview tab gives you a detailed breakdown of all parts of your affiliate program and then you can use the other tabs to dig into affiliates, referrals, payouts, and visits:

As I mentioned in the affiliates section, I think it would be useful if there were an option to export some/all of this data as a CSV, as well.

Commission Rate Overview

The Commission Rates tab is a useful area that basically gives you a high-level view of all the different commission rates on your store.

You can see your basic settings and commission rates, but then you can also see any manual overrides that you’ve created for specific…

  • affiliates
  • products
  • product categories.

You can also see all of your affiliate coupons.

If you have one static commission rate for all products and affiliates, this probably won’t be that useful. But if you set up custom commission rates for certain products or affiliates, being able to see all of those rates in one spot is a nice feature.

How the Frontend Experience Works for Affiliates

Finally, let’s take a quick look at what the frontend experience is like for your affiliates.

If an anonymous visitor tries to access the affiliate portal page, they’ll be prompted to register or log in:

Once they’ve registered, they’ll get a well-designed dashboard to view/manage:

  • Referrals
  • Visits
  • Payouts
  • Coupons
  • Creatives
  • Affiliate links (including a tool to generate affiliate links to specific products)
  • Basic settings, like their payment email.

Solid Affiliate Pricing

At the time that we’re writing our Solid Affiliate review, the pricing terms are incredibly generous.

You’ll pay just $99 for lifetime usage on unlimited sites. What’s more, you also get lifetime updates and support.

This is a limited-time deal, though. The “real” price will be $199 per year.

So – if you’re interested, I think it definitely makes sense to make your purchase sooner rather than later as the lifetime deal offers a lot of value.

You get a 60-day money-back guarantee so you’re not risking anything.

Final Thoughts on Solid Affiliate

Overall, I found Solid Affiliate to be very easy to use. The setup process is dead simple and all the functionality worked properly in my testing, including accurate commission tracking.

The dashboard is well-designed and also includes detailed reporting along with useful features like being able to quickly see all your commission rates and how the commission was calculated for each order.

There are a few features that I think it would be nice to add, such as being able to fully customize the registration form (maybe by integrating with a form plugin) and having more bulk CSV export options. But it’s a young plugin so it has time to add those features going forward.

At $99 for lifetime usage/updates/support on unlimited sites, Solid Affiliate is significantly more affordable than much of the competition. If the developer has changed the price for new customers to $199/year by the time you’re reading this review, that’s still quite competitive vs what you’d pay for similar features from other plugins.

So, if you want to add an affiliate program to your WooCommerce store, definitely give Solid Affiliate a look.

The Great Resignation Is Here, and It’s Real

The Great Resignation Is Here, and It’s Real

Original Article By Phillip Kane At Inc.com

The Great Resignation, a term first coined in 2019 by Texas A&M’s Anthony Klotz to predict a mass, voluntary exodus from the workforce, is here, and it’s quite real.

According to the U.S. Department of Labor, during the months of April, May, and June 2021, a total of 11.5 million workers quit their jobs. Recent studies indicate that it’s likely not over. A survey of over 30,000 workers conducted by Microsoft found that 41 percent are considering quitting; that number jumps to 54 percent when Gen-Z is considered alone. Gallup found that 48 percent of employees are actively searching for new opportunities. And Persio reported that 38 percent of those they surveyed planned to make a change in the next six months.

These are alarming figures. The cost of any turnover is expensive. For any organization to lose even a third of its workforce would be downright devastating. The impact on small and medium enterprises, where finding departments of one is not unusual, will be especially severe. As with any potential crisis, addressing the situation is best achieved once one understands what is causing it.

The issues driving the Great Resignation, while multiple are mostly variations on a theme. According to a survey conducted by LinkedIn, 74 percent of those surveyed indicated that the time spent at home — either during shut-downs or working remotely — during the pandemic had caused them to rethink their current work situation. A great many — over half in several surveys — cite stress and burnout in their current position as a reason for looking elsewhere. Others point to dissatisfaction, and even fear, caused by knee-jerk cost-cutting actions by their current employer in response to Covid-19-related business slowdowns as a reason for bolting, with many finding fundamental unfairness in holds on promotions, frozen merit increases, and indiscriminate layoffs which impacted poor performers and stars equally, particularly as they watched executive leadership refuse to participate in the pain.

Still others made evaluations, both with heart and head, around the true economics of a two-income household, determining that the benefits no longer outweighed the costs. Some finally took the leap and started a dream business. Many have simply had it with being undervalued and unheard by toxic, narcissistic managers. Finally, fully a third stated concerns with their personal safety in having to return to an on-site position while the pandemic still rages. So, with all of this going on, what can a typical small enterprise do to stem the tide — particularly as larger, better-funded corporate competitors compete for the same, smaller talent pool?

In a word, care. The Great Resignation caught so many employers flat-footed because it ran contrary to everything traditional management thought they knew about labor markets. See, since forever, the conventional wisdom held that in downturns, the employer could get away with almost anything; employees needed work and so would be grateful merely to have a job — frills and niceties were 100 percent unnecessary. But the common thread that runs through virtually every motivation for the Great Resignation departures we are seeing is a decision to no longer accept the unacceptable.

Whether due to a fear for personal safety, a lack of fair treatment, having to deal with a horrible boss, or an inequitable work-life balance, those fleeing what might be viewed as perfectly good jobs are simply choosing to put themselves first for a change. Employers who beat them to the punch by taking steps to create environments where associates feel safe, valued, and more empowered to make their own scheduling choices stand a great chance of keeping these employees. And when I say environment, I’m not talking about bean bags and ping-pong tables.

A July 2021 Fast Company piece declared “The Era of Wacky Office Perks is Dead.” Associates are smart enough to recognize that toys and mini-fridges full of energy drinks are not a substitute for leaders who truly care about them and who work to make their lives better. Workers want transparency. They want to be trusted. They want employers who recognize that managing in a Zoom economy is different, and that their leaders need different skills and training. They want bosses who stop being skeptical whether they are actually working when they are at home. They want to be respected by leaders who get that remote work is not an invitation for micromanagement.

More importantly, workers simply want to be recognized; in fact, according to bonusly.com, 63 percent of those in a recent survey who said they are regularly recognized also said they are very unlikely to look for a new job. Workers want organizations that understand that hybrid work requires management to communicate more, not less. They want their boards and HR departments to finally awaken to the fact that narcissism is a malignancy and that bullies have no business managing other human beings.

They also want to work for companies they can be proud of, that are involved in their communities and that take a stand for things that they believe matter. They want to work for companies that cut bad costs discriminately, not for machete-wielding SG&A slashers who cut everything in sight. They want to work for companies that believe the best time to invest in training and education is when business slows down. And they want a say — in decision making AND in their own scheduling. But don’t simply take my word for it, ask them.

The smartest business leaders today are taking the time to ask their associates regularly and formally what is and is not going well as they navigate this strange new world. They are doing so apart from normal engagement measurement efforts (which I recently wrote about here). Best-in-class leaders are not just asking for, but are taking action on, associate feedback. These employers are finding pain points for associates and getting them out of their way. Most associates are reasonable. Few expected that their leaders would have all the answers as this pandemic struck then dragged on. What they simply want, at a minimum though, is that their leaders take the time to honestly communicate about what is happening and to ask them for their input. Companies that take these simple steps and those listed above stand a far greater chance of keeping valued associates as the Great Resignation drags on. And that’s not the only silver lining.

As much as the Great Resignation has created significant disruption for many organizations, smart businesses should alternately view it as a tremendous opportunity. The market is being flooded right now with people looking for something better, people who have had enough of organizations that do not care. For smaller enterprises that take the time and energy to not only talk about being better but to actually prove that they are a better, more caring place to work, there is a great pool of talent waiting to beat a path to their door.

It’s all about caring.

It’s a simple choice. One that some 11.5 million people and counting are begging for more companies to make.

Falsely Accused? Here’s How to Respond. Most People Do the Opposite, Harvard Study Finds

Falsely Accused? Here’s How to Respond. Most People Do the Opposite, Harvard Study Finds

Original Article By Minda Zetlin At Inc.com

People who are falsely accused tend to get angry–which makes others believe that they are indeed guilty. Those are the highly frustrating results of a new study from researchers at Harvard. If you’re an employer, you need to watch out for your own instincts, which could lead you to assume an innocent person has done something wrong. And, importantly, you should use this information to temper your own reactions if you’re ever falsely accused yourself.

In a study titled “Anger Damns the Innocent,” researchers from Harvard Business School and the University of Toronto conducted six studies to determine how people react to being falsely accused, and how those reactions affect others’ perceptions of their guilt or innocence. In one experiment, they randomly assigned 230 subjects to either an easy or difficult editing task and told them they’d be paid a $2 bonus for doing it correctly. The easy task, which most participants got right, was to capitalize the first and last letters of every paragraph in the text. The difficult task, which most got wrong, was to find and remove every adverb in the text. After they were done, all participants got the same message, ostensibly from a research assistant saying their answer was believed to be wrong, indicating that they hadn’t been paying proper attention and therefore the $2 bonus might be withheld.

For most of those who’d done the easy task, this was a false accusation, whereas it was basically true for those who’d had to do the hard task. Those who were falsely accused reported feeling angrier, and to claim they were being unfairly assessed. I think even without a study, most of us would recognize this as a normal human reaction–when we are accused of something we didn’t do, we get really peeved. I still remember the hissy fit I pitched in my veterinarian’s office when I was accused of–and billed for–being a no-show at an appointment I had actually rescheduled.

But here’s the problem. While getting ticked off is a normal human reaction to a false accusation, it will make others believe you are guilty. The researchers tested this across four studies. In the first three, participants watched clips from a television show called Judge Faith, or read a description of a courtroom proceeding, or an account of a man accused of cheating on his girlfriend, or a man accused of stealing from his employer. In each case, they got to see or read about the accused person’s reaction. Every time, participants judged those who reacted angrily as being guiltier than those who reacted with calm. The only people who seemed guiltier to these subjects were those who pleaded the fifth in court and refused to say anything at all.

Even the pros get it wrong

Then they performed a similar experiment on 136 professionals whose jobs ought to give them some insight into guilt and innocence–law enforcement professionals, fraud investigators, lawyers, and similar professions. Even they thought those who reacted with anger–and those who refused to answer questions at all–were likely to be guilty. They thought those who reacted calmly were most likely to be innocent.

It’s a sad state of affairs when even trained professionals think reacting calmly to an accusation makes you innocent and reacting angrily makes you guilty, when the opposite is likely to be true. But what can you do about it?

For starters, when you ask an employee–or anyone else–if they’ve done something wrong and they respond with anger, don’t assume that they did it. “We find that such anger is an invalid cue of guilt and is instead a valid cue of innocence,” the researchers write. Most people–even professionals whose jobs require them to parse the guilty from the innocent–use emotional cues to determine whether someone is guilty. More often than not, following these emotional cues will lead you to the wrong conclusion. This tallies with existing literature, which suggests that most people are really bad at knowing whether someone is lying or telling the truth.

There’s a small audience of Inc.com readers who receive a daily text from me with a self-care or motivational micro-challenge or idea. Often they text me back and we wind up in an ongoing conversation. (Interested in joining? You can learn more here.) Some of them have told me about times when they were accused of something they didn’t do, and how hard it is to stay calm when that happens.

So next time you accuse someone of doing something wrong and they blow their stack, give that person the benefit of the doubt. And if you’re falsely accused yourself, whatever else you do, try not to react with anger. It will just make people think you’re guilty.

Former The Mary Sue Writer And Social Justice Activist Sam Maggs Working On Star Wars: Knights Of The Old Republic Remake

Former The Mary Sue Writer And Social Justice Activist Sam Maggs Working On Star Wars: Knights Of The Old Republic Remake

Original Article By John F. Trent At Bounding Into Comics.com

Former The Mary Sue writer and social justice activist Sam Maggs announced that she is and has been working on the newly announced Star Wars: The Knights of the Old Republic Remake.

Star Wars: The Knights of the Old Republic Remake was announced at the PlayStation Showcase 2021 where game’s Lead Producer Ryan Treadwell made it abundantly clear the game is a “complete remake.”

He explained, “This is a complete remake of this beloved Star Wars story. For Star Wars: Knights of the Old Republic Remake, we are rebuilding from the ground up  while maintaining that integrity and story from the original.”

Treadwell would add, “You know the original Star Wars: Knights of the Old Republic is a true classic and one of our favorite Star Wars story ever. We want to honor that original story and make it as impactful for players today.”

“In terms of the visuals we have the opportunity to present this story with a much higher level of fidelity than was possible in the past while making sure that we are being authentic to what players loved about that original game,” Treadwell further elaborated.

In an interview with StarWars.com, Treadwell also reiterated, “Our big goals on this are to bring the story to a modern audience and have it be just as impactful today as it was for players when it originally launched.”

Lucasfilm Games’ Executive Producer Orion Kellogg also told StarWars.com, “We’ve been working really, really closely with Aspyr for a long time now to deconstruct what made KOTOR so great and bring that back to new audiences, because we want this game to be an incredible RPG.”

Kellogg went on to hint that they will be changing character designs, dialogue, and more, “We want this game to be just as beloved as it was before. Some of my favorite meetings to have in my week right now are to get into the nitty gritty with Aspyr and talk about, ‘Why did we make that choice in the original game and how does that play today? How do we expand that choice and make it even more meaningful and impactful?’ We think about, literally, every word of dialogue and [other choices] down to the clothes that the character is wearing.”

He then reiterated they are deconstructing the game, “We trust Aspyr, we trust the team that’s working on it, and we’re doing the work ourselves to dig in, deconstruct, and reconnect to why people love it because we don’t want to mess with that. We love it, too, and so we want to do it right. We hope everybody feels we’ve done this game a service when all is said and done.”

As for Sam Maggs, she announced her involvement in the game on Twitter sharing a video of her updating her Twitter profile with Knights of the Old Republic.


In a subsequent tweet she added, “Could not be more honored and excited to be part of an INCREDIBLE team at Aspyr Media to remake one of my all-time favorite games!!”

While Maggs is now claiming that Knights of the Old Republic is one of her all-time favorite games, she previously claimed otherwise similar to Kevin Smith’s claims about He-Man.

Back in 2019, she tweeted that her favorite Star Wars game was Star Wars: Yoda Stories.

In that same thread she would also tweet, “‘isn’t kotor your favorite-‘ no”

As for her social justice activism, she takes particular interest in “the patriarchy.”

In 2014, she wrote, “Fighting the patriarchy makes me hungry, so I’m going to sit in the kitchen while my male partner cooks dinner.”

When Barnes & Noble posted a fan question, “If you were an action figure, what would be your awesome accessory?” Maggs responded, “A hammer for smashing the patriarchy. It would have bows.”


Also in 2017 she tweeted, “today my trainer said ‘wow you’re strong for not having lifted very long’ and in my head I thought THANKS, IT’S FROM FIGHTING THE PATRIARCHY.”

In 2018 , she wrote, “Some of the worst professional experiences I’ve had involved white women with internalized misogyny doing the work of the patriarchy. I understand it but it doesn’t make it any less painful.”

On top of that she also has routinely attacked critics of Disney’s reboot of Star Wars.


In another tweet she added, “If you want to hate Rey, at least be honest about it: you hate that she’s a Mary Sue because she’s a WOMAN. It’s cool. Just be real about it.”

In another tweet she wrote, “snotty angry baby boy: ‘Rey hardly needed any training at all -‘ me, strong in the force: ‘do you not remember that anakin was auto-born Strongest Jedi because of an arbitrary and intensely stupid high microorganism count or’”

But maybe Maggs’ biggest claim to fame is her local TV interview where she criticizes gamers who modified Grand Theft Auto V.

In the Middle of the Great Resignation, Employers Are Rejecting Millions of Qualified Workers, New Harvard Research Finds

In the Middle of the Great Resignation, Employers Are Rejecting Millions of Qualified Workers, New Harvard Research Finds

Original Article By Jessica Stillman At Inc.com

A scroll through business media or even a stroll through your local downtown is enough to reveal just how desperate companies are to hire right now. “Help Wanted” signs adorn nearly every shop window, and the press is full of stories of companies offering extraordinary perks to attract talent

Given the incredible difficulty of hiring during “the Great Resignation,” you’d therefore probably be pretty shocked to hear that many of America’s most respected businesses are turning away millions of qualified applicants for no good reason at all. But that’s just what recent research from Harvard and Accenture found. 

Employers are rejecting millions of qualified applicants

The report, titled “Hidden Workers: Untapped Talent,” digs into why the process of matching job seekers to available openings has been going so slowly. And while the research turns up a number of issues, the lion’s share of the blame falls on companies’ recruiting practices, particularly due to specific job descriptions and automated hiring software that unnecessarily screens out many qualified candidates. 

First, the researchers note that companies often do a less than stellar job of writing job descriptions. Instead of thinking critically about the handful of competencies crucial to perform the role, they often adapt existing descriptions, or throw every “nice to have” item they can think of into their job ads. 

These epic, over-prescriptive job descriptions certainly deter some job seekers from even sending in a resume, but the real problem occurs when these bloated lists of requirements are fed into automated hiring software. Thanks to these systems, millions of resumes are tossed because of gaps in employment history, or other “problems” that aren’t really problems at all.

Speaking to the Wall Street Journal, lead Harvard researcher Joseph Fuller “cited examples of hospitals scanning resumes of registered nurses for ‘computer programming,’ when what they need is someone who can enter patient data into a computer. Power companies, he said, scan for a customer-service background when hiring people to repair electric transmission lines. Some retail clerks won’t make it past a hiring system if they don’t have ‘floor-buffing’ experience.”

In fact, 88 percent of employers the researchers spoke to agreed that qualified candidates are vetted out of the process because they do not match the exact criteria in the job description. This is not a minor problem.

Fixing the issue

Improving the software to do a better job of screening candidates isn’t an overnight job–though large employers like Amazon and IBM are apparently working on it, the WSJ reports–but some quicker fixes are available. The most straightforward is to rewrite your job descriptions, including only the most essential skills and qualifications. Does someone really need a college degree to do the job, for instance? Previous studies show that in many, many cases the answer is no. 

The report also suggests moving from a “negative” to “affirmative” logic when screening for jobs. Rather than crossing off candidates for a long list of perceived issues, employers should instead aim to include all resumes that meet a shorter list of must-have attributes. 

Finally, smaller businesses with a manageable number of positions to fill may want to automate less of the process. Yes, it will take you longer to screen resumes by hand–but if that saves you from struggling to fill the position for weeks or months, maybe your fancy hiring software is a false economy.