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Hello, everyone! For our new subscribers, my name is Anna Tulchinsky and I am the editor of this newsletter as well as all other stuff that gets published on the PulseHR website. If you find this newsletter interesting and helpful, feel free to forward it to your friends and colleagues who are looking for a job and encourage them to subscribe.
Issue 15
April 8, 2003
C O N T E N T S:
1. Health related goodies
2. First-ever Canadian human genetic material survey
3. Why newcomers do not get the jobs they want
4. Interesting books
5. Conference announcement
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Health related goodies
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· A new language for genomics? Has nothing to do with snakes
"Python comes close to Perl
but rarely beats it in its original application domain," admitted the man who
developed the language, Guido van Rossum.
· Strong inverse association seen between breast cancer and NSAID use
The latest evidence
comes from the Women's Health Initiative (WHI), a large prospective study of
more than 80,000 postmenopausal women who had no history of cancer at baseline
and who provided comprehensive health information including data on breast
cancer risk factors and use of aspirin, ibuprofen and other NSAIDs.
During an average follow-up of 4 years, 1392 developed breast
cancer. The researchers noted a statistically significant inverse linear trend
between breast cancer and the duration of NSAID use (p < 0.01).
Taking two or more NSAID tablets per week (aspirin, ibuprofen,
or related compounds) for 5 to 9 years reduced the risk of breast cancer by 21%.
Extending NSAID use to 10 years or more led to an even greater risk reduction of
28%. [Anna:
true or just another “scientific
marketing”..?]
· Severe Acute Respiratory Syndrome (SARS) update: WHO report of April 7
Canada: All Canadian cases have occurred in persons who have travelled to Asia or had contact with SARS cases in the household or in a health-care setting. The largest outbreak has occurred in Ontario, where 87 probable and 92 suspect cases have been reported. British Columbia is reporting 3 probable and 23 suspect cases, New Brunswick is reporting 2 suspect cases, Saskatchewan is reporting 1 suspect case, Alberta is reporting 5 suspect cases, and Prince Edward Island is reporting 4 suspect cases. These reports account for the 90 probable cases included in the WHO cumulative table of cases and deaths for today.
Status of diagnostic tests: The development of a diagnostic test, which is being pursued around the clock by the WHO collaborating network of 11 laboratories, has proved more problematic than hoped. Three diagnostic tests are now available and all have limitations as tools for bringing the SARS outbreak quickly under control. The ELISA detects antibodies reliably but only from about day 20 after the onset of clinical symptoms. It therefore cannot be used to detect cases at an early stage before they have a chance to spread the infection to others. The second test, an immunofluorescence assay (IFA), detects antibodies reliably as of day 10 of infection, but is a demanding and comparatively slow test that requires the growth of virus in cell culture. The presently available PCR molecular test for detection of SARS virus genetic material is useful in the early stages of infection but produces many false-negatives, meaning that many persons who actually carry the virus may not be detected - creating a dangerous sense of false security for a virus that is known to spread easily in close person-to-person contact.
Update on cases and countries: As of today, a cumulative total of 2601 cases of SARS, with 98 deaths, have been reported from 17 countries. This represents an increase of 85 cases and 9 deaths compared with the last update of 5 April. The deaths occurred in Canada (2), China (4), and Hong Kong SAR (3). The single case reported in Belgium has been removed from the list.
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First-ever Canadian human genetic material survey
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Data from the first-ever Canadian Human Genetic Material Survey are now available.
This survey provides aggregate information about holdings of human genetic material, as well as associated research practices, across all federal government departments and 429 commercial life science establishments that undertake genetic or other medical or biological research and development. This human genetic material consisted of primary samples such as blood, skin, tissue, hair, teeth, bones, and so forth; secondary samples such as genetic copies of primary samples; and tertiary samples such as electronically stored DNA sequences.
The survey was conducted on behalf of the Canadian Biotechnology Strategy in the fall of 2002. It considers a broad range of issues, which are addressed topically. Future surveys may further explore issues in greater depth. This survey did not consider or identify specific types of research or diagnostic purposes. It is also important to note that results are indicative of only the populations surveyed and not of the economy in general. For example, this survey was not administered to hospitals, universities or other industries.
The survey found that holdings of genetically-based human material were not widespread. Only 5% of federal departments or agencies and 11% of responding life science respondents reported holding some amount of genetically-based material for research or diagnostic purposes.
For more information about the federal government's Canadian Biotechnology Strategy, consult its website (http://www.biotech.gc.ca).
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Why newcomers do not get the jobs they want
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With the exception of high-tech specialists, research scientists, and mid-level healthcare professionals (registered nurses, lab technologists, etc.), immigrant job seekers usually have a very hard time finding a job. And we are talking about any job, with the exception of entry-level retail positions or similar types of occupations. And yet so many of them are highly educated and qualified in various important fields. I personally know a few people with Master's degrees in Informatics and Economics, experienced and very educated people, who had to deliver pizza or serve coffee at Tim Horton's for a very long time before finding a job related to their field. It is a very unfortunate, yet very typical situation.
Let me try to identify the reasons for which this is happening and, hopefully, help some of them change this situation (those lucky ones who are subscribed to this newsletter!). This information can also be useful for Canadian-born new grads and people undergoing a major career change, because in essence, the reasons for which all these groups of people have difficulties in landing desired jobs are essentially the same.
There are three main reasons (apart from bad luck, of course...just kidding!):
The first reason is the main one, it is the underlying cause for the other two reasons, but I'll keep them apart for practical purposes.
1.
Wrong perspective:
·
By wrong
perspective I mean inability to make proper
assessment of one's own cultural and social standing. What may seem
obvious from an outsider's point of view is often very difficult to see when it
concerns you. Newcomers to Canada and the United States, infatuated with Western
democracy and social simplicity, take things at their face value and assume
wrong things. Yes, it is true that Western social structure is relatively simple
and more "democratic" than in other parts of the world, but it is still there!
It exists and in much subtler forms than many newcomers realize. In Western
society, cultural traditions do not dominate an individual, as it is the case in
Asian societies, for example, but these traditions determine whether or not you
will feel satisfied and "at home" and how fast this will happen. For most
people, it takes on average 8-10 years, for others, those more entrepreneurial,
curious and research-savvy, it takes 2-5 years (note, that this time span is
very close to what's required for a citizenship in Canada and the United
States).
·
Newcomers assume
that since this culture is simple and free,
therefore there is virtually no etiquette. This is a very easy assumption to
make, especially, if you are from a country like India, where each person is
constantly highly aware of things like where and at what point during the social
encounter a woman can sit down if in the company of her husband's boss (this
will be slightly different when in the company of his mother); when it is
required to send a gift or when it is sufficient to simply drop by in person
without a warning and say "thank you". In
Western society, rules are much fewer, they are much simpler, indeed, but they
exist and they need to be learned.
·
Another problem
is how to learn those rules and where to find
the right information. If you are new to the country, you don't know
too many people by definition and especially people with education and social
experiences similar to yours (where would you meet these people if not at work
or university?). Therefore, the only source of good information for newcomers is
books and newsletters like this one. It is particularly good to socialize with
local people, keeping in mind, however, their respective level of education and
upbringing (hush-hush, did I offend anyone…I must have…Canadians get offended
very easily…so much for the freedom of speech…).
2.
Wrong approach:
·
This problem is
derived from the first one. For example, if you were a Marketing director at a
large, even Western, corporation in your country, you should not be applying for
similar positions as a newcomer in this country. Marketing in your country is
very different from Marketing in this country. As a foreigner, you first need to
learn the nitty-gritty of things here (that’s right, you’ve got to go through
the initiation process, like everywhere else in the world!). Similarly, if you
are an Economist, you must realize that Western economic theory and especially
practical methodology is very different from the one practiced in your country.
You need to experience how things are here
first before you can hope to get a social standing similar to what you’ve had in
your country.
·
In practical
terms, if you are a newcomer, start as a volunteer in any available organization
in your field (private corporations do not favour volunteers, this is due to
insurance issues and possible legal implication - see, you need to know these
things!). If it is not possible, volunteer in the area that is at least remotely
related to your field. Go to Chapters
and hit the books, it’s free. Browse through as many sections as you can.
Familiarize yourself with as many things as you can. Watch the news and read
newspapers from A to Z (in reality, many newcomers know very little about local
politics and events, unfortunately). Be very curious and analytical, and prepare
for a long cultural journey!
3.
Wrong presentation.
·
This is the most
painful one. Why? Because there are so many more subtleties and intricacies here
and because there isn't much good help easily available.
·
There are two
sub-problems here: written presentation and
personal presentation (notice, how I divide everything in categories
and subcategories and then points? This will be one of the first important
things you will learn about Western mentality).
·
In the Western
culture, a job search is a very structured and ritualistic process. You need to
know this (how? someone would have given you enough info to deduct this, I am
sure!). Note that even Westerners who themselves were born in this society but
happen to be unaware of these rituals, do not climb very far up on their
country's social ladder. In order to learn the written rules, attend career
seminars which are often available to newcomers free of charge. Surf the web,
read books, but get to know the rules! "Written presentation rules" are few and
easy to learn (see
Archives of this newsletter).
·
Personal
presentation rules are trickier. There is much more to learn and things are more
subtle here. Not even every Canadian or American is well "taught" in this field.
But all those who have achieved a good social standing (higher salary!) are all
very well "informed", indeed. They wouldn’t have been where they are, had they
not been informed.
·
You need to learn about local fashions, social conduct both at work and outside
work (to find friends who will then help you find a job), proper and improper
timing, and especially, about "quantity" or "duration" of each social encounter
and sub-encounter
(how often to call to follow-up, how long should your follow-up call last; how
soon to use people’s first names in official settings, etc.). If you are from
Europe and especially from Eastern Europe, you will need to accept the fact that
no matter how "unsophisticated" and "unstylish" Canadian or American office
dress customs are, you have to adjust to them, or else you will always be
perceived as an outsider, a foreigner. If you are from India, you should learn
that calling every other day to enquire about the same issue is bad manners (as
opposed to what may be normal in certain situations in your country: showing
eagerness and enthusiasm). These are the things that you would have to learn and
learn FAST, if you want to have good social standing in this country.
·
And that's not
counting the main thing - your proficiency in
English. You need to hit the books, memorize, read, and memorize
every day, including - and especially! - your pronunciation. Pay respect to this
language. Just imagine if you always had to listen to someone who speaks your
language with a thick, almost undistinguishable accent, and can't make phrases
that could be easily grasped… would you like this? (now, do you understand how
tolerant Westerners actually are! The majority of them are very patient and
tactful and seldom complain (not in the open, at least) that they have to put up
with this linguistic discomfort at work for so many hours on a daily basis).
· While it is exceptionally difficult (exceptionally!!) to get rid of the accent, it is nonetheless possible to make it milder and less pronounced. It is possible to learn how to speak in English well, so that everyone can understand you, even if you speak with an accent. But how many newcomers take care to do that, even when lessons are available virtually free of charge or at a very low cost? Not very many, unfortunately.
To conclude, let me repeat what I have stated earlier, namely, that similar problems, in nature, exist for local job seekers who are either new in the field (recent grads) or going through a major career change (from academia to a corporate environment, for instance). Many people fail to recognize what needs to be changed and in what direction. That's why every second Tuesday I sit down and religiously write this newsletter - trying to help people get what they truly deserve.
In the majority of cases, all it takes is a few "let's get civilized" sessions!
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Interesting books
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·
Encyclopedia of Food Sciences and Nutrition, 2nd Edition
10-Volume Set, Editor-in-Chief: B. Caballero
2003, Hardcover, 6000 pp.
·
ABC Proteins
From Bacteria to Man
Edited by: I.B. Holland, S.P.C. Cole, K. Kuchler, and C.F. Higgins
2002, Hardcover, 672 pp.
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Conference announcement
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· 2nd Annual Molecular Diagnostics Towards Targeted Therapeutics May 29-30, 2003. Seaport Hotel, Boston, MA
Today, many drugs are effective in only 60% or so of the people who take them.
Worse, it is estimated that adverse drug reactions kill 100,000 patients per
year, making them the fifth leading cause of death in America. It is
increasingly evident that molecular diagnostics, that is, the use of diagnostics
technologies and procedures to understand the molecular mechanisms of diseases,
discover an individual's predisposition for a disease, select optimal therapies
and monitor its outcome, may be the key to safe and effective drugs in the
future.
2nd Annual Molecular Diagnostics conference will focus on technologies and advancements in understanding the molecular basis of diseases such as cancer, infectious diseases, cardiovascular and other complex diseases. In addition, participants will also look at practical business concerns such as reimbursement, and the real world applications of genetic medicine to clinical practice - a reality check of the gap between industry expectations and current developments.
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- The End -
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To give me your feedback or ask a question, write to me at anna@pulsehr.com. I personally reply to all questions in the hope that my information and advice will be of help to people seeking employment, i.e. means to advance in life while supporting themselves and their loved ones. If you send me an email and do not receive a reply from me within two business days, there might have been a communication error or our server may have rejected your email, in which case please re-send your message.
Anna Tulchinsky
PulseHR Co-founder
+1 (613) 231-6308
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