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If you’ve ever had pre-event anxiety, you know it’s often due to uncertainty over the unexpected. From traffic jams to electrical issues, anticipating problems will help you avoid them. Keep reading to learn how you can avoid logistical snags — and breathe a little more easily. We sat down with Sharon Sperber, founder of film and food truck festival Eat See Hear. Sperber grew Eat See Hear from the ground up into a festival with thousands of attendees, and nine venues in Los Angeles. Here are Sperber’s top five tips for a successful on-site experience.
Have a plan A, B, C… and XYZ. As much as you plan, you never know what might happen. From traffic jams to electrical issues, try to anticipate what could happen so that it doesn’t become an issue. For a step-by-step approach to help you plan, check out the complete guide to onsite logistics.
Be generous with customer refunds. “People sometimes have unrealistic expectations. If and when they complain, it’s absolutely worth giving them a refund,” says Sperber. By treating an upset customer well, you reduce the risk that their negativity will spread – both during and after your event. “A few years ago, an unexpected cloud of june bugs descended on part of our event. Despite the fact that we have entirely no control over nature, we chose to refund any customer that was dissatisfied,” says Sperber. This extra effort goes a long way in preserving your brand.
Start the paperwork as far in advance as possible. From completing paperwork and permits, to securing dates that the venue still has available, everything takes time. In Sperber’s case, there are 85 cities that make up the county of Los Angeles. “Each one of those cities has different requirements, permit processes, and fire marshals,” says Sperber. “Sometimes, when staff in these departments changes, so do the rules. By starting early, you allow yourself extra time to adjust to these changes.”
Know your key requirements when planning your site map. Every time Sperber lays out a festival, there are certain things that she looks for. “As an outdoor movie event, there’s a really large inflatable screen about 3.5 stories tall and 60 feet wide. We position the screen where the audience can see and hear clearly, from anywhere in the event,” says Sperber. After that, the Eat See Hear team works to figure out where the food trucks, entrance, and generator will go. Once they figure out all of these elements, they can figure out the entry process. At certain venues, they actually rent additional space to accommodate lines.
Over-communicate. “As much as we put tons of information on our website and on-site, people often don’t read it,” says Sperber. So it’s important to over-communicate, even if it might feel redundant. “I have an autoreply on my email that answers a lot of our most frequent questions. We make sure our vendors have complete information, including where to drive and get set up. We also train our staff in advance on all of our key messages. These include sponsor messages, site activities, what the band is, and more. Finally, at the event, we have clear signage directing each type of ticketholder where to go.”
With the right plan, you can significantly reduce the chance of event mishaps — and put your pre-event mind at ease. For a detailed, step-by-step guide on setting up a complete event logistics strategy, download our full guide here.
Back in Washington, he was a civil rights champion, helping file a racial discrimination complaint against the Washington Post, his employer, before the Equal Employment Opportunity Commission in 1972. Dash was so upset by the racism in the newsroom that he went to editor-in-chief Ben Bradlee’s house late one night and browbeat the famous editor in his own home.
He now holds an endowed chair at the University of Illinois, where he is as beloved by his students as he is feared. He is the author of two books, and he’s won an Emmy.
Dash (left) with a former student at graduation this May.
But Dash has no plans to slow down. If anything, he’s speeding up — he plans to teach three classes this fall instead of his usual two. And that’s on top of working on a new book, a nonfiction work about the moment certain Americans became aware of their whiteness or blackness and what that meant within the context of American culture. He’s flying to New York City next week to conduct some interviews for it.
“I don’t see retirement as something attractive,” Dash says, with characteristic bluntness. He says his main reason for delaying retirement is that he still has the passion and capacity for his work. “I just met with my physician on Monday, June 6,” Dash says. (He has a knack for remembering dates.) “And [my doctor] said I’m in excellent health. He thought I was retired. I said, ‘No, I’m not retired.’ He said, ‘Okay, keep going.’”
But Dash doesn’t just continue working because he’s healthy; he also works to maintain his health. He’s seen friends settle into sedentary lifestyles post-retirement, and he’s determined not to suffer the same fate.
“My friends who have retired at 62, 65, I’ve watched their health deteriorate significantly over the last several years, both mentally and physically,” Dash says. “I’d rather have a reason to get out of bed every morning.”
The ideal is for retirement to be a period of rejuvenation and relaxation. After 40 years of work, people finally get to enjoy their time and hard-earned money.
And these effects can be particularly pronounced for men.
“Men tend to plan financially for retirement, but they don’t plan for their lifestyle, what they’re going to do [after retirement],” Phyllis Moen, professor of sociology at University of Minnesota, says. “Men think about [retirement] like an extended vacation, but after a couple of months that gets old, and at they’re at loose ends.”
Much of the discontent men feel post-retirement has to do with the gender norms regarding men and work. Men are still socialized to be the breadwinners, and their sense of self is often deeply tied to their work. So when their careers end, they often suffer a crisis of purpose.
“You go from working 50, 60, 70 hours a week to zero,” Moen says. “And it very much affects your identity. Who am I? For men, the answer usually is their job.”
This would explain why depression and marital strife are so common for retired men. Moen’s research has found retirement can strain relationships, as many couples are unaccustomed to spending so much time together. Marital conflict is especially high among retired men whose wives continue working, as the husband tends to feel emasculated by his wife’s being the sole financial provider.
Retiring can also have a severe impact on men’s social lives, Moen says. Adult men are depressingly bad at maintaining friendships, so their co-workers are the closest thing they have to meaningful companions. “Suddenly no one’s calling. They have no real place to go. They might go to lunch with their old coworkers only to find they no longer have a place there,” Moen says.
Indeed, the study from the National Bureau of Economic Research found that a vibrant social life can mitigate the negative health effects of retirement.
Somewhat ironically, all the rest that comes with retirement has a profound negative influence on physical health, too. When men retire, they often simply lose the will to live, and that elicits a palpable decline in physical health. “Their health declines because they just don’t have a reason for getting up in the morning and getting out of bed,” Moen says.
It’s a phenomenon Dash knows all too well. Lately, when he returns to New York City, his childhood home, he has trouble prying his friends away from their televisions.
“[My friend] worked for the New York Board of Education. And his world has grown to be very small [post-retirement],” Dash says. “He stays to himself. … We’re the same age, and he’s slowed down considerably.”
Others have fared even worse — one of Dash’s retired friends died in his sleep in October 2010, just five years after retiring. “He had stopped living years before,” Dash says. “Somehow he had lost the spark and the interest and the motivation to live.”
Moen says it’s common for men to become couch potatoes in retirement. “There’s no reason for men to leave the house [in retirement] and the TV is right there. So the amount of TV-watching really goes up in retirement.”
For Dash, an added benefit to continuing work is that it helps him stay “up with the contemporary world.”
“I wouldn’t be adroit at social media [if I retired],” Dash says. Students have introduced him to Facebook, Instagram and Twitter in recent years, and he maintains an active presence on each. On Facebook, he found a group called Dash Survivors, a select group of students who passed Dash’s infamously tough Reporting II journalism course. “The most recent app I’ve loaded onto my iPhone is Snapchat, and I learned about that from my students, as well. It’s really more popular among students than Twitter or Facebook.”
Dash boasts that when he walked into his dry cleaner the other day, the owner told him he’d be eligible for a senior citizen discount in a few years, when Dash turned 62. Dash was quick to tell the shop owner he was already 10 years older than that.
Dash plans to continue defying people’s expectations about his age and determination.
“My younger daughter, she’s been harassing me about retiring,” Dash says. “So I gave her a date: When they carry me out of Gregory Hall, I’ll retire.”
John McDermott is a staff writer at MEL and a Dash Survivor—he completed Dash’s infamous Reporting II course in spring 2010.
Lynne Bernabei, employment attorney, Bernabei and Kabat
As a federal employee. you were taught to not break the rules. Suppose a boss orders you do do something that violates a federal practice or rule? If you refuse, you could face discipline, and it will all be legal. The U.S. Court of Appeals just said so. How's that? For some explanation, Federal Drive with Tom Temin turns to federal employment attorney Lynne Bernabei of Bernabei and Kabat.
Alyssa Bermudez Why would a woman stand as a lone picketer, in professional business attire, outside Transportation Security Administration headquarters offices on a hot day, with a sign claiming “no justice”?
Why would 100,000 people sign a petition calling on the White House to remove National Park Service Director Jonathan Jarvis for not acting on employee misconduct? I mean, he just published a book on the beauties of the nation’s magnificent park system.
The answer is simple: Sex.
More accurately, sexual harassment or other misbehavior involving sex.
In the federal government these days, instances of sexual misbehavior are like dandelions. You spot one, then suddenly you see them all over the lawn.
The woman in the picture is Alyssa Bermudez, an Army veteran who served in Iraq. She was a geospatial intelligence specialist. Her story is complicated, but here’s the gist of it. At the TSA, where she was an administrative support person in the Office of Intelligence and Analysis (OIA), she claimed repeated sexual harassment by a fellow employee. In her complaint to the Equal Employment Opportunity Commission, Bermudez said she found herself moved to a different office doing Freedom of Information Act (FOIA) requests, put on administrative leave, then detailed to the Office of Security Operations. From there, she was fired five days before her year-long probationary period came to an end, on April 30, 2015. Yet a performance evaluation dated Sept. 30, 2014 shows her receiving a 4.8 out of 5.0, which qualifies as having “achieved excellence.” The termination letter, from John Beattie, the executive director of her home office OIA, described a person who could barely get along with anyone.
She has also filed an Office of Special Counsel complaint against then-OIS Deputy Assistant Administrator Eric Sarandrea for the dismissal.
Mark Livingston was a senior executive service member in OIA. The deputy assistant administrator as a matter of fact. One day in his office, he and Bermudez both alleged, the deputy assistant administrator of the Office of Security Operations — Joseph Salvator — stopped by and during the meeting ogled Bermudez, attempting to look down her shirt. Salvator is alleged to have asked her, “What do you want to be when you grow up?”
Livingston said when Bermudez (at the time Alyssa Jackson) left the office, he and Salvator had a conversation in which Salvator said that if Bermudez complained, it would be her word against theirs. Livingston said he refused to go along and was threatened by Salvator not to get on his, Salvator’s, s— list.
Soon after, a “morale survey” produced by Salvator — who had by then moved to TSA’s Office of Investigations — showed Livingston to be an ineffective leader, and he was demoted from SES back to GS-15 and transferred to the Office of the Chief Risk Officer. That’s where he works to this day. Salvator then moved over to OIG to take Livingston’s place. Given his more than 30 years in federal intelligence at various agencies, Livingston believes he was squeezed out by a good-old-boy culture. He’s filed an EEO complaint surrounding the survey and his demotion.
These events have been reported in writing to House and Senate investigators, TSA Administrator Peter Neffenger, and to the Homeland Security Department’s inspector general office. Bermudez and Livington told me the same story. I called Salvator three times to get his view but he has not returned the calls. A TSA public affairs person emailed me that the agency declines to comment on the episode.
I go into some detail on this incident to at least partially reconstruct for you the events that would drive someone to stand and picket all alone like that. Bermudez doesn’t sound like a nut, nor does her D.C. lawyer with whom I also spoke. Tamara Miller of The Federal Practice Group told me, “I believe TSA has a sexual harassment problem with senior executives.”
Miller said Salvator has denied the allegations, and that TSA did not sustain any of the claims Bermudez made regarding him or the original alleged harasser, an acting team leader named in documents as Christopher Coffey. Miller said TSA’s Office of Investigations has not made available documents related to these and other allegations, but that she intends to get them through her suit on behalf of Bermudez against DHS.
The story is actually longer and more convoluted, with people rotating through jobs, with allegations of people receiving big raises because of who they were sleeping with, of people being demoted but getting nearly $10,000 in bonuses at the same time, and with other senior executives besides the recently departed Security Operations head Kelly Hoggan getting bonuses in small increments so as to go unnoticed. It all makes TSA headquarters sound like a circus.
Andrew Becker has been writing a series of detailed reports on TSA at RevealNews. This account is particularly eyebrow-raising.
A Government Accountability Office report from back in 2013 carried the mild headline, “TSA could strengthen monitoring of allegations of employee misconduct.” Indeed. At the time, GAO looked at nearly 10,000 allegations. Nearly 10 percent involved “inappropriate comments or conduct or comments” including sexual misconduct.
To be sure, we live in a hypersensitive age where people often leap to find actionable offense in the most trivial perceived thing. Most organizations’ response is driven more by legal counsel than in anything resembling common sense. Nevertheless, sexual harassment is a real and all-too-frequent occurrence.
That’s TSA. But this is happening across the government. Just from the recent news:
Jonathan Jarvis, head of the Park Service, has not been accused of sexual harassment. He’s been implicated by employees and now by members of the House Oversight and Government Reform committee for letting it go on in his agency, with reports coming from certain park locations like gamma rays from a sunspot. That Jarvis hasn’t pinched off this sort of behavior and fired the people doing it has become the source of his tension with Congress.
Sen. Chuck Grassley (R-Iowa), chairman of the Judiciary Committee, was aghast last year at reports of frat house-like behavior at the Drug Enforcement Administration. In a hearing the other day, he complained about the Justice Department not having produced a report last year “about DEA agents who attended sex parties with prostitutes funded by the local drug cartels. Worse yet, these parties occurred at their government-leased quarters, over a period of several years.” Grassley cited very light punishments of suspensions ranging from 2 to 10 days’ suspension. In testimony last week, Justice Department Inspector General Michael Horowitz reported that DEA management, to its credit, has made strides in implementing recommendations from the IG regarding misconduct. These include not classifying sexual misconduct — which has greater penalties — under a more general category.
Grassley has also been after the Bureau of Alcohol, Tobacco, Firearms and Explosives for what he said are “multiple claims of sexual harassment, bullying, gender discrimination and witness intimidation” by senior officials.”
Many other examples of such reports are out there — Air Force Academy, Air Marshals Service, the list goes on. The numbers aren’t big, but the instances are found in a lot of places.
What’s needed is not necessarily draconian punishment so much as far faster investigation and remedying of complaints and the situations that give rise to them. And more uniform and clear policies of where people go with initial complaints. Across government these reports go variously to inspectors general, some specific agency adjudication office, or directly to the EEOC.
Since Computer Weekly launched its list of the most influential women in UK IT in 2011, the number of initiatives championing and encouraging women in technology has grown enormously. Through schools, universities, recruiters and employers, many programmes are now in place to try to address the IT diversity gap that most obviously manifests itself in the proportion of women in the sector stubbornly remaining around 16%.
It’s a frustration widely shared that all those efforts still make so little substantive difference to improving the gender bias inherent in tech sector employment.
So for this year’s survey into IT diversity, conducted in partnership with Mortimer Spinks, we wanted to answer the question: Where are all the women? We wanted to find out where in the country, and in what types of organisations, women are bucking the general trend – we hope this might help to focus the minds of industry leaders into targeting areas most obviously in need of improvement. This is what we found:
Fresh experience
Let’s start with some good news for the future – there is a noticeably higher proportion of women among those working in tech for five years or less. Just over 30% of our female survey respondents have been in a tech job for less than five years, compared to 19% of men.
Compare that to the more experienced part of the IT workforce, where 70% of men have been in tech for 10 years or more, against just 45% of women.
You can, of course, put a negative or a positive spin on those numbers. While they suggest that more women are entering the profession now than in the past, it could also show that women fail to stay the distance and are put off by a career that fails to offer enough help for mothers returning to work – after all, 43% of the female respondents said that having a child harms their careers prospects in IT.
Employment
It’s fair to say that IT and telecoms suppliers have in recent years been among the most vocal supporters of women in tech – but our survey shows their words are not necessarily turning into action.
Women are less likely than men to be employed by a tech supplier – 19% of our female respondents work for vendors or IT services firms, compared to 25% of the men.
There is a perception that emerging web and digital companies are a lot more likely to attract a female workforce, but our survey doesn’t really bear out that claim – the figures are close, with 18% of women and 16% of men employed in digital firms.
Perhaps the male-dominated perception of the IT department is slowly changing too – but only just. Some 49% of women work for an in-house IT team in a government body or a private sector company, compared to 46% of men. But it’s the public sector that leads the way – 15% of our female respondents work for a government or not-for-profit organisation, compared to just 9% of men. Is that a reflection that salary – generally better in the private sector – is a higher priority for men than for women?
Is there a glass ceiling in IT?
Perhaps contrary to popular perception, for women in IT there is little evidence of a glass ceiling – the proportion of women in senior roles is only a little less than the proportion of men, although the absolute numbers differ greatly, of course.
Some 13% of women classify themselves as director level or above, compared to 17% of men. At manager or head of department levels, women are actually doing very slightly better – 32% of female respondents describing their role in this way, against 31% of men.
But it’s in less senior roles that women are finding it harder to move up the ladder – 54% of women are team members or team leaders, against 51% of men.
The total numbers of women compared to men at each level remain significantly less of course – but proportionately, being a woman in tech doesn’t seem to unduly hinder your ability to rise to the top.
Women who code
There has been a big focus in recent years on encouraging women to learn coding as a way to address the gender gap – but it doesn’t seem to be working. Men are much more likely to be in a technical role designing, developing, implementing or supporting IT systems – 48% of men are in such roles, compared to just 31% of women.
It is more likely that women will be found in non-technical roles such as account management, marketing or back-office support – 12% of women work in such jobs, compared to just 3% of men. But a higher proportion of women than men work in user-facing roles such as business analysis – 8% compared to 3%.
Otherwise, the relative proportions of men and women in most other roles, such as project management, are very similar.
Bigger is better
Women are more likely to be employed by larger organisations in tech – 52% of our female respondents work in organisations with more than 500 employees, compared to 44% of men. This is perhaps a reflection of bigger employers being more aware of the benefits of a better gender split in IT.
Education
Efforts continue at all levels of the education system to encourage more girls to study Stem subjects – science, technology, engineering and maths – but the clearest drop-out point seems to come when choosing a degree.
At GCSE and A-level, 56% of men in IT studied Stem subjects, compared to 51% of their female peers – but at degree level, 60% of our male respondents took a Stem course, against 48% of women.
In other subjects, the most notable gender difference is in social science, arts and language, studied at university by 22% of women in IT, against just 11% of men.
Conclusions
In general, if you’re a woman working in tech, you’re more likely to be in the early stages of your career, working in the IT team for a larger organisation, in a user-facing rather than technical job. There’s about a 50/50 chance you studied Stem topics during your education. And compared to your female peers in tech, you’re almost as likely as a man at the same stage of your career to progress into a senior role – but you might find it harder to take those first steps up the ladder.
Sadly, throughout your career you’re still going to be in a minority compared to the number of men you work with. And that’s why it’s all the more important to be a role model for the women who will follow you into technology.
Oh, and if you’re an executive at an IT or telecoms supplier – it’s time to change your employment practices and make good on your promises to develop a more diverse and gender-balanced workforce.
Get on the right path to becoming an an actor or actress.
A career in acting means overcoming a number of hurdles and developing a strong set of skills necessary to succeed both on- and off-stage. Perhaps no other profession presents a less straightforward path to success than acting, and anyone pursuing that path needs to answer several questions along the way, including: Do I need to earn a college degree or complete a formal education from a professional acting school? How do I gain real acting experience? Is it absolutely necessary to obtain the services of an agent or manager?
This guide serves as a starting point for anyone seriously interested in the world of professional acting. It includes a brief description of the real working life of actors and actresses, a rundown of the skills one must develop to succeed in this highly competitive field, and a list of steps to consider in pursuit of an acting career.
WHAT DOES ANACTOROR ACTRESS DO?
Actors typically audition for roles and then rehearse and perform according to their director’s instructions. They work in a variety of environments. Many jobs are in film, television, theater, and during live events. A large number of actors rely on working as “extras” for income.
Acting is not usually steady work so it is common for actors to audition for new roles on a regular basis. Most actors work irregular hours that include evenings, weekends and holidays. Some actors, such as those in theater, may be required to travel with a tour around the country.
WHAT KIND OFSKILLS AREREQUIRED ?
Actors and actresses are generally creative individuals who work well as part of a team. As part of their education, they develop strong critical thinking skills necessary for interpreting all of the different characters they’re called on to portray. A good memory is also essential for actors because they must learn lines quickly. Actors tend to be both effective speakers and good listeners. They need to accept constructive criticism on a regular basis and be able to adjust to changing sets of expectations.
SALARY
If you feel a career in acting is a good fit for you, you might be wondering what kind of income to expect. A variety of factors determine an actor’s income. However, the Bureau of Labor Statistics reports the median hourly wage for actors was $20.62 in 2012. Many actors join unions such as the Screen Actors Guild/American Federation of Television or Radio Artists (SAG/AFTRA) or Actor’s Equity Association Union for stage actors. Joining a union can be expensive for new actors, but membership can help actors receive bigger roles for more money.
The map below shows details of the 10th, 50th, and 90th percentile earners for each state.
THE STEPS:HOW TO BECOME AN ACTOR OR ACTRESS
1
START IN HIGH SCHOOL
The career path for an actor or actress can start before high school graduation. It is important to determine early on whether an aspiring professional actor or actress has the talent and wherewithal to withstand the difficulties that are bound to lie ahead. One of the best ways to begin to learn the acting craft is to participate in a high school theater program. High school drama classes and productions allow students to develop their skills and experience what it feels like to perform in front of a large audience. They are also very important in preparing students for the inevitable countless auditions that await them once they venture into the world of professional acting or head off to a college or university drama program.
EARN A DEGREE IN DRAMA, THEATER OR A RELATED FIELD
Although a college education is certainly not mandatory to succeed as a professional actor or actress, many aspiring performers can benefit greatly from a formal college or university drama degree program. Post-secondary drama programs can be found at almost every major public and private college in the United States, as well as at most community colleges. College drama programs allow actors and actresses to acquire a wide range of performance skills through classes in acting theory, theater history, stage production, dance, music, and more, as well as acting. College productions also provide aspiring professionals a chance to be seen by agents and producers who may be looking for promising new talent.
3
STUDY, PRACTICE AND AUDITION
The acting profession is extremely competitive and it can take years before even the most talented and fortunate performers make a living in their chosen profession. In the meantime, it is critical that actors and actress continue to work on developing their craft. Most actors and actresses accomplish this by performing for free in local theater groups and attending regular acting classes and workshops. For many, this is where their real professional training begins. Acting workshops and small theater companies keep performers in top form by providing an environment in which they can stretch their creative muscles and work, work, work. They also provide one of most effective networking opportunities available. And a good reputation spread by word-of-mouth is possibly the best tool an aspiring actor or actress can hope for.
4
SIGN WITH A REPUTABLE AGENT
While not necessary to begin a career as an actor or actress, representation by an experienced and reputable agent can increase the odds of professional success. Agents are performers’ direct connection to the professional show business world. A good agent knows what parts are currently being cast, works closely with industry professionals and casting directors, and can stop you from making rookie mistakes that may cost you your “big chance.” Additionally, agents handle many of the business tasks related to an acting career so that a performer can concentrate on the actual job of acting. Locating a reputable agent can be difficult and it is crucial that an actor or actress thoroughly check out the legitimacy of an agent before signing a representation agreement. A bad agent can hurt an aspiring performer’s career as much as a good one can help it.
ACTING SCHOOLS
Earning a top-notch education is an important first step when pursuing a career as an actor. There are numerous acting programs in the U.S. that train students in the performing arts. The search tool below can help you explore the various options.
In order to learn how to become an actor or actress in a degree program, it is often necessary to balance school with work and personal schedules. An online acting program provides the flexibility needed to incorporate coursework into a busy life. You will find some of the top online acting programs below.
The Bureau of Labor Statistics projects growth in employment for actors and actresses to be about 4 percent from 2012 to 2022, slower than the average for all occupations. A strong demand for new movies and television shows will be responsible for some job growth in the motion picture industry. Actors employed by small and medium-sized performing arts companies are not expected to see the same job opportunities as film actors, due to the funding challenges these institutions face. However, there should still be opportunities for work in large theaters.
The intense competition for acting jobs makes it challenging to pass auditions. Even auditions for minor roles attract large numbers of actors. Having a bachelor’s degree indicates professional training and can be an asset for individuals auditioning for stage roles.
Select a state to learn more about employment and job growth for actors and actresses.
Take steps toward a new career in game development by building a foundation to design games in a wide variety of genres for different audiences and platforms.
Whether you want to learn conversational Japanese for travel or just for fun, you'll find this course makes it easy and enjoyable for beginners to master the essentials of the
Japanese language.
