In other instances, prosecutors may not say exactly what they’re investigating when they ask for transaction records. In that case, it’s up to the financial institution to request more information or try to figure it out on its own.

Paying for abortion services with cash is one possible way to avoid detection, even if it isn’t possible for people ordering pills online. Many abortion funds pay on behalf of people who need financial help.

But cash and electronic transfers of money are not entirely foolproof.

“Even if you are paying with cash, the amount of residual information that can be used to reveal health status and pregnancy status is fairly significant,” said Ms. Stepanovich, referring to potential bread crumbs such as the use of a retailer’s loyalty program or location tracking on a mobile phone when making a cash purchase.

In some cases, users may inadvertently give up sensitive information themselves through apps that track and share their financial behavior.

“The purchase of a pregnancy test on an app where financial history is public is probably the biggest red flag,” Ms. Stepanovich said.

Other advocates mentioned the possibility of using prepaid cards in fixed amounts, like the kinds that people can buy off a rack in a drugstore. Cryptocurrency, they added, usually does leave enough of a trail that achieving anonymity is challenging.

One thing that every expert emphasized is the lack of certainty. But there is an emerging gut feeling that corporations will be in the spotlight at least as much as judges.

“Now, these payment companies are going to be front and center in the fight,” Ms. Caraballo said.

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Companies Scramble to Work Out Policies Related to Employee Abortions

There is no clear blueprint for corporate engagement on abortion. After numerous companies came forward to announce that they would cover travel expenses for their employees to get abortions, executives have had to move swiftly to both sort out the mechanics of those policies and explain them to a work force concerned about confidentiality and safety.

Few companies have commented directly on the Supreme Court’s ruling in Dobbs v. Jackson Women’s Health Organization, which ended nearly 50 years of federal abortion rights. Far more have responded by expanding their health care policies to cover travel and other expenses for employees who can’t get abortions close to home, now that the procedure is banned in at least eight states with other bans set to soon take effect. About half the country gets its health care coverage from employers, and the wave of new employer commitments has raised concerns from some workers about privacy.

“It’s a doomsday scenario if individuals have to bring their health care choices to their employers,” said Dina Fierro, a global vice president at the cosmetics company Nars, echoing a concern that many workers have expressed on social media in recent days.

Popular Information. Match Group declined to comment.

tweet: “I believe CEOs have a responsibility to take care of their employees — no matter what.”

Lora Kelley contributed reporting.

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The Leading Cause Of Death For American Children Is Now Gun Violence

Researchers say prevention efforts can help reduce the amount of kids dying from gun violence, but more data is also needed to understand why.

Gun violence in the U.S. is nothing new, but things are getting worse. More Americans died from gun injuries in 2020 than any other year on record, but one group being particularly impacted is kids.

A new analysis found guns are the leading cause of death for children in the U.S. since 2017, surpassing car crash deaths.

Kids have been shot and killed while rider their bikes, walking home from school and even playing video games.

This is a uniquely American problem. Kids in the U.S. are 15 times more likely to die from guns than kids in 31 other high-income countries combined.

Researchers say gun violence has become the number one cause of death for kids because, while it has increased, there has also been a decrease in car crash fatalities.  Cars, however, have a specific regulatory agency. The National Highway Traffic Safety Administration was established in 1970, which had a public database of car deaths to help researchers better understand how road safety can be improved. Things like side airbags, booster-seat laws and automatic braking all helped make kids safer.

On the other hand, there is no federal agency to regulate the safety of guns. Funding was just granted to the CDC in 2019 to begin research for preventing gun injuries, so the research is far less extensive than car crash data.

A study from the American Journal of Preventive Medicine found that 9 million children ages 5 to 17 lived in a neighborhood that experienced at least one fatal shooting a year from 2015 to 2019. It also found Black kids compared to white kids were at a higher risk of being exposed to gun violence before the pandemic. Since then, the disparity has grown even more.

To combat this issue, researchers say that, just like with car safety, prevention efforts can help.

In Dayton, Ohio, the local YWCA works on preventing gun violence through two programs for middle and high schoolers.

“We’re hearing from our students just hugely disproportionate levels of stress coming at them from a number of different ways, and I think when you look at gun violence, one of the biggest things is that they feel completely out of control in terms of you don’t know who’s carrying a firearm around with you,” said Audrey Starr, vice president of mission, brand and programs at YWCA Dayton. “There’s kind of that constant threat and that constant potential.”

Kids can suffer gun injuries from accidental shootings, getting caught in the crossfire, suicides and also intimate partner violence. 

“You see big socioeconomic disparities in our communities,” Starr said. “You have families with big financial strains… All of this kind of comes to a head a lot of times in things like interpersonal violence, in increased levels of suicide among youth in our community. So being able to, as much as we can, be proactive and give them a safe space to talk.”

YWCA Dayton says it has seen quick success with its newest program, AMEND Together, which is aimed at engaging men and boys to prevent violence against women and girls by teaching them what a healthy relationships look like.

“We had an immediate statistical data come back to us that showed from pretest to post-test that we were changing behaviors among the young men in our community and that we were able to see that immediate reaction of, ‘Oh, this makes sense, it is a clear need. We are clearly meeting need,'” Starr said.

In addition to gun risks for youth in Dayton, the city also faced a mass shooting in 2019 where nine people were killed and dozens were injured.

“We had staff members who lost family members, we had clients who lost family members,” Starr said. “We had our youth programs, right, who were then going into the classroom immediately thereafter with these kids who heard about it, knew about it, had family involved and we’re having to work through that on top of all of the things that they were already dealing with in the day to day. I think it just really put it into perspective how things can change so quickly, but then it also immediately put us into this national conversation of ‘How do we reduce violence in our communities?'”

A CBS News analysis found that nearly 300 kids aged 16 and under were shot in Chicago last year.

“Children are being bored,” Saleshea McCray, founder of Hug a Child Make a Change, said. “I feel that they are getting their hands into different things, that some children come from broken homes, and there’s not enough mental health resources out here. The children are losing their friends to death, and nobody is checking in with them for therapy. Nobody’s checking into mental health to say ‘Are you okay?’ because they’re numb, and they’re believing this is normal when it’s not.

Groups like Hug a Child Make a Change are working on prevention efforts across the city.  

“We get the children together, and we march for peace to let them know that we are fighting for them,” McCray said. “We are fighting for them to live and not to die in the city of Chicago.”

The organization connects kids with mentors that meet and check in several times a month to offer support and help them reach major life milestones.

“My program helped because we’re involved in these children’s lives,” McCray said. “We have graduates coming across the stage this year with honors classes because they have a shoulder to lean on and a foundation of people. So, I feel like my program has helped tremendously because we’ve not only worked with the children, but we work with the parents, the mothers, the fathers, the sisters, the brothers, we work with them.”

These community outreach efforts are vital when it comes to tackling the root of the problem, but some researchers say more data is needed to better understand what is happening with gun violence.

: newsy.com

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The End of the All-Male, All-White Cockpit

Then the university called off its partnership with the flight school, making it difficult for Ms. Percy to get the pilot training she needed in time to graduate, so she switched to a concentration in aviation management. It wasn’t until she arrived at the Lt. Col. Luke Weathers Jr. Flight Academy, which was started by the Organization of Black Aerospace Professionals, in May 2020 that she began flight training in earnest. Now, Ms. Percy expects to receive her airline pilot certification within a year, with plans to pursue a Ph.D after that.

While flight school can be expensive, the payoff is improving. There were an estimated 164,000 certified active airline pilots in the U.S. last year, slightly fewer than there were in 2019, according to the Federal Aviation Administration. Desperate airlines looking to staff up have started offering early-career pilots higher salaries, bigger bonuses and better schedules. A student can earn a six-figure salary within a decade of graduating, sometimes much sooner, and a senior pilot at a major airline can easily earn several hundred thousand dollars per year. But the price is still daunting, especially in an industry that seems to swing so easily between good times and bad.

Historically, the armed forces offered a less-expensive path into the field. But the military has long struggled with pilot diversity and shortages, too. Still, the Air Force has slowly improved diversity among active duty pilots: Today, about 8 percent of those pilots are women and about 13 percent are nonwhite. While nowhere near reflective of the American public, those figures are still better than the numbers for commercial airlines.

But the reason for racial inequality among pilots that is most commonly cited by experts and instructors is perhaps the most apparent: A lack of role models and exposure has played a central role in keeping many women and people of color out the field.

“Historically, we’ve seen that a lot of our aviators come out of the military or have family members that were pilots or are somehow involved in the industry,” said Allison McKay, the chief executive of Women in Aviation International. “If you don’t have either of those two things, you may not even have considered flying.”

The group is working to change that. Every year, the nonprofit hosts an annual “Girls in Aviation Day,” with events around the world connecting pilots and other aviation professionals with children and students. The Organization of Black Aerospace Professionals and groups representing other underrepresented groups, including Latinos or the L.G.B.T.Q. community, are making similar efforts to expose more people to the field.

That might have been helpful to Ricki Foster. Growing up in Jamaica, she had never seriously considered a career in aviation.

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With Remote Work, Women Decide Who Knows They’re Pregnant

For the past nine months, I have been pregnant. But I have not — for the most part — been pregnant at work.

In the beginning, when I felt nauseous, I threw up in my own bathroom. Saltine crackers became a constant companion but remained out of view of my Zoom camera. A couple of months later, I switched from jeans to leggings without any comment from my co-workers.

And as my baby grew from the size of a lemon to a grapefruit to a cantaloupe, the box through which my colleagues see me on video calls cropped out my basketball-sized gut.

Outside the virtual office, an airport security screener scolded me for trying to pick up a suitcase, cashiers became extra nice and strangers informed me of how big or small or wide or high my belly was.

Bureau of Labor Statistics.

commonplace.

And research suggests that pregnant women tend to be seen as less competent, more needing of accommodation, and less committed to work as compared with women who don’t have children, said Eden King, a professor of psychology at Rice University who studies how pregnancy affects women in the workplace.

Similar stereotypes affect mothers — 63 percent of whom are working while their youngest child is under three, according to the Labor Department — but pregnancy is a more visible identity, said Ms. King. “It can be a very physical characteristic in a way that motherhood isn’t,” she said. “So some of those experiences and expectations may be exacerbated.”

In interviews with 10 pregnant or recently pregnant remote workers for this article, several women said that being visibly pregnant in real life but not on a work Zoom screen helped them feel more confident and less apprehensive about what parenthood might mean for their career. Christine Glandorf, who works in education technology and is due with her first child this month, said that like many professionals on the brink of parenthood, she worried that people’s expectations of her in the workplace could change. Remote work solves part of that equation.

“It’s nice that it’s literally not in people’s face in any way, shape or form unless I choose for it to be a part of the conversation,” she said.

a study published in the journal Personnel Psychology in 2020, Ms. King and her colleagues asked more than 100 pregnant women in a variety of industries to track how much their supervisors, without having been asked for help, did things like assign them less work so they wouldn’t be overwhelmed or protect them from unpleasant news.

Women who received more unwanted help reported feeling less capable at work, and they were more likely to want to quit nine months postpartum.

“The more you experienced those seemingly positive but actually benevolently sexist behaviors, the less you believed in yourself,” Ms. King said.

Journal of Applied Psychology in 2019, examined this apparent shift in treatment.

believe women and men should be treated equally at work and at home, mothers in opposite-sex relationships still handle a majority of the housework and child care. The same pattern holds for parental leave. While almost half of men support the idea of paid paternity leave, fewer than five percent take more than two weeks.

In 2004, California began a paid family leave program that provides a portion of a new parent’s salary for up to eight weeks. Though the program offers the same benefit to both new fathers and new mothers, a 2016 study found that it increased the leave women took by almost five weeks and the leave that men took by two to three days.

That was the disparity when new fathers actually had an option to take paid paternity leave. Most don’t. Paid leave is still uncommon for both men and women. According to the Bureau of Labor Statistics, in 2021, 23 percent of all private industry workers had access to parental leave, up from 11 percent 10 years earlier. Although the Department of Labor stopped differentiating between maternity and paternity leave in its data more than 25 years ago, other surveys suggest that paid leave is far more uncommon for fathers.

These inequalities are one reason the gender pay gap, even between spouses, widens after women have children.

The virtual office may be relatively new, but women have long thought about how to shape their colleagues’ perception of their pregnancies. In a 2015 study conducted by Ms. Little, researchers interviewed 35 women about their experience being pregnant at work.

companies summon people back to the office, fewer people will have that choice. But there is part of the remote work pregnancy experience that can be replicated offline, Ms. King said.

“Some women do need help, and some women do want accommodations,” she said. But “you have to ask women what they want and what they need and not assume that we know.”

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Who Is the Real China? Eileen Gu or the Chained Woman?

Two women have dominated Chinese social media during the Beijing Winter Olympics.

One is Eileen Gu, the 18-year-old skier born and raised in California who won a gold medal for China. The other is a mother of eight who was found chained around her neck to the wall of a doorless shack.

The Chinese internet is exploding with discussions about which of the two represents the real China. Many people are angry that the government-controlled algorithms glorify Ms. Gu, who fits into the narrative of the powerful and prosperous China, while censoring the chained woman, whose deplorable conditions defy that narrative.

The two women’s starkly different circumstances — celebrated vs. silenced — reflect the reality that to the Chinese state, everyone is a tool that serves a purpose until it does not.

Whether she wants it, Ms. Gu has become a powerful propaganda tool for Beijing to demonstrate its appeal to global talent and the benefits of being loyal to China. She represents the successful China that Beijing would like the world to admire.

inconvenient truth.

“Does Eileen Gu’s success have anything to do with ordinary Chinese?” goes the headline of one viral article that was censored later.

“Can we remember these women while cheering for Eileen Gu?” asks another headline.

“To judge whether a society is civilized or not, we should not look at how successful the privileged are but how miserable the disadvantaged are,” the article said. “Ten thousand sports champions can’t wash away the humiliation of one enslaved woman, not to mention tens of thousands of them.”

The Chinese government doesn’t like where the debate is heading. The juxtaposition of the two women highlights that underneath the glamorous surface of one of the world’s largest economies lie jarring poverty and widespread abuse of women’s rights.

It defeats the purpose of recruiting star athletes like Ms. Gu: to showcase a powerful China with global appeal.

little pinks, posted a quote from a famous Chinese novel: “I love the country. But does the country love me?”

The story of the chained woman — whose name, according to the government, is Xiaohuamei (little flower plum) — has captivated the Chinese internet since a short video went viral in late January. In it, a middle-age woman with a dazed expression stood in the dark shack with a chain on her neck. Subsequent videos revealed that she had lost most of her teeth and seemed to be mentally disturbed.

conflicting statements in the following two weeks. In the latest statement on Thursday, the authorities reported that Xiaohuamei could be a victim of human trafficking and that her husband was under investigation for false imprisonment. The government had denied both earlier.

Chinese princess.” Ms. Peng accused a retired top Chinese leader of sexual assault in November, and her name remains strictly censored on the Chinese internet.

Because she avoids sensitive issues, Ms. Gu is hailed as the model athlete for the others of Chinese heritage to learn from. She’s also cited as evidence of the superiority of China’s governance model over that of the United States.

“It’s so great that the beautiful, talented Eileen Gu came back to compete for China and won,” wrote Hu Xijin, a former editor in chief of The Global Times who still writes for the Communist Party tabloid, “while the blind, disabled Chen Guangcheng went to the United States to ‘seek brightness.’” Mr. Chen is the blind human rights lawyer who was put under house arrests for years before moving to the United States in 2012.

Mr. Hu wrote that China welcomed more scientists, athletes and businesspeople. “Let China be the place to get things done,” he wrote.

Some social media users criticized Mr. Hu’s post, saying it revealed how the system thought of the disabled and the disadvantaged like Xiaohuamei.

“This is life in China,” the writer Murong Xuecun posted on Twitter. “On one side is a Winter Olympic champion who cannot be criticized. On the other side is the chained woman who is being censored. One has a bright future. The other has come to a dead end.”

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Corporate Board Diversity Increased in 2021. Some Ask What Took So Long.

People pushing for greater diversity on boards say companies need to expand their searches beyond current and former senior business executives, and emphasize skills over title.

“If you look around, everyone wants a sitting or recently retired C.E.O. who’s done very similar things to what their company’s trying to do sometime in the last decade,” said Jennifer Tejada, chief executive of PagerDuty, a software company, and a member of the boards of Estée Lauder and UiPath, a software company. “That’s a very narrow lens to look through.”

Under her leadership, PagerDuty’s eight-member board has just two white directors. She emphasized that she hadn’t had to settle for lesser candidates to have a diverse board. Her directors, she noted, include the dean of engineering at the University of Michigan, Alec D. Gallimore, who is Black; Bonita Stewart, who is a board partner at Gradient Ventures, an investment arm of Google, and the first Black woman to be a vice president at Google; and Rathi Murthy, who is Indian and a top technology executive at Expedia Group.

To ensure there are enough board candidates from a variety of backgrounds, companies need to do a better job promoting more people from underrepresented groups into senior roles, some executives said. That is especially true of increasing the number of Hispanic board members, said Elena Gomez, the chief financial officer of Toast, a software company, who is on PagerDuty’s board.

“What we need to do is get more Latinx people into those management roles, and that starts deeper in how you recruit and train,” Ms. Gomez said.

But the push to make boards more diverse has led to a backlash by some conservatives and libertarians. Some are suing to overturn the California laws, arguing that the state is illegally restricting the right of shareholders to select and vote on directors based on merit and skill.

“A coercive quota is being imposed on these companies,” said Daniel Ortner, a lawyer with the Pacific Legal Foundation. The foundation is representing the National Center for Public Policy Research, a group that says it promotes free-market policies, in a lawsuit challenging the law that requires directors from underrepresented groups.

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Riot Games to Pay $100 Million in Gender Discrimination Case

Riot Games, the video game maker behind popular titles like League of Legends and Valorant, said on Monday evening that it had agreed to pay $100 million to settle a gender discrimination suit with more than 2,000 current and former female employees.

The class-action lawsuit, which was filed in 2018, was originally on track for a $10 million settlement, but in early 2020 two California employment agencies took the unusual step of intervening to block the settlement, arguing that the women could be entitled to over $400 million. Separate of the lawsuit, the state had been investigating the company after claims of sexual harassment, discrimination, unequal pay and retaliation against women.

If the settlement is approved by the Los Angeles Superior Court, it will “send the message that all industries in California, including the gaming industry, must provide equal pay and workplaces free from discrimination and harassment,” Kevin Kish, the director of the California Department of Fair Employment and Housing, said in a statement.

Under the terms of the agreement, more than 1,000 full-time employees and 1,300 contractors dating back to November 2014 would split $80 million, with another $20 million going to lawyers’ fees and other costs. Riot also agreed to fund a diversity and inclusion program and consented to a three-year, third-party analysis of gender equity in employee pay and job assignments, as well as to an audit of workplace investigations.

Activision Blizzard — Riot has also contended with frequent accusations of harassment and a work environment that women described as sexist and toxic.

sued over claims he sexually harassed his former executive assistant. That case is still pending. A committee formed by the company’s board of directors later said it found no evidence of the claims against Mr. Laurent.

In an email to the company’s employees viewed by The New York Times, sent minutes before the settlement announcement, Mr. Laurent wrote that the timing “isn’t ideal” but the “final details of the agreement came together quickly.” He said he hoped the settlement “symbolizes a moment where we move forward as a united company.”

The proposed settlement on Monday was hailed as a win for women at Riot.

“I hope this case serves as an example for other studios and an inspiration for women in the industry at large,” one plaintiff, Jes Negron, said in a statement issued through a lawyer. “Women in gaming do not have to suffer inequity and harassment in silence — change is possible.”

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