Religious Freedom Vs. Diversity

Recently, a federal worker gained headline prominence for his refusal to watch an LGBT training video as part of the Social Security Administration's LGBT diversity and inclusivity training.

The employee, David Hall, who has worked with the SSA for the past 14 years, is now at risk of losing his job in information technology at the agency’s office in Champaign, Ill, a report by The Washington Post said.

The Chicago-area Social Security office explained in a statement that their diversity and inclusion initiative “includes a brief session on tips for increasing cultural awareness in a diverse and inclusive environment.”

But for David Hall, who professes to be a Christian, he believes God does not want him to watch the video, and doing so is tantamount to endorsing it which, according to him is “an abomination,” and “I’m not going to certify sin.”

This is just another example of the ongoing conflict between religious freedom and diversity: liberals/liberal-minded faith groups vs. conservatives/strictly-adhering faith individuals/groups and institutions; the Left vs. the Right of the political spectrum.

The First Amendment is invoked by Christians and members of other religions who uphold their religious freedom. Employees, business owners and religious institutions find themselves having to defend their religious beliefs and practices, when their faith values are compromised by company policies and federal/state laws. So they cry persecution and/or loss of autonomy.

While those advocating for equality, the inclusion of LGBTs in the workplace and giving them just accommodation, cry discrimination, when for example, a Christian business owner refuses to cater to a same-sex couple, or when religious-run institutions fire employees who are LGBTs, and are in a same-sex relationship/marriage.

Thus, caught in this continuing battle – between the freedom to exercise one's religious beliefs and practices, and the promotion of equality and fairness for all, without discrimination – is diversity.

The United States is not the only country facing this clash between two rights: the right to religious freedom, and the right to equality and fairness. The United Kingdom, Australia and Canada are some of the countries that also struggle to find a balanced resolution to this divisive issue.

This brings us to the question of how can diversity be working in a society wherein advocates of freedom of religion and of diversity do not see eye to eye, and refuse to see each side with openness and tolerance?

Just to establish context, the Law is not meant to persecute anyone; rather, these are meant to establish law and order in society, to protect people's lives, properties and human rights, and to resolve conflicts. Laws are not meant to favor a particular individual or group because the rule of law applies to every citizen. The problem, however, arises from different interpretions of the law, and how it should be implemented. One point of contention is to what extent should the laws be applied.

This becomes particularly challenging when the issue brought forth is which should get the upper hand, religious freedom or the right to non-discrimination.

For example, the Religious Freedom Restoration Act (1993) is a federal law which “ensures that interests in religious freedom are protected.”

Even then, there is an exemption to this protection, when 2 provisions are met. First, the burden must be necessary for the "furtherance of a compelling government interest." Under strict scrutiny, a government interest is compelling when it is more than routine and does more than simply improve government efficiency. A compelling interest relates directly with core constitutional issues. The second condition is that the rule must be the least restrictive way in which to further the government interest. - 

This article that appeared on the Harvard International Law Journal presents some key principles that can help determine when it is appropriate for exemptions to non-discrimination laws to be given to religious organizations – whether in the U.S., the United Kingdom, Australia, Canada, and other countries facing such conflict.

The argument in the above-article is that neither non-discrimination nor religious autonomy should always be the dominant value in deciding on conflicts between these internationally protected rights.

Thus, the principles presented can serve as guidelines to deal with such tension. The authors of the study state: In the process of reconciling non-discrimination and freedom of religion it is important to hear the views both of those who seek to preserve traditions, and of those who bear the costs of such traditions and may seek protection.

That point is well-taken; however, what seems to be missing from the side of religious freedom – in relation to how faith groups/religion-motivated individuals view LGBTs - are the elements of compassion and tolerance.

Hence, many gays, lesbians, bisexuals, and transgenders remain closeted, for fear of harassment, discrimination, being fired from work or denied equal opportunities for employment – all because of their sexual orientation/identity and/or lifestyle.

Tolerance does not necessarily mean supporting the same beliefs, but in this context, it calls for the practice of Charity.

Although it is within the rights of a devout Christian business owner compelled by his/her faith to deny service to a gay or lesbian, but as we come to think of it, we see that very act of denying someone goes against the very principles the Christian faith espouses – acceptance and love of neighbor.

The Christian faith for one denounces self-righteousness.

This should be something worth reflecting on especially by religious institutions/employers, when faced with the moral dilemma of having to accept or deny an LGBT for a certain position, or firing an LGBT.

Which carries greater moral weight – following strictly to the letter the teachings of one's religion/Church, and denying someone the very means to his/her livelihood, or living out the principle of being good neighbors to others, of being a good Samaritan?

It is all about giving space to the other to be what he/she is, by virtue of mutual respect and undertanding. Diversity does not say you give up your religious beliefs; rather, it is asking people to be more tolerant and welcoming, and less judgmental.

The laws indeed exists for good reasons, but somewhere in the very fabric of society lies the heart that sees beyond dogmas and rules.

Office Depot Hiring a Retail Operations Manager Trainee, Manhattan Beach, CA

Office Depot, is hiring a Retail Operations Manager Trainee, Manhattan Beach, CA. Office Depot is a global supplier of office products and services, and DiversityWorking.com's prestigious diversity company member.

Job Overview: The Operations Manager Trainee is responsible for freight and logistics activities within the store.

Job Duties and Responsibilities (among others)

• The will partner with the Store Manager and Assistant Store Manager to provide guidance to Logistics associates by facilitating some training; providing positive and constructive feedback, and the appropriate level of coaching required from a Lead.
• In partnership with the management team, S/he will also maintain loss prevention compliance, store visual and merchandising standards.

Job Qualifications/Requirements (among others)

• High School diploma or equivalent experience, Bachelor's degree preferred

Company Benefits

• Competitive salary, a benefits package, which includes a 401(k) and more, along with plenty of opportunity to move and grow within the organization

For more details about this job and to apply for it, click on this link.

Office Depot Hiring an Associate Warehouse, Weston, FL

Office Depot, a global supplier of office products and services, and DiversityWorking.com's prestigious diversity company member, is hiring an Associate Warehouse, Weston, FL.

Job Overview: This position is responsible for daily customer order fulfillment activities within an assigned area(s) of a distribution facility, as well as for demonstrating safety and operational expertise within a quality and productivity driven environment.

Job Duties and Responsibilities (among others)

• Perform one or more distribution-related functions that allow, as the business requires, assignment across various functions such as checking, picking, packing, replenishment, bin/bulk order fill, bin/bulk stocking, shipping, receiving/returns, sorting, or loading (as applicable to operation).
• Contribute to a safe work environment through continuous focus on housekeeping and safety.

Job Qualifications/Requirements (among others)

• High school diploma or equivalent education preferred
• Basic ability to communicate, both verbally and in writing, using the English language
• Basic math skills (counting, addition, subtraction, multiplication)
• Basic computer skills (accessing and navigating the internet; familiar with the keyboard; opening, closing and saving documents)
• Ability to lift a minimum of 70 pounds regularly, up to 150 pounds infrequently

Company Benefits

• Competitive salary, a benefits package, which includes a 401(k) and more, along with plenty of opportunity to move and grow within the organization

For more details about this job and to apply for it, click on this link.

Office Depot Job Opening for Retail Operations Manager, Waco, TX

Office Depot, a global supplier of office products and services, and DiversityWorking.com's prestigious diversity company member, has a job opening for Retail Operations Manager, Waco, TX.

Job Overview: The successful candidate will be responsible for freight and logistics activities within the store.

Job Duties and Responsibilities (among others)

• This person will partner with the Store Manager and Assistant Store Manager to provide guidance to Logistics associates by facilitating some training; providing positive and constructive feedback, and the appropriate level of coaching required from a Lead.

Job Qualifications/Requirements (among others)

• High School diploma or equivalent experience, Bachelor's degree preferred
• Minimum two years of experience in retail, supervisory experience in a sales driven customer oriented environment
• Previous knowledge of safety regulations
• Experience with Logistics and Freight
• Advanced selling skills
• Must be able to effectively lead and coach others in a professional environment
• Possess excellent verbal and written communication skills

Company Benefits

• Competitive salary, a benefits package, which includes a 401(k) and more, along with plenty of opportunity to move and grow within the organization

For more details about this job and to apply for it, click on this link.

Job Opening for Retail Sales Consultant (Seasonal) Munhall PA, at Office Depot

A job opening for Retail Sales Consultant, (Seasonal) Munhall, PA, is available at the Office Depot, a global supplier of office products and services, and DiversityWorking.com's prestigious diversity company member.

Job Overview: This is a temporary role that is responsible for engaging and providing an exceptional customer service experience during peak seasonal selling periods.

Job Duties and Responsibilities (among others)

• Must quickly build customer relationships and become an advisor by utilizing selling skills and knowledge
• While this position is generally focused on sales floor customer support, as a seasonal associate, they may also be assigned to front-end cashiering support, merchandise stocking duties, and/or copy and print area customers service support.

Job Qualifications/Requirements (among others)

• Must possess strong interpersonal and communication skills, which are necessary to establish a selling relationship with customers
• Possess excellent verbal and written communication skills
• Must possess the ability to use technology applicable to role, and to access information necessary to complete daily responsibilities
• Must possess ability to process information/merchandise through POS register system
• Must possess an interest in continually developing personal selling skills and product knowledge

Company Benefits

• Competitive salary, a benefits package, which includes a 401(k) and more, along with plenty of opportunity to move and grow within the organization

For more details about this job and to apply for it, click on this link.

PCOII White City, OR Opens for Hiring at Carestream

The position for PCOII (Production ConvertingOperatorII) White City, OR, is open for hiring at Carestream Health, a worldwide provider of medical and dental imaging systems and IT solutions; X-ray imaging systems for non-destructive testing; and advanced materials for the precision films and electronics markets, and DiversityWorking.com's prestigious diversity company member.

Job Overview and Responsibilities (among others)

• Makes decisions within a high performance team environment
• Seeks opportunities to help others in/out of department during slack time
• Demonstrates ownership of responsibilities
• Troubleshoots machine and quality issues
• Able to perform and prioritize multiple tasks
• Able to meet Output/productivity needs
• Trains in skills and job functions (operations/team) with recertification bi-annually

Job Qualifications/Requirements (among others)

• Ability to work 12 hour shift on your feet, with a flexible schedule and willingness to work overtime when needed.
• Able to troubleshoot production issues in a complex and fast-paced environment.
• Possess basic aptitudes in the following skills: math, and computers.
• Possess knowledge of interpersonal communication skills to provide support of and input for team decisions.
• Ability to lift 50 pounds repetitively for short durations

For more details about this job and to apply for it, click on this link.

Job Opening for HCIS Project Manager, Virtual at Carestream

A job opening for HCIS Project Manager, Virtual is available at Carestream Health, a worldwide provider of medical and dental imaging systems and IT solutions; X-ray imaging systems for non-destructive testing; and advanced materials for the precision films and electronics markets, and DiversityWorking.com's prestigious diversity company member.

Job Overview: Oversee and manage the delivery of HCIS products and services for assigned customers. Manage all aspects (budget, quality, forecasting, project team resources etc.) of RIS/PACS projects in an IT healthcare environment.

Job Qualifications/Requirements (among others)

• Bachelor degree in Computer Science, Business, Radiology (Allied Health) or 5 years equivalent work experience
• 5+ experience with healthcare project management
• Proficient with Microsoft Office including Project, Excel, etc.
• Experience working with director level and executive level leadership at customer sites
• Development of project plans

For more details about this job and to apply for it, click on this link.

Account Executive Burbank, CA Job Opens at Carestream

An Account Executive, Burbank, CA, is needed by Carestream Health, a worldwide provider of medical and dental imaging systems and IT solutions; X-ray imaging systems for non-destructive testing; and advanced materials for the precision films and electronics markets, and DiversityWorking.com's prestigious diversity company member.

Job Overview: The successful candidate will be responsible for Dental Sales with a focus on Digital Imaging Equipment and Practice Management Solutions Sales for all specialties in the Dental Marketplace. This is a regular position with tremendous income potential and excellent benefits.

Job Qualifications/Requirements (among others)

• Background in healthcare equipment/solutions (preferably dental) sales
• Understanding of Dental Practice workflow
• Disciplined in forecast, funnel and time management
• BS/BA Degree or equivalent related military or work experience (experience in Dental technology a plus)
• 5+ years of experience in direct sales in the dental/medical equipment/software industry
• Documented success delivering to and exceeding assigned quotas
• Travel as needed.

For more details about this job and to apply for it, click on this link.

Carestream Hiring a Process Engineer, Windsor, CO

Carestream Health, a worldwide provider of medical and dental imaging systems and IT solutions; X-ray imaging systems for non-destructive testing; and advanced materials for the precision films and electronics markets, and DiversityWorking.com's prestigious diversity company member, is hiring a Process Engineer, Windsor, CO.

Job Overview: Will be responsible for developing understanding of the Carestream Health Colorado polyester film making process and of its customers needs

Job Duties and Responsibilities (among others)

• Develop understanding of the needs of the customers, translate them into product specifications and define set-points and limits for process conditions needed to meet those specifications;
• Define adequate control strategy for critical process parameters;
• Establish adequate testing plans to guarantee expected levels of product quality;
• Assist in the introduction of new products to the production line and making those products manufacturable

Job Qualifications/Requirements (among others)

• Bachelors Degree in Plastics Engineering, Chemical Engineering or Material Science. Mechanical Engineers with plastics processing experience will also be considered;
• Capability to understand product /process/material interactions and for conveying these interactions to operations
• Ability to work independently or as a member of a team
• Good communication skills and capacity to prioritize
• Strong analytical and problem solving capabilities

For more details about this job and to apply for it, click on this link.

Diversity Companies Are Hiring Now for the Holidays!

It's September and it's that time of the year many retail companies are prepping up for the holidays That means seasonal jobs hiring is now set into motion, so it's time to put your resumes into high gear, too.

Seasonal jobs are often part-time and hourly paid, lasting for only the holiday shopping period, as companies augment their regular workforce to accommodate the influx of shoppers.

Other establishments that are impacted by the increase in demands for their goods and/or services during the holidays likewise do hire seasonal workers.

What is good about seasonal and/or part-time jobs is they can also jumpstart a fulltime career or permanent jobs, so it is good to take advantage of such job opportunities.

According to analysis by RetailNext, Inc., the first technology platform to bring e-commerce style shopper analytics to brick-and-mortar stores, brands and malls, American retail business in the coming holiday period from November though December looks positive, with a 3.2 percent year-over-year (YoY) lift in sales, driven partly by a 14.9 percent increase in YoY sales through digital channels. - See more:

Retail chains such as the Christmas Tree Shops, and its sister company, Bed, Bath & Beyond, both diversity company members of DiversityWorking.com, are now hiring seasonal workers for the coming holidays.

Other member-companies of DiversityWorking.com that have jobs open for seasonal workers include:

The Office Depot, Inc., which islooking for candidates for seasonal Retail Sales Consultants for several of its locations around the country, as well as for other seasonal retail positions.

Cabela's Incorporated, a Fortune 1000 company and a diversity company, has opened its seasonal jobs for hiring, such as retail sales cashiers and retail backend outfitter.

Remember, a part-time or a seasonal job may not pay as much as a regular job do, and you won't usually be paid outside your work hours. But depending on the capacity and generosity of the employer, you may be given some perks like free uniform, meals and transportation allowance.

More importantly, you'll be gaining some extra cash, if you are only looking for something to augment your present job. And for teens or students, a seasonal/part-time work provides the experience you need to gain a foothold in the workplace, and a good credential to see on your resume.

DiversityWorking.com is the largest diversity job board online with a mission to provide job seekers with thousands of positions to search for, matching many different professional careers and experience levels. Products and services include a resume database, job search engine, and targeted corporate diversity branding opportunities.

Impact of Hidden Biases on Diversity and Inclusion

In The Sociology of Discrimination: Racial Discrimination in Employment, Housing, Credit, and Consumer Markets, (a PubMed article) published by the NCBI, which reviews relevant literature concerning discrimination, specifically about racial discrimination in the 4 areas mentioned in the title, and provides an overview of major findings of the numerous studies of discrimination, it is mentioned that in the field of employment, African Americans are twice as likely to be unemployed as whites (Hispanics are only marginally so), and the wages of both blacks and Hispanics continue to lag well behind those of whites (author’s analysis of Current Population Survey, 2006).

The findings of those studies show racial disparities in labor market outcomes are due more to factors that precede labor market entry (e.g., skill acquisition) rather than discrimination within the labor market.

The article further notes that the processes affecting access to employment (e.g., the influence of first impressions, the absence of more reliable information on prospective employees, and minimal legal oversight) may be more subject to discriminatory decision making than those affecting wages.

Bias can also come into play when employers make decisions on who to hire. Unconscious biases may stem from any racial prejudices and racial stereotypes. These attitudes (racial prejudices) and beliefs (racial sterotypes) can lead to discrimination.

According to Wikipedia, stereotypes, prejudice, and discrimination are understood as related but different concepts. Stereotypes are regarded as the most cognitive component and often occurs without conscious awareness, whereas prejudice is the affective component of stereotyping and discrimination is one of the behavioral components of prejudicial reactions.

What are biases? How do they affect the promotion of diversity and inclusion in the workplace?

Biases are cognitive in nature. They are notions we have of other people, but which we often are unaware of.

There are different types of cognitive biases, those annoying glitches in our thinking that cause us to make questionable decisions and reach erroneous conclusions. Some common cognitive biases are:

Confirmation bias - the often unconscious act of referencing only those perspectives that fuel our pre-existing views, while at the same time ignoring or dismissing opinions — no matter how valid — that threaten our world view;

Ingroup bias - a manifestation of our innate tribalistic tendencies;

Gambler's fallacy – so called because it is heavily based on our previous experiences or events, and believing these will influence future outcomes.

Bandwagon effect – or what can be called as groupthink.

As implied by the above as well as the other types of cognitive bias, they cause us to form irrational judgment and wrong decisions.

We do have our biases, our so-called 'blind spot' and these hidden biases affect the way we assess others, in positive and/or negative ways. Even among the best of us who have good intentions fall prey to the urging of favoring, rightly of wrongly, one individual or group over another.

Research point to this fact. For example, in one study by researchers from Carnegie Mellon University, the City University London, Boston University and the University of Colorado, Boulder, (published in Management Science), the most striking finding was: everyone is affected by blind spot bias — only one adult out of 661 said that he/she is more biased than the average person. However, they did find that the participants varied in the degree in which they thought they were less biased than others. This was true irrespective of whether they were actually unbiased or biased in their decision-making.

More often, being having one-sided opinion or being partial cause us to see the good in others different from us in terms of perspective and working style, among other differences, so we miss golden opportunties to engage with these people, or to live or work with them in peace and harmony.

Yes, that is what happens when biases get the better of us.

Negative biases we form about others act like walls, deterring us from seeing the good in others, and can reinforce our sense of superiority over others. Likewise our positive biases – those that we nurture in favor of those who belong in our groups or are similar to us, and share our pre-conceived ideas and opinions – may blind us to their faults (unjust criticisms/treatment of others) – so we unwittingly come to tolerate such unfair acts.

Thus, it is especially critical for employers, hiring managers, top decision makers, to be able to identify their own blind spots in order to overcome them. Blind spots may cloud their judgment and affect their decisions regarding job applicants as well as employees being groomed for promotion.

According to the book, Blind Spots: Why We Fail to Do What's Right and What to Do about It, by Max H. Bazerman, a professor at Harvard Business School, and Ann E. Tenbrunsel, a professor of business ethics at the University of Notre Dame, there is a gap between intended and actual behavior.

The rapidly developing field of behavioral ethics has described a decision-making process whereby we recognize what we should do—give equal weight to job candidates of all races, for example—but in the end do what we want to do—hire just white candidates. - See more here:

As such, biases can undermine diversity efforts and minorities such as African Americans will continue to be marginalized or worse, be subject to racial harrasment or violence. Women will continue to face obstacles as they climb the corporate ladder and break the proverbial glass ceiling.

As this article on unconscious biases lists among the consequences and costs of unconscious bias:

members of minority groups or groups who are quite different to the make-up of senior executives, and who have high capability and potential, may be missed by the usual talent identification programme because they are different. This may lead to high turnover of capable individuals who are unable to progress and therefore leave to seek opportunities elsewhere.

How to identify hidden/unconscious biases?

Fortunately, unconscious bias can now be measured, helping individuals see their possible biases as an important step in understanding the roots of stereotypes and prejudice in our society.

Managers and executives, even employees, can benefit from taking the Reiss Motivation Profile® (RMP), a standardized, comprehensive assessment of a person's needs, interests, motives, and life goals. It will help them identify their blind spots.

How to manage or overcome hidden/unconscious biases? In other words, how to not let blind spots influence decisions in areas of recruitment, hiring, performance evaluation, promotion/retention of personnel.

Managers can follow the way of some companies, that is to strip resumes of names and other identifying information and assigning numbers, according to the article, “How corporate America is tackling unconscious bias.” Another is to not hire in one's image. - See here

This article also shares ways to overcome hidden biases, among which is to recognize that as human beings, our brains make mistakes without us even knowing it. Without accepting this fact, it will be difficult to change our perception of people, running the risk of discriminating against others.

But a pro-active approach to biases will help ensure diversity working in the workplace and in the society.

Diversity Trends for Employers

By Marcia Leventhal Meyers | Sky Advertising

Diversity’s Impact on the Workforce

Although diversity in the workplace is becoming ever more significant, employers don’t see the impending need for it. In the Deloitte report last year, it stated that “Diversity and Inclusion” are frequently reported as an issue that is not the most important on leaders minds compared to other HR matters. Additionally, a SHRM report confirmed that with Fortune 1000 only 1/5 of those interviewed said their companies have very “informal diversity efforts” with 41% of those in this study saying the main reason was being “too busy”. How do we shed light on what really matters?

Fortunately, corporate diversity departments at major companies and organizations are becoming more visible than ever before. According to Forbes, just recently Google pledged a large donation to a nonprofit fostering diversity in Technology. Many corporate clients seem to be bringing back and rebuilding their diversity programs or else “launching” them as new initiatives. Besides creating work forces that are inclusive of gender, race and sexual orientation, companies have moved further placing disability and veteran status as part of that equation.

Many companies are looking to “diversity” as how their workforce “thinks”. Deloitte research discusses that “diverse thinkers” which is contributed by different backgrounds, environments, to name a few factors, are being noticed as major attributes to companies’ work forces. Companies now see the danger in the lack of diversity which can often make them question their own hiring and retention practices, as well as their everyday operations. Overall the face of “diversity” and how we define it has changed.

Since companies are now looking at how their diverse workforce or lack of can affect their practices and success, Diversity Branding initiatives for HR is fast becoming a crucial part of Marketing Plans in the HR arena.
For more information on diversity branding for HR, feel free to contact Marcia Leventhal Meyers, Sr. Vice President and recruitment expert at marcia@skyad.com

Foley Equipment Hiring Truck Shop Manager Topeka, KS

Foley Equipment, a recently-joined prestigious diversity company member of DiversityWorking.com, and part of the well-established Foley Industires group of companies, is looking for highly qualified candidates for Truck Shop Manager Topeka, KS.

Job Overview and Responsibilities (among others)

• Effectively develop and manage truck service operations in a manner that promotes Customer Satisfaction, Market Dominance and Profitability.
• Manage the day to day transactions, staffing and tooling to promote maximum asset utilization by scheduling and dispatching technicians to ensure smooth and timely repair progression.
• Develop and manage workforce to ensure quality work progression, invoicing and employee growth and satisfaction.

Job Qualifications (among others)

• High school diploma or equivalent.
• Previous management of people preferred, in a shop environment is helpful- with a proven track record of positive employee relations and staff development.

Pay and Benefits

• Industry-leading pay
• Medical & dental insurance
• 401(k) retirement plan
• Flexible spending account
• Life and disability insurance
• Holiday, vacation and sick pay

For more details about this job and to apply for it, click on this link.

Think Big Intern Technician Kansas/Western Missouri, KS at Foley Equipment

The position for Think Big Intern Technician, Kansas/Western Missouri, KS is now open at Foley Equipment, a recently-joined prestigious diversity company member of DiversityWorking.com, and part of the well-established Foley Industires group of companies.

Job Overview and Responsibilities (among others)

• The Think Big program at Oklahoma State University IT or State Technical College of Missouri can set you up for success. The ThinkBIG program gives you the knowledge you need to succeed and Foley can open the door with internship opportunities.
• Two-year, six semester program
• The student works at Foley in a paid internship for other half of program gaining real world experience
• Scholarships help offset the cost of tuition, fees, books and housing

Job Skills and Requirements (among others)

• Must be able to read and comprehend specifications, service and parts literature, technical bulletins and other related publications.
• Must be able to communicate thoughts and ideas in both verbal and written form. Proficient computer skills and the ability to learn to effectively use company software – with training.
• Minimum of high school graduate or GED

For more details about this job and to apply for it, click on this link.