Thursday, June 30, 2016

It's not legal to ask these interview questions

Time was, employers could ask female applicants if they planned to get pregnant soon.

Not anymore. Illegal.

But in a 2014 CareerBuilder survey of 2,100 hiring and human resource managers, a third of employers said they had asked questions they later learned were illegal.

They should know it's not allowed to ask:

--Religious affiliation
--Political affiliation
--Are you pregnant
--What is your race, color or ethnicity
--Are you disabled
--Are you married
--Are you in debt
--Do you have kids or plan to
--Do you drink socially or smoke

But it can get tricky. Asking if a person has ever been convicted of a crime is OK--but asking about an arrest record is not allowed.

You also can ask if a job seeker is legally allowed to work in the US--but asking about citizenship is not.

Who ever said life was simple.

Wednesday, June 29, 2016

Why people avoid videoconferencing

I can never get people to Skype with me.  Boo-hoo.

Michael J. Coren, writing on Quartz, cites a Zogby Analystics poll seeking to understand why people don't like teleconferencing.

They found:

--A majorityof working adults don't like remote work and videoconferencing.

--Plenty go to great lengths to avoid it.

They say the technology does not work that well and also that they are camera-shy.

Nearly half said they were more worried about how they looked than what they were saying in the conference.

 A third spent more time primping than prepping, as Coren put it.

In another random sample of 800 Americans, one in 10 said they had not put on underwear, pants or a bra for a videconference. Thirty percent of younger workers said they wore their jammies.

Still others, though, were more appalled by what people do on the calls rather than how they looked.

Eating and drinking, not paying attention, background noice, heavy breathing, and sitting too close to the camera were no-nos.

Older people were more likely to be self-conscious and feel unattractive. Men liked being on camera more than women.

One thing you can do if this is you--minimize your own image and just talk to the other person,

If you're me, though, you want to at least make sure you don't look dorky first. Or too dorky.

Tuesday, June 28, 2016

Companies need to actively seek gender equality

I hate to say it, but it's still a man's world--and this includes companies, boardrooms, and everyday life.

Oliver Staley, Government Executive Magazine, June 22, 2016, wrote about a presentation made by Jonathan Segal, a labor attorney, at the Society of Human Resources annual meeting.

Some tips for improving gender equality in your workplace:

Reassess job requirements for senior leadership. If you are not hiring women for senior roles, see if your requirements are unreasonable. Maybe 10 years' experience, not 15, is enough. Include other types of experience in the term "experience."

Expand the applicant pool. Reach out to professional groups such as women engineers. If women left the company to raise kids, ask them if they'd like to return.

Consider your biases. Circulate resumes with names removed, for example. Don't ask people to explain long gaps. (A lot of short gaps can be a red flag.)

Rethink your interview process. All candidates should be asked the same questions. Don't ask women what hours they can work if you don't ask men that.

Make sure all employees have equal access to opportunities within the company. Men may spend more time with senior execs, which gives them more chance of a promotion.

Minimize the gender pay gap. Every job should have a pay range--don't base it on what the person made in their last job. Audit your payroll--see if women are being shortchanged.

Get serious about work/life balance. Give all candidates more control over their schedules. Do not put time in the office above results.

Evaluations should be fair.  Measure substance and results, not style and methods. If you say someone is "too assertive," provide examples.

Quash harassment. One in four women say they are subjected to harassment at work. Managers have an obligation to step in.

While employers are not really allowed to consider gender in hiring, this does not apply to board members. You can broaden your company's gender-awareness by seeking female board members.

There are more women than men graduating from college. This is a huge part of your workforce. This isn't an effort made out of condescension or some weird notion of political correctness. It's good business.

Monday, June 27, 2016

Negotiation tips

Maybe you don't take your business advice from Glamour mag, but I thought these tips on negotiating were pretty good.

Selena Rezvani, author of Pushback: How Smart Women Ask--And Stand Up For--What They Want, says:

Do your research. Rezvani says be the smartest person in the room about what you want. If you are asking for a flexible schedule, for instance, have all the stats and info on that on the tip of your tongue.

Tap your network. Networks create confidence. And it can be a goldmine of info on what has already asked for what you want and what happened.

Keep it personal. When the meeting begins, don't be afraid to chat a little. You will seem more trustworthy.

Watch the body language. Smile, firm handshake--don't look tentative or apologetic.

Be strategic with silence.  At key moments, meaning right after your ask and after the response, maintain 5-7 seconds of silence with relaxed, but engaged eye contact.

Do not rush. You can settle it in one session, but it you are not happy don't get rushed into agreeing. Buy time to consult others and to think it through.

Remember, the other party gains if they can make you give a fast answer.

Friday, June 24, 2016

Vacation trends--outings are changing

According to Michigan State's Broad College of Business, vacations are changing. The old
"put the family in the car" model is fading.

Bonnie Knutson, a professor at Broad, says people are just now feeling the recession is ending.

They want to take off--but differently than in past decades or even generations.

Multi-generational groups. More than ever, vacationing groups include more than one generation. Often grandparents finance trips.  Usually these groups have a "home base" hotel and explore from there.

Bleisure.  This is a mix of business and leisure. Usually younger travelers do this, adding days onto a business trip, capitalizing on the round trip ticket paid for by the company. Sixty percent of travelers say they have done this.

Experiential travel. The trend now is not toward luxury, but what experiences you can pack in. Experiential travel can be educational, cultural, wellness-based, or even charitable. Wellness has jumped 50% in the last year. This is things like yoga, spas, serenity retreats and the like.

Well, I have to say the old "family in the car" deal was far from serene, so people may be on to something here.

Thursday, June 23, 2016

Use skills from "therapy" to find a job

She sure looks happy all right.
According to a study done at Ohio State, unemployed people were more likely to find a job if they used skills aimed at fighting depression--such as:

---Identifying negative thoughts and turning them into positives

--Planning enjoyable activities to change their mood.

Depression can accompany job hunting--so this is a two-fer.

They researchers looked at 75 unemployed people from 20 to 67. They took online surveys three months apart.

A third reported symptoms that put them in the moderately to seriously depressed category.

The respondents that used the skills were more likely to show an improvement in their depression--and report that they had received a job offer.

Even though most job seekers feel some discouragement as they look through listings and get rejected, those who persisted and used the cognitive skills to boost mood were most likely to succeed.

Basically it came down to overcoming negative thinking. You have to do this consciously--not just hope it happens.

Wednesday, June 22, 2016

Millennials can't stand the din

Yuh-oh, could it be that our under-age 35 workers have delicate ears--and that this could sound the end of open space floor plans?

Jessica Leigh Hester, Government Executive Magazine, June 16, 2016, says the giant-sized slides, free meals, skateboard halfpipes, and boozy Fridays are nice perks, but workers really want silence.

Oxford Economics surveyed more than 1,200 executives and non-senior workers in industries such as health, retail, manufacturing, financial, and government. The majority said they worked  in open-plan offices (74%). Half were Millennials.

Uninterrupted work time topped all the employees' wish lists.

More than half complained about noise. Many wore headphones or sought quiet corners to work.

The supervisors, in the other hand, reported (69% anyway) that their spaces were noise reduction conscious.

Obviously construction and transportation are noisy. Thirty million US employees are exposed to hazardous noise levels.

But even below hazardous, noise can be distracting.

Comfort level is 48-52 decibels. Whispering clocks are around 3 dD. Chatting is 60 dB.

Employers might want to nvest in Quiet Zones. Many commuter trains have Quiet Cars.

There is also a giant felt helmet to block out noise and movement. I think that would be distracting in itself.

But a little funny, too.

Tuesday, June 21, 2016

Color can affect concentration

I know color affects my happiness. I love rich colors. When I had my house painted, I chose a light green, gray trim, and under the wide eaves, a bright blue. I love looking out at my eaves.

Rob Payne of the ScienceNetwork quotes researchers that say color can affect concentration.

Many students like to study in environments with pale colors--but concentration is higher when you are surrounded by reds and yellows.

They had some participants read a passage and answer some questions on it in rooms with six different color schemes.

The yellow and red room won out. Pulse rates even go up in red and yellow rooms.

However, two-thirds of the students did not think red was suitable for studying--associating it with depression, annoyance or even danger.

Still, results are results. Are we looking at more libraries with red walls?

Monday, June 20, 2016

A boring, dirty workplace may make you stupid

A study at Florida State shows that a lack of stimulation and a dirty working environment can affect the thinking abilities of employees.

It has been known for a while that chemicals at work can affect mental decline, but this is saying intangibles can also matter.

Now, they are saying that mold, lead, or noise can indeed affect brain power--but so can an unstimulating environment. (J of Occupational and Environmental Medicine)

The team looked at data from the Midlife in the United States study. They found:

--Greater occupational complexity--new skills, new challenges--resulted in greater cognitive performance for women as they aged.

--Both men and women exposed to a dirty environment saw a cognitive decline.

Cognitive decline was judged by looking at ability to maintain and use information the subjects learned and their executive functioning skills such as completing tasks, managing time, and paying attention.

So clean up the joint and provide all workers some learning and decision-making opportunities.

Got that?

Friday, June 17, 2016

Summer vacation--for the kids, not you

Kickin' it old school
I remember when my child was younger, summer was a challenge. I never had much money and tried to rig up fun things for her to do, which also amounted to someone caring for her out of the house (I worked at home). Try all this on a strict budget. Whew.

One summer, she took two buses to a free DC program of total immersion German (to this day, she claims to not speak a word). She took advanced swimming. She took life saving. I traded helping a church day program with their newsletter for a spot for her in their program. I also used our scarce resources to join a hotel pool for the summer--and we spent all weekend days and many evenings at the pool.

Stephanie Marcy, PhD, writing for Children's Hospital of Los Angeles, says kids may dream of endless X-Box, but parents may want something more. She suggests you think in terms of:

--Stimulation. Plan visits to say, a farm, a museum, or just the beach to delve into the tidepools. Check out reading lists the school sends home--a trip to the library may be in order. How about a kids cooking class or volunteering at a nonprofit? And, if course, there is camp, both day and sleepaway.

--Schedule.Give the kids structure--maybe on a chart on the fridge. Put in a few days with no agenda.

--Sleep. Try to keep kids to a decent sleep routine--not this all night stuff, followed by up at noon.

--Socialization. Help the kids build healthy relationships with play dates or at very least, with scrutiny of their friends. Maybe you can trade "care" with friends of your own with kids.

--Screen control. Try to get the kids to unplug during the day so they can enjoy the warm weather and outside activities.

--Self-sufficiency. Urge kids to be more independent. Make goals for them--such as learning to tie their shoes or make breakfast--and help them achieve them by summer's end.

Or how about getting that garage cleaned out--that's a fun goal.

Thursday, June 16, 2016

Adaptive clothing for the disabled

Even though clothes are a multi-billion dollar biz, options for disabled people are limited.

Researchers at the University of Missouri though the lack of practical and stylish fashions might marginalize disabled people further.

They found the problem to be multi-dimensional--need for better design, production, distribution, and sale.

Clothing and appearance are not trivial, according to the lead investigator and assistant professor of health sciences Allison Kabel.

Clothes govern how we interact with all aspects of our communities, she explains. This includes job interviews, court appearances, team sports, formal events, and more.

Not having the proper adaptive clothing shuts the disabled out of these areas.

Kabel and Kerrie McBee-Black, instructor of textile and apparel management, analyzed focus group info and found barriers for the disabled in function, culture, and sensory sensitivity.

The mechanical--or functional--barriers started with getting dressed, where zippers, buttons, laces, and fabric textures challenge those who live on their own. One person with Down's syndrome had to fasten her clothes with safety pins--they did not come in her size.

I have also written about the need for clothes that fasten in the back for people in wheelchairs.

A cultural barrier was described when a woman was taking care of a man from South Asia with nerve damage in his feet could not help him with his socks and shoes due to a taboo on touching feet.

Custom-made clothes for all would not be financially doable--so that leaves mass production. How about it, manufacturers? You finally came around to making more cute and stylish clothes in larger sizes--is this the next frontier?

Wednesday, June 15, 2016

How to create a certain culture in your startup

In a story in Forbes by Brian Scudamore, May 25, 2016, some tips for creating an "awesome" corporate culture from day one.

Slack Shine--which for a "messaging company" is devilishly hard to define--started by identifying itself with cyan blue--blue outfits, one gals even dyed her hair blue.

It's managing director is a vegan, introspective, spiritual, etc--so the company reflects that.

They wanted a quirky, road-less-traveled vibe.

But with shared values.

You need to find your company's core, which will probably coalesce around passion, integrity, professionalism, and empathy--PIPE.

The Slack Shine director also understands his "young" staff. They want purpose, they ask questions, they want to know reasons for doing things. They dream big.

He said when he started in business--he was working toward buying a house. His staff is working toward ways to enjoy their lives more.

They don't sit around waiting for the weekend or vacation--they want to enjoy the workday.

This is what he aims for in the culture.

I guess the message of this company is culture can be shaped and molded--it doesn't just happen.

Tuesday, June 14, 2016

Male artists again in pay when they marry, women no

Some prominent female actresses, namely Jennifer Lawrence and Robin Wright, recently shined a light on the pay gap for artists.

Yes, these are beautiful well-to-do actresses with a big pulpit, but many other women's groups still decry the wage gap in the arts and other avenues of life.

Usually this discussion is immediately smothered in "it depends," "women take time off to raise kids," "it's apples and oranges," and other disclaimers. But the 79 cents versus a dollar for men lingers on.

Yet, for artists of all sorts, the gap is about the same as for women in other walks of life.

A study in Social Currents found this but identified a weird reason. For male artists, there is an earnings gain (10-40%) when they marry and have children. While they did not find the women artists with a drop in earnings as in other professions, the increase for men kept them above the earnings of women.

I think that is what the study said--it was very confusing. Somehow women came out behind.

Jennifer Lawrence, call your service...

Monday, June 13, 2016

Workers tossing nondisparagement agreements

It's no secret many American companies are laying off American workers--and giving their jobs to foreigners on special visas.

Often the laid-off workers are asked to sign nondisparagement agreements as a condition of severence.

For the most part, they clam up and take the severance pay.

The New York Times carried a story on this written by Julia Preston, June 11, 2016.

Apparently a worker at Abbott Labs handed in his badges and passwords as his job was given to a worker from India, then did not sign the severance agreement along with the promise not to complain.

It cost him $10,000 in severance, but he complained a lot.

Congress has questioned these agreements, too.  But often workers cannot talk to Congress either.

The special visas, called H-1Bs, are supposed to import a worker with a body of specialized knowledge, not just a cheaper workers. In fact, they are expressly not supposed to undercut the wages of Americans.

This is a farce.

Another company, Eversource Energy, also required American workers to train the Indian immigrants on H-1Bs who would replace them. Two employees there held a press conference, despite having signed nondisparagements.

Often, laid off employees fear retaliation and need their health care coverage and other aspects of their severance package.

The guy from Abbott who refused to sign said he was single with no kids and could put his foot down.

And he did.

Now, he and 13 other Abbott employees have filed federal claims of discrimination based on their ages--and on the fact that they are American citizens.

It's come to that.

Friday, June 10, 2016

Socially responsible for appearance's sake?

If you buy a hybrid car, you may do it out of concern for the environment or to save on gas, but researchers at the University of California, Berkeley, says you may also do it to make yourself look more socially responsible.

This is something called "conspicuous conservation."

But it the cachet may also depend on how many--or really how few--of your peers are buying the same product.

The "value" is higher if you are the only one in your group.

The researchers--note they are in the business school--developed a model linking the R&D decisions of firms to customers' need to "stack up" against their peers and how much they will pay to do it.

This is a better bet for a company in categories where the customers already use the basic product (in this case, they drive) and then innovate on the product.

Some examples of this are palm oil, jeans, and cleaning products. As the media highlighted forests being cut down to get palms, companies started making palm oil-less products. Levi spent years developing jeans that took less water and chemicals to produce. And of course, companies are all over eco-friendly cleaning products.

But I wonder how this tracks with the observation that you need to be an early adopter to get the social rewards of adopting.

Oh, well, you can factor this into business decisions, I guess.

Thursday, June 9, 2016

Best time to hold meetings

Guess--AM or PM? 
There are those who would argue that there is NEVER a good time for a meeting. But they are part of life in the business world, and I eventually learned that not everyone dislikes them as much as I do.

Actually, according to Oliver Staley, Government Executive Magazine, June 7, 2016, 17% of the work week takes place in meetings.

According to a UK company called YouCanBookMe--Tuesday afternoon is the best time to call a meeting. Most people are free at 2:30 Tuesday afternoon (based on 2 million responses, which is a lot of responses).

Yet, Monday morning is most popular--although only one in three people can meet then.

But how about that late afternoon time and people's energy levels? Based on a study that showed that the closer a judge was to lunch or a mid-morning snack, the quicker he or she would dispose of a case or action, this might not be such a good time.

There is also such a thing as "decision fatigue."

This has led others to think between 9 and 11 am is best. After sleep has worn off and before hunger sets in.

Sooo...Tuesday morning or Wednesday morning? Or just any old time like you do it now?

Actually I had one this morning at 8 AM and had trouble getting in the chat room and was all hassled. About par for the course.

Wednesday, June 8, 2016

Can't nobody speak this here language?

We have a presidential candidate with about a 1000-word vocabulary.

Everywhere you go, at least here in AZ, you have the double negatives. "He don't, "she don't."

People are always doing "good" not well.

Nothing is ever anyplace--it's AT some place--"Where's it at?"

"He and I" don't take a walk..."Me and him" do.

Our old favorite "ain't" is still mixed into speech everyplace you turn.

Everyone of these is a punch to my brain--yes, I am a persnickety old jerk, but we spoke decent American English at home...None of this ear-shattering stuff.

Is it the home? How the parents were reared--and are now rearing their children. The peers? The lowest common denominator? The dumbing down of society?. The ridiculously poorly functioning educational system? What?

I ask you--what?

But I have to say--when I hear these usages, I think less of the person's intelligence, less of what they may offer in the way of an opinion. I know perfectly well many ill-spoken people were raised that way or do it out of habit and are still plenty street-smart and have a lot of commonsense.

But I have to keep reminding myself of that.

If I were still interviewing people for jobs and heard slips like these, a big red flag would go on my note pad!

Tuesday, June 7, 2016

Hot one: Bosses do not make work meaningful

Some researchers at the University of Sussex and University of Greenwich (England) found that the quality of leadership is almost never mentioned when people are questioned about meaningful moments at work.

BUT--poor management can destroy meaningfulness very easily.

The study, in the MIT Sloan Management Review, suggested meaningfulness at work tended to be personal and individual. Usually employees recognized it by reflecting later, not by thinking, Wow, that guy really gets me going.

The researchers interviewed 135 people working in 10 different occupations from priests to garbage collectors. They asked about when they had found work meaningful and the times they asked themselves, "What's the point?"

Meaning was found as they reached out as a person--not an employee.

Five qualities of meaningful work:

--Self-transcendent. This means the work matters to others, not just themselves.

--Poignant. Meaning often comes when the feelings are mixed--comfortable and even painful thoughts with joy and happiness.

--Episodic. Meaningful or not meaningful both come and go and are not sustained.

--Reflective. Meaning is glimpsed later, as I said.

--Personal. Meaning is understood to come in the context of oveeall life, not just the working hours,

What can inject meaninglessness? Disconnecting people from their values, overriding people's better judgment, and disconnecting people from supporting relationships.

That bosses can and often do.

Monday, June 6, 2016

Animal planning

I love animals--one time I figured out I watch seven veterinarian shows on TV--in fact, there is a new one on Animal Planet called THE VET LIFE--three young vets opening a practice in Houston.

Aimee Hosler of, writes about some beastly jobs on CareerBuilder.

Rehabilitation and conservation jobs are true passion-jobs, she says. These account for 142,000 jobs in America. Feeling it?

Many zoo and aquarium jobs also require not only passion, but strength and even courage and a strong stomach.

Zookeeper or aquarist. These people tend to the daily care of animals. They feed and water, observe them for diseases and problems, and even keep them entertained or enriched. They may also answer questions and must know their stuff. You probably need at least a Bachelor's in an appropriate field.

Animal trainer. Requirements vary--you may not need a college degree. But as with marine mammal trainers, you may need a bachelor's in marine biology or animal science. Trainers not only train animals for public performances, but form bonds so the animals can be treated medically and work with other keepers. Trainers also rehab animals for conservation perhaps to return the animals to the wild.

Zoologist. This profession performs scientific research--studying animals and their habitats. You would probably need a Bachelor's in biology or a related field. To advance, Master's would be needed--and many have PhDs.

Vet tech. Techs help veterinarians treat animals. You probably need at least a two-yr associate's degree, although a Bachelor's would be better. Vet techs are also licensed.

Curator. These people rarely work directly with animals. They plan, acquire and direct exhibits and conduct research or educational programs. Most curators have a Master's, but some places require a PhD.

If I had life to do over, I might get into one of these fields...ah, choices....

Friday, June 3, 2016

Don't do today what you can put off...

Nah--I was just joking. We all procrastinate, though. Even your humble blogger here.

Travis Bradberry writes about this in Forbes, June 1, 2016.

He says you can get addicted to procrastination--you diddle around all day and then have to work long into the night--sound familiar?

They did an experiment at Case Western. Instead of a deadline, they gave college students a date range in which papers must be submitted. They compared the turn-in dates to the stress levels. Those who waited until the last minute, had higher stress--big shock.

Researchers have also found a link between procrastination and heart disease and high blood pressure.

What are some of the excuses people give for putting things off?

--I don't know where to begin. Like a deer in the headlights, you better move in some direction--and fast. If a task is that difficult you don't have time to spare dithering. Break the task into parts--as I said move in SOME direction. Work for say 60 minutes.

--There are too many distractions. Tasks that are too easy are a trap--you may underestimate the time needed. Also, you can link small boring tasks to a great objective. If you don't file materials, you can't find them again quickly when the boss is standing there. As for distractions, don't let them be.

--I don't like it. Do that one first. Then you won't dread it.

--I don't think I can do it. This is a failure thought. Or a FEAR of failure thought. Don't start--never fail. But it doesn't work that way. Procrastinating is already failing. Shift your mind into a confident direction. Visualize the positives of doing the task well, the recognition, the praise--and most importantly, removal of the task from the queue--at least for a while.

Put off putting things off. Less dread, fewer sinking feelings, less guilt. It can be pretty sweet.

Thursday, June 2, 2016

Payday loans soon to be curbed

The Consumer Financial Protection Bureau is proposing regulations to rein in the predatory payday loan industry--which charges interest as high as 390% a year on short-term loans.

The people who use these are often those who can afford it least--low income or people with no bank accounts or access to traditional sources.

The idea is the borrower gets the loan and pays it back with the next paycheck--because this is iffy, the interest rates are sky high.

If it is not repaid the next time, the balance rolls over and the interest rolls on.

One expert said, it's like hailing a cab to get across town and ending up on an expensive cross-country journey.

There is also racketeering and fraud involved. Allegedly, as they say.

Under the proposed changes:

--Lenders would have to determine whether the borrower could pay the loan back in one payment and still meet basic expenses.

--Auto titles could not be taken as collateral.

--There would be limits on how many of these loans people could get in a quick succession.

--If the borrower did have a bank account, the lender could not repeatedly try to debit the payment, running up big bank fees on the borrower.

Comments will come in until Sept 14, when final regulations will be formulated.

Republicans in Congress generally support these loans as a necessity for some people. Democrats want reform, but are fighting over how it should be carried out.

Wednesday, June 1, 2016

Why we can't bring back lost jobs

Both our problematical presidential prospects yak about bringing jobs back from overseas.

Not going to happen. They both know this--but that's another story.

Stephan Manning and Marcus M. Larsen, writing in Government Executive Magazine, May 29, 2016, says these jobs mostly are gone for good.

Instead of focusing on threatening American companies or providing tax incentives to manufacture here or even attract foreign investment here, they say, we need to develop a new kind of worker that takes advantage of the worldwide economic realities.

Labor cost advantages and the availability of qualified people overseas made it attractive to go elsewhere. Even a certain candidate did it and is doing it, despite railing against it.

There is a "reshoring" movement--and they claim it has resulted in 67,000 manufacturing jobs being added in 2015. Part of this success, though, is because wages abroad are rising. and the advantages of going abroad turned out to be matched by negatives such as quality issues, delays, language problems, and coordination costs.

But--the authors say--instead of seeing those negatives and staying home or coming back, many companies are adapting and becoming more nimble. They are doubling down on having a global footprint and just diversifying the places they go.

In other words, they are adopting a global mindset. US locations are not the home office in all cases anymore.

So now what? The focus should be not on keeping companies from going abroad but on developing a worker for the new reality.

This does not mean just STEM--science, tech, engineering, and math. It means a unique blend of qualifications--local and global, technical and interpersonal.

Workers will need to work in international teams--not bitch about training foreign replacements.

This also means language facility instead of complaining about people speaking languages other than English.

Food for thought, no?