Oliver Stone Charlie Sheen, Michael Douglas, Tamara Tunie 6. 2 / 10 Now out of prison but still disgraced by his peers, Gordon Gekko works his future son-in-law, an idealistic stock broker, when he sees an opportunity to take down a Wall Street enemy and rebuild his empire. Shia LaBeouf, Carey Mulligan 7 / 10 A college dropout, attempting to live up to his father's high standards, gets a job as a broker for a suburban investment firm which puts him on the fast track to success. But the job might not be as legitimate as it first appeared to be. Ben Younger Giovanni Ribisi, Vin Diesel, Nia Long Storyline 'Inside Job' provides a comprehensive analysis of the global financial crisis of 2008, which at a cost over $20 trillion, caused millions of people to lose their jobs and homes in the worst recession since the Great Depression, and nearly resulted in a global financial collapse. Through exhaustive research and extensive interviews with key financial insiders, politicians, journalists, and academics, the film traces the rise of a rogue industry which has corrupted politics, regulation, and academia.
The BBC has been beset by accusations of pay disparity but the case being brought by journalist Samira Ahmed, 51, will be the first of several in the pipeline to make it to court. The tribunal could be a cause of serious embarrassment for the BBC, with a well-known journalist detailing her claims against BBC management. Court listings seen show that Ahmed's case is due to be heard over three days from next Monday at an employment tribunal in central London, over an alleged 'failure to provide equal pay for equal value work' under the Equal Pay Act. The News Watch presenter, 51, is taking the Corporation to a tribunal alleging 'failure to provide equal pay for equal value work' under the Equal Pay Act Ms Ahmed presents Newswatch on BBC One, which holds the BBC to acocunt for its editorial decisions, as well as regualrly appearing on BBC News and Radio 4's arts programme Front Row. She publicly threw her hat into the ring for the job - ultimately given to Fiona Bruce - presenting Question Time following David Dimbleby's retirement.
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Mist coalesced around its feet, billowing out around it. It took long, steady steps out into the field between runways. All the hair on my body stood on end. The hair on my head I've let grow rather long, just past my shoulders, but it was all floating in the air, standing on end. It was then that I got scared, very scared. I drive a fuel truck around. It holds about 1200 gallons of aviation gas. That's about four tons of explosive fluid, volatile enough that we are required to connect a grounding cable to each plane before fueling because a static spark is enough to ignite the fuel. As I stepped out of my truck I got a spark from the door. I ran to the back of the truck and grabbed the grounding cable, once again I was shocked. Physically, not emotionally. I pulled the cable out and took it to the dirt, off the asphalt. I quickly burrowed a small hole and buried the clamp at the end of the grounding cable. Just as it was covered there was an explosion. A great crackling, then the crash of thunder.
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Job Adverts are key to attracting the top talent to your organisation. But how do you make sure you're not alienating one section of the community? Ultimately you want the best man or woman for the job, but you also want to invite applications from people from across the spectrum regardless of their race, religion, ethnicity, sexuality or disability. And it can be easily done thanks to these tips from our panel of diversity and inclusion experts. Natasha Broomfield-Reid I often talk about organisations having a 'If we post it they will come' philosophy towards attracting diverse talent, which is unlikely to yield a successful response. There are two key reasons why adverts fail to attract diverse talent: 1. They are not inclusive – Subtle language can dramatically increase engagement from diverse groups, with issues such as: gender coding, masculine wording, and disability or age related wording all having an impact on diverse candidate applications. 2. The attraction strategy is not targeted – While diverse candidates look for jobs in traditional places, advertising roles on inclusive job boards, organisations can increase diverse candidate applications.