is a presentation of T F N N. Traders Edge. With Steve Rhoads. Toll free at 1 877 927 6 648 or internationally at<PHONE_NUMBER>. Traders Edge. Now Steve Rhoads. Now fabulous Friday edition of today's Traders Edge show. I'm your host Stevie Perseverance Rhodes who absolutely knows that each of us should always be pioneers of our future versus prisoners of our past. Let's make sure we have a great day and a great weekend and the easiest way to do that is to always remember that life is always happening for us. Not to us. That's right. We need to make that one little two by four shift. It means we can find the gift in every set of circumstance that life is going to toss at us. Now today you and I we're going to go check on the circumstance of these markets. We're going to go figure out what these bulls and bears what these buyers and sellers are communicating to you and I just passed one o'clock in the afternoon. I want you to know that I'm absolutely grateful for your presence here but much more than that. So feel free to pick up that phone. You can dial on it at<PHONE_NUMBER>. Phone lines are free. You can also send me an email if you can't give us a call. Steve at tfnn.com. Inside the subject heading please put radio show question. Of course our Tigers Den will any ping will do. So let's go ahead and get this show started on wonderful wonderful that'd be wonderful Wednesday but it is fabulous Friday out here and we can have that posted for you. We can all see what the markets are doing right now. We've everything is mean and green. Yep, lit up green. The Dow is up 90 points. That's a third of a percent. The S&P is up six. That's two tenths of a percent. The index 100 well it's flat. It's up three points but it's still green. Probably not mean. Russell's up five points. Three tenths of a percent. Summars are up nearly two tenths of a point one five percent. Two points so flat. That's not up. That's down 52 cents trade out of 1261. Gold's off a buck. Silver's off eight pennies. Lights we've screwed down 49 cents. You've got natural gas up seven pennies seven and a half cents out there. You get the 30 year treasury that's up eight ticks and the leaders to the upside. Our net ease up 14 splunk 11 regeneran 11 and change biogen eight Corona therapeutics up six. The losers to the downside dish network is off 34 bucks while. 92% is that right. Must be right. Miss screened can't lie. Test something something going on there. You've got Tesla off 19 bucks or 5% in to it up 13 or 5% transdigim group down 13 about 2%. So now no request so far it is a quiet Friday.  I'm going to give us a call send me email something along those lines but let's just simply go take a look at the markets try to get a figure try to figure out what they are communicating to you and I actually want to do is here just before I came on the air. I did the following thing just out of curiosity here I want to went to my old my oldest not that old but went to take a look at the global flow of capital around the globe just as we're taking a look at the performance of the major indices and some major instruments during since the beginning of 2019 out there most people would think that you know it was the Dow or the S&P 500 that is leading the percentage change out here now we're taking a look at a weekly base so it's not going to be exactly on January second out there my charts are posted guys in the den please please please not in the den. Come on guys please we got our listeners our target TV they're not seeing anything the folks in the den. Let's get this let's get this rolling. John my apologies I'm sure they'll get this thing up here ASAP. I hope but let me just describe to you what it is that I am looking at and the actual the major indices out here no major I'm looking at the Australian 200 Gold T bonds currencies light sweet crude emerging markets and then the Goldman Sachs commodity index out here still no charts. I mean nobody's listening to me I guess that would nobody in the production room hello I'm not going to knock it on this microphone but it's not really working there we go okay I think we're getting it okay so now folks so what you can see here I'm going to go ahead and go ahead and go ahead and look at this thank you very much in the production room how they are performing in terms of dollars US dollars euros yen pounds and interestingly enough I didn't know this maybe you knew this but I didn't know this that a it is the DAX that is the winner. Going back 46 weeks so the only you know difficulty with this tool here my rate is 25% in terms of the DAX in dollars and it's up 27% in terms of euros out there but the reason that I did that was I wanted to see what's first I just want to see what that was going on but then when I saw the DAX I said okay I know what our markets are doing I know the different patterns that are in place for our markets on the daily timeframes that is what are the what are the patterns inside the time frame and lo and behold this has confirmed a rose momentum indicator top it has confirmed a sell the D point of the A to B equal seating it did this on the trading day just a couple days ago when price had gapped down this is on November 20th out here so the DAX also has a topping signal out there but look we got to go to our call ahead seating and that means we're going out Brent thanks for calling thanks for holding how are you doing this morning I'm doing great Steve having a good day having a good week having a good year how about you that's a beautiful thing that sums it up let's have an even better year if we can yeah should be looking forward to it they've all been good so far looking forward to the next one that's great that's great okay so let's take a look Occidental Petroleum right this is what we're looking at out here yeah I'm walking this stock I did have a question for you on the daily and weekly chart I don't know if they qualify as a three drive to a bottom and I guess they're pretty close and then on the weekly I wasn't sure if that would qualify as a hammer candle so I just wanted you to take a look at that absolutely let's look at the weekly chart first because what's nice about the weekly chart here for Occidental Petroleum is it's confirming a bottoming pattern out here the rose momentum indicator bottom and yes this is a hammer candle of course it's all going to be a hammer candle as of 1.13 in the afternoon both you and I don't know what it's going to be at the end of the trading session but if this were the end of the trading session then on a weekly based on a long term what you have is a nice confirmed bottoming signal it's the first one that we've seen rose momentum indicator bottom I should say ever since the rose momentum indicator top formed inside of Occidental now that's the weekly time frame you would ask about the daily time frame so let me pull back here and see what signals we have on the daily and not the same not really the same setup here now the question was is a three drive to a bottom pattern out here and Brent I'm going to switch over to my black background chart just I think it's visibly easier for you to see why I would say well let's first let's go measure it so in order for a three drive for me to do it I don't like the force patterns here let the patterns let the patterns work and if they work they do and if not then it's not one of those patterns so the first three drive to and what I mean by that if you're looking at the lows here from or the trading session of June 5th and then the oh shoot Taz profile scanner is a standalone piece of software that instantly filters over 2,500 global financial markets such as stocks ETFs commodity futures and Forex headed by Steve Dahl Taz understands that in today's technological world the use of top flight software applications and technical analysis expertise is essential to successful trading in today's market you also gain access to the webinar that Steve Dahl and Tom O'Brien just hosted the best way to use the Taz profile scanner to profit this webinar archive is available for all subscribers immediately upon signing up all new subscriptions also come with a 30 day money back guarantee so you have nothing to risk start your subscription by visiting the front page of TFNN dot com today and you'll find the task profile scanner under the services tab sign up today are you in the market for buying or selling real estate in the bay around St. Petersburg Tampa 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a little off my game there Brent as we I just kept talking even though we were going into a commercial but the walla when I when I pulled this chart back and I don't know if the one that you selected the same dates that I have but let me tell you the dates that I'm using that do show a three drive to a bottom pattern and a perfect one because in this case here we're not having to we're not having to force it what I mean by force it is the first drive the first low that I'm using for that pattern is the low of June 5th and then the second low that I'm using is the one that forms out here on November 14th and then 57 more trading sessions takes us to a low that forms out here on November 14th now there's your three drive wasn't confirmed until two days ago two days ago on November 20th you probably picked up on this Brent because that was a key reversal session similar to what you had been looking at in one of the one of the marijuana stocks I think it was or maybe the ETFs out there and so just what you're looking at in this three drive to a bottom pattern looks like is that so you've got your bullish reversal signal and this would suggest a price right now is trading above the top of its daily profile that the price at least at a minimum should bounce up to 4230 that's going to be the next level of resistance so you've got a nice bottom on the daily and a nice bottom on the weekly time frame I think in the meantime I'm getting paid to be in it and I think it's hopefully this is a bottom you never know but I think it's one of those you just try to give yourself the best opportunity if it happens success and I think there's some potential in this one let's put it that way no they're definitely there most certainly is potential of a bottom you've got look you've got signals on the daily you've got them on the bottom pattern that we would be looking for would be some type of bullish reversal candle now I you know I don't know that we would take quite a move in order to get that during the month of November but you most certainly could get that in December what is nice about this it's not that far off of the bottom the instrument that is and because if the low holds so let's say potentially the hammer candle on the weekly we looked at on the daily time frame but that if that hold fails well then it was a monthly chart that was the overriding factor out here and with it forming an a to b equal CD pattern to the downside you know would probably wait for it for that signal to form but right now Occidental petroleum looks like a buy to me. All right that's you know what I thought as well so I made it around mid 38 so I'm going to go ahead and again it pays a nice dividend to see what happens with it and really appreciate your help as always just have a fantastic weekend and and I'm sure I'll talk to you are you going to be a next week are you taking yes absolutely so well next week schedules for me will be as follows Larry is going to be out of town and so I will do his show on Monday and Tuesday from 9 to 10 and that will be a Wednesday I'm going to spend the day with a couple of my daughters and so I won't be doing the show and then Friday my don't believe I'll be doing the show on Friday there so just Monday and Tuesday of next week okay well just have a great thanks given if I don't talk in between now and then okay thanks you too and then thanks for sharing the instruments that you did this week with everybody listening here all right take care Steve I'll talk to you soon that was Brent in Martinez California so we were always I mentioned the DAX earlier so so this is kind of interesting so the DAX itself has a topping pattern and topping signal if we take a look at our markets out here to show you the topping signals that are in place right now in all four of the equity futures contracts that slightly different dates really come between the Russell 2000 and the and the other three out here but each of them you can see the arrows the blue arrows they represent the confirmed TD set up nine count so we've got four all four of these equity futures contracts have indicated topping patterns now there's more out there as well the DAO and the DAX looks similar not exactly the same but looks similar if what we will see is that the equity futures contract has confirmed an A to B equal CD pattern as well and it did it with that key reversal bearish and golfing session so we're seeing right now in the markets and what you should have noticed on the prior chart that we looked at much easier to see I think on this chart is that what price is doing was we're seeing a little bit of a counter trend rally or it appears to be a little bit of a counter trend and we're seeing a lot of resistance out here and that's the B's green line that's 27879 so you got 27879 write that down on your pad of paper if you have a pad of paper and if not 27879 and if we look at the other level of resistance out here it's a 27864 and what we're looking at is a chart number three or two from the right hand side of the chart and right now it is the Dow that may be the leader out here with regard to generating some type of signal for you and I could be a bullish signal could be a the rally is over signal I don't know which it will be nor do you but here's what we do know we do know that there is resistance at 27864 and then at Stevie's green line inside the Dow equity futures contract 27879 and that's what we're looking at and that's what we're looking at and that's what we're looking at for me so we'll use the one that is the more difficult one to clear but if there's a close above 27879 today that's only another 45 points from where we're trading so it could do that in the blink of an eye then that puts into question makes the topping signal not suspect of resistance so hopefully you kind of see that whole factor now if we look at the S&P 500 or the ES mini as an example if we take a look at it this tool we you and I looked at it's got the TD set up nine count doesn't have an A to B equal CD confirmation pattern but we can see 3118 3119 really is a Stevie's green line and 3120 3121 is the top of its profile out there really kind of a beautiful thing in a beautiful set up out here what we will find out over the course of perhaps the coming days maybe even today I don't know is its price going to get up to those resistance levels clear them making the topping signal suspect or is it going to get up to those levels and that's where the turn begins so we've got topping patterns on these four instruments we have it on some of the cash indices as well we have it in the DAX which has been later for the year out there and I just think that is a beautiful thing there's a set up here for a top it's sitting right there Satish wants to take a look at ticker symbol ZTS ZTS let's go take a look at it see what kind of signals we've got here ZTS is a Zoetis and I'm sure I totally blew that but we are going into a hard break this time and I am not going to blow it like I did the first time around so Satish just wait until we come back from this break and we'll take a look at it that is ticker symbol ZTS TROATS with TFNN I'm certain you are or strive to be one of the best of the best at everything you do in life it's the most common trait that we tigers and tigers share if you're looking to become the best of the best when it comes to managing your money let me teach you to do what most wealth managers tell you can't be done which is how to time the markets I'm Steve Rhodes, author of Mastering Probability and for the last 12 months Timer Digest has been tracking my newsletter signals which have earned me the ranking as their number one market timer in the nation for the S&P 500 for the last 12, 6 and 3 months Timer Digest also ranks me as the number one market timer for gold as well the fact is markets can be timed and I'll teach you the exact set of tools that I use to form me into one of the best at what I do sign up for Mastering Probability today by clicking on the newsletter tab on the homepage of TFNN.com and get immediate access to workshops where I take you step by step how to use an extraordinary set of tools as well as provide great market calls too sign up today the path of least resistance is David White's daily trading newsletter and if you're looking for active trading ideas then now is a perfect time for a 30 day free trial with his powerful daily trading advisory service David uses his years of trading experience to offer his subscribers his trading 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methodology using this first of its kind program the art of timing the trade charts allows you to scan thousands of stocks for Fibonacci formation setups including guardleys, ABCs, butterflies and much more the art of timing the trade charts is designed to help you when scouring the markets beginning to form the trading patterns that many investors spend days, weeks or even months searching to find and right now we're offering licenses available at only $79 a month we are so confident that you're going to love this new charting software that will even give you a 30 day unconditional money back guarantee don't miss out on this incredible new piece of software get your copy of the art of timing the trade charts today by visiting TFNN.com for more information just click the thinkorswim banner on the front page of TFNN.com we're going to look at ticker symbols ZTS that is Zotis ink let's go ahead and get that chart here up on the screen for one of our dinners and who has long this ticker symbol so so far everything looks good we take a look at the daily and the well let's go take a look at the charts here's what we know we know that the daily top with a TD setup nine count pattern out here did it with also a roads momentum indicator top all of that led to a TD setup nine count out here you've seen a nice move off of that bottom price is pulling back today your preference would be to see this close above the top of the box but at least one 1901 that is Stevie's red line if price were to close below Stevie's red line 1901 ZTS put on your seat belt you may get a retracement back to one 1717 1606 if price test one 1901 rejects it that everything looks pretty good you could see move up to one 26 27 out there that is where price had broken down right now the daily time frame chart looks okay you've got just a normal pullback as we speak right now but watch that one 1901 on the weekly time frame chart out here no bottoming pattern you've got topping signals that's for sure but you do have a hammer candle from last week so a satish you know the rule out here if you see a close below the low of a hammer candle if you're long you're wrong and what that would mean in the case of ZTS would be this would likely be headed towards the 101 54 to 96 89 area so the weekly says caution the daily says it has formed a bottom and as long as it stays above Stevie's red line you should be okay and the monthly chart out here which has been a just a massive run you know off of its IPO out here but it does have a TD set up nine count top it has a roads momentum confirmed top and right now prices sitting right on Stevie's green line so you've got to watch this because the longer term charts may be the rulers out here and right now the weekly says caution and the monthly definitely says caution but doesn't say sell just yet price close below Stevie's green line at the end of the month this could pull back nothing wrong with it to 85 39 would feel like there's a lot wrong with it but there would really be nothing wrong with it price would just be coming back to where it had broken out so I hope that helps you out with ZTS speaking of Z's one of our dinners Z wants to take a look at some of the perigee or apigee pivot points out here let's go take a look at them we've got apigee and I specifically was asking about the end well let me just do this here because here's our four different equity futures contracts let me just clean this chart up just a tad and here we take a look at the apigee pivot points some of you out there might say well what in the Sam heck is apigee and that is the point in time during the lunar cycle when the moon is closest to furthest from earth out there now I don't I think we've got perigee coming in this weekend that was my recollection am I correct about that John I don't have my I don't have those tools open up right now but when I looked at it thought about a week ago I thought it was coming in over the weekend so I hope that that's the case I think that's still the case out there yeah it's not now or next week maybe it's during the week so in any event out here the when both apigee or perigee so apigee is when the moon when the moon is furthest from earth during the lunar cycle and perigee when it's closest how do you remember that how can you remember that you got apigee and perigee A and P A you would think would be the closest it's not it's just the opposite so you just have to remember that just a little mnemonic out there just a little mnemonic you know mnemonics are right in any event out here if we take a look let me get right to the question then I can go ahead and sidetrack in anything that I'd like to sidetrack into but typically and for reasons unspeen I'm not going to do that I'm going to do it for a couple of years only because if I'm wrong then I would look like I've got egg on my face not that I don't like egg on my face but no reason for me to share with you something I can't confirm but I pretty much think I know but in any event out here typically they act this pivot point this specific point in time exact to the second I don't really use it to the second I think I don't know if I've got it as long as I mentioned that perigee now I'm pulling it up it's November 23rd yeah that would be tomorrow it's 738 in the morning we can back that up for five hours now the market's not open tomorrow so what do we do there's no market that's open well then we have to use today's close and Sunday's open Sunday evening's open for the equity futures contracts or whatever it is you want to use the perigee pivot point for and what it does is it really acts as a supporter resistance level out here most times it works better than the way that these charts look right now so during this cycle having seen that it really didn't act the way that it normally does John I just kind of put it off to the side a little bit as a but you're asking specifically can I show the chart as it relates to the NQ so if I just simply put this up and folks I use a 30 minute time frame you can use whatever time frame you want out here it's not that it's not totally working just not as clean as it normally is but if you do take a look at the decline that we have seen out here you go back to November 20th today's the 22nd you'll see that what price basically did was stopped at that pivot point now we're looking at the candle closes I don't really care about the wicks out here not that I don't care about them but I don't care about them the essence of price is the body of the candle it's not the extreme emotion of the candle that's exactly what the wicks are out here but look at how price has held that area in some case we take a look at the body of the candle I mean like right to the actual I mean right to the T out there well I don't know if it was right to the 8265 that was oh wait wait the open the open the open open open open open 8249 75 it was right to the T this is a 12 noon yesterday how does that work it's a it's a floater it's a point in time of the location of the earth the location of the moon out there in relationship to the earth and its proximity closer far out there look folks I spent thousands of dollars thousands of hours literally both looking for an edge this show is called the trader's edge I've actually found the edges some of the edges I found because I was looking for one thing talk about how things happen for us not to us during the process that I was studying all of the lunar cycles what I mean by that was I downloaded the entire new American ephemera digitally I didn't download it I paid the guy to get me those digital files out there I actually I think it's 600 years worth of data that's a lot of data isn't it so I can go out about the next 300 400 years or so and tell you every apogee perigee pivot point full moon new moon just that the other thing but but ran all of those things ran all of those things to try to find an edge what I mean by an edge is something that worked a majority of the time I have plenty of coins that I can flip out there I'm not really interested in a coin flip out there I'm interested in something that works and this was the only thing and I can get a lot of hate mail from all of the folks out there that are are are celestial enthusiasts out there I've done the work I've done the work and I can tell you this is the absolute best tool that I have found most consistent tool but there are times where John it just doesn't work as clean as it does that's okay it's wait for the next cycle that's this weekend folks watch today's close Sunday's open to understand whether the message is bullish or bearish period the investment is anywhere from 30,000 to 75,000 the interest paid is 7% yearly paid on a monthly basis according to bankrate.com the best rate for a four-year CD in the country as of February 20th is 3.1% a $50,000 investment at a normal four-year CD rate of 3.1% would give you income of $1,550 per year or $6,200 over the four-year period that same $50,000 investment in the target first mortgage program would give you $3,500 per year or $14,000 over the four years what should you prefer $6,200 or $14,000 of interest on your investment if you'd like more information about the target first mortgage program you can call me at<PHONE_NUMBER> that's<PHONE_NUMBER> up to date, affordable and a must-have for every trader looking to gain a competitive informational edge in today's markets TFNN newsletters cover every aspect of the markets to offer you the very latest in market news plus new subscribers get to test drive our newsletters risk-free for 30 days from all aspects of the markets including stocks, bonds, metals commodities and tech there's a newsletter to fit your needs exclusively from TFNN stay informed each day you trade and get the competitive edge that will help you stay ahead of the game visit our newsletters page by going to TFNN.com and click the newsletters button near the top of the page TFNN.com educating investors biotech is booming but for how long whether you think the biotech bull has room to run or has run its course or L.A.B.D Direction's daily S&P biotech three times bull and bear ETFs visit directioninvestments.com slash biotech today an investor should consider the investment objectives, risks charges and expenses of the direction shares carefully before investing the prospectus and summary prospectus contain this and other information about direction shares to obtain a prospectus or summary prospectus please contact direction shares at<PHONE_NUMBER> the prospectus or summary prospectus should be read carefully before investing an investment in the funds is subject to risk including the possible loss of principle the funds are designed to be utilized only by sophisticated investors such as traders and active investors distributor four-side fund services LLC don't forget you can listen to TFNN live on your mobile device 24 hours per day go to TFNN.com then hit watch Tiger TV that's TFNN.com Tiger TV for the latest to market information welcome back folks so Sylvie wants to take a look at a couple of different instruments one is Discovery Inc which is a beautiful looking stock chart if we take a look at the long term stock chart now when I say beautiful looking what is it that I mean specifically well first we take a look at daily, weekly and monthly profiles prices trading above those Sylvia so it's clear resistance thus far of course the month is not over the month and see where prices trading into and when I say trading into I'm really referring to the swing point from that began on November 1st out there that's what prices trading into that was a swing point that did 85 million shares 84.5 is what it did you're at 83.8 right now so price on a monthly base only at 22nd is moving into a swing point with volume so what does that mean to you and I means that it should at least test the high where it's going 34.89 you're really asking me hey where is where's the time to get in and you're saying okay okay got it got it so you're asking where to get in and so the monthly chart really wouldn't be the tool the chart the time frame that we would use to really get in but I'm just trying to help you understand where is price going if you take a look at the swing points on a weekly basis you would look at July 15 25 million you're already at 27 then you would take a look at the swing point from November 5th 24 million you're already at 27 million again you're getting confirmation that price wants to go test those recent highs those recent highs again being 34.89 when you're looking for a bottom what I really prefer that you do is buy those bottoming patterns versus the breakouts where we're at right now it's breaking out it's moving higher but always a difficult a more difficult to go invest in was it accidental petroleum was that what Brent had called about let me just look here because you know first Brent's an amazing trader one of the best fisherman that is out there is provided each of you with a couple of really great trade insights this week and just I'm just trying to find out where where do we start just so I can make sure I've got that where is it where is it she's yeah accidental patrolling OXY I'd rather you buy by that because it's closer to a bottom so the bottom out here in discovery came right here on November 20 I'm sorry September 23rd out there now you might say God Steve you're the you're the most amazing technology guy because you can tell me what took place on a chart to your left side no that's not how we call the bottom even though that's a low you and I use a handful of tools just a handful TD set up nine count A to B equal CD easy to understand right along make sure you've got your bullish and bearish reversal candles you've got your seventh wave move in the Chapman way by the way the A to B equal CD that encompasses the Gartley the butterfly the whole nine yards out there the roads momentum indicator top and bottom those four alone just those four we'll give you a plethora potential tops and bottoms out here in this case here it was a bottom on September 23rd price moving lower doing less route of energy generating that bullish reversal candle known as the piercing candle and then simply Sylvia because you mentioned that hammer candle out there you have a little fun with me on that hammer candle well you got a doble a G you got a hammer candle on October 2nd which was really just confirming that prior bottom now on the daily frame chart we can see prices moving higher doing less relative energy doesn't mean it's a top it only means it's a top of we see some type of bearish reversal candle so I cannot it's only going to be day five of a TD set up nine count but I cannot suggest to you that you go ahead and enter into a long trade out here I'd rather you buy bottoms and and rather you learn that pattern and if you don't know that pattern just subscribe to Mastering Probability and spend the next 29 days if you don't want to pay for the full subscription out there go watch the workshops there's five or six of them that are out there to describe that specific pattern look for that look for that to be able to buy those bottoms and enter a trade that's going to give you your better risk reward you'd ask about ticker symbol AG IOS as well so let's go take a look at it although AG IOS I'm not getting anything so my apology Sylvia I would look it up but for whatever reason and my typing skills apparently they're dead on dead on balls accurate right now but I'm not being able to pull up a instrument out there so anyways best of luck thanks for writing in have a great weekend polar you're you put forward in there haven't go see that movie tonight Ford versus Ferrari anybody seen it it's too late already I bought the tickets and so hopefully it's a good movie and if not well that's what Steve is going to do with this Friday evening they're going to blow off the old sushi event to go instead just have a little popcorn and a glass of wine and nothing goes better with popcorn than a good glass of Cabernet out there okay so what do we want to look at next no requests out here so the phone lines are open eight seven seven nine two seven six six four eight and the email line well that's always open but send them early because I guess we got about two and a half minutes then we go into the two minute wrap and hey folks remember on Monday and Tuesday of this coming week I'll fill in for Larry do the nine to ten o'clock show I'll make it as pertinent as I can as always for the one to two it'll be replayed then and then my holiday weekend in essence starts Wednesday Thursday Friday Saturday fun day out there so so that's what's going on in my world let's go take a look at some other instruments other important things to look at what do we what I don't know what those are well let's go take a look some of the usual suspects right let's take a look at Goldilocks it's off sixty cents out here what's gold doing not much a gio okay Steve oh thank you hey Sylvia you've got you've got a wingman Steve oh not me not this Steve oh the Steve oh from Alaska I believe that is that is in your court so we'll take a look at it in a moment but Goldilocks here you can see the descending you tell me folks is gold in a in a in a an uptrend or a downtrend which trend downtrend clearly downtrend channel line out here a to b equal CD pattern which we could draw in price right now just simply consolidating between support and resistance 1453 support 14 1474 is resistance that's another amazing thing you want to talk about apigee and perigee you probably don't but I want these task market profiles you start asking questions how does that work it's not perfect which is why I use it because I'm so far from perfect that it just kind of works for me out here but look at how price over this entire week the more than this entire week you can take a look at each time the rally that we've seen if you want to call it a rally a move higher in gold come back to November 14th where it price stop the top of that box 1474 where to stop November 18th the same thing how about November 19th the same thing how about November 20th the same thing about yesterday the same thing you know what Tom likes to say I think it's a great expression out there you can't bust them up what are you going to do bust them down now if that's the case where do you think gold is headed to straight right now 1463 you're exactly right it's knocking on the door 1460 and 1453 and folks this is a bullish structured box 1453 30 fails where is it headed to that's right the bottom at descending price channel which lines up with 1412 10 Steve Rhodes with TFNN we'll be right back we'll go take a look at A-G-I-O courtesy of stevo in the den since 1984 Basil Chapman has been using the Chapman wave methodology to advise traders of his expert market opinion while originally hand drawing charts from the late 1970s into the 1980s Basil noticed that prices under most circumstances virtually always had a certain number of legs to the upside before declining sharply later Basil found the computer software which included the standard market technical indicators enhance the degree of accuracy and calling price turns as well as market trend calls thus was born the Chapman wave sequence using the Chapman wave methodology along with other indicators Basil Chapman advises his subscribers of his expert market opinion each market day with his opening call newsletter right now you can get a two week free trial to the opening call of Basil's daily trading newsletter by visiting the front page of TFNN.com cancel at any time during that trial and pay absolutely nothing get your two week free trial to Basil's newsletter the opening call today by visiting TFNN.com if you're a trader in the market looking for exposure to gold or gold mining equities then now is a perfect time to sign up for Tom O'Brien's gold report the summer is over gold is trading back above $1,500 and the 10 year treasury trading is occurring at around 1.5% Tom O'Brien has been writing his weekly gold report for almost 18 years there's no one that knows more about how the gold market trades and how gold mining equities react new subscribers get a 30 day money back guarantee so you have nothing to lose every Monday morning Tom publishes his weekly gold report with coverage of gold silver bonds the XAU HUI GDX the dollar as well as more than 30 different mining equities as of September gold report subscribers have 5 active open positions with an average unrealized profit of almost 38% for each position to see for yourself the types of profitable trades that are recommended within the gold report sign up today by visiting TFNN.com you know what's cool taking something that's good for you something specifically formulated to help with weight loss better sleep stress reduction and the need to detox Niko our hunter and gatherer ancestors found all their nutritional requirements for health in their wild environment but today our food sources no longer contain the vitamins minerals and nutrients our bodies need to stay healthy and strong that's why we need primal edge daily nutrition it includes a special blend of ionic soil based vitamins minerals fatty amino acids and an easy to use liquid form primal edge is powered by highly concentrated folic and humic acids nature's preferred delivery system they've been called miracle molecules because like sunlight air and water life cannot exist without them that's right page they ensure we receive all the nutrition we need to be healthy and thrive we take it every morning primal edge formulated and approved by Niko and page of living a primal lifestyle buy it today for just $89 click on the primal edge banner on the front page of TFNN.com this is David White stay tuned because coming up next is the power trading hour right here on TFNN so to finish out the show we're going to take a look at ticker symbol AGIO the company name is AGIOS AGIOS Pharmaceuticals Inc. and so in this case here Sylvia good job you have found a bottom I don't want you to buy it today though now when you say you found a bottom again no different than what you and I were talking about earlier what we talk about each and every day I my apology for boring each of you to smithereens so to speak but it's just this is just you and I going fishing you know and when is the time to go ahead and throw that line in and try to catch one well if you're doing some bottom fishing out here that took place on November the 2nd you don't even have to use a whole lot of bait out there that's because price was moving lower doing less amount of energy nice bowl reversal signal the old bowl sash candle so you've got a nice bottom out here now Sylvia you're not going to buy it today you're going to be in day number and we can see that just a few days ago stevie's green red line turned green and you and I know what that means that means we should see price and that line catch up to each other and that's what you're really looking for is that test right now that line level is 35 31 wait for a test a test and rejection is bullish and would then suggest that price will move up to its breakdown area and that'd be 43 35 but the daily chart looks beautiful and is suggesting that we should see some kind of pullback now I don't know when I don't know if it begins on Monday or Tuesday or Wednesday just simply stay tight on that if you'd like if you want to go ahead and venture in to the deep end of the pool then go ahead and do that because the weekly time frame chart shows a TD set up nine count bottom roads momentum indicator bottom but again stevie's going to say just just hold off here beautiful bottom on the weekly but if I were to ask you where's resistance here you would come back and you'd say I'll be back on Monday and you're at 37 42 and the high so far this week has been 38 35 so real close to that resistance level so you're on to something here but look for the next retracement and ticker symbol A G I O folks thanks so much for being here stay tuned please two great hours to close out the week David White followed by Tom will Brian I'll be back with you Monday morning and Tuesday morning nine to 10 and I look forward to seeing you then take care


Hello. Hello there. So my name is Eric Herman and I'm a code based steward at the foundation for public code I'm a developer with a long history and a long-time FOSS contributor I'm Jan Einari. I'm also code based steward at the foundation for public code and I've been in various ways working with open content for well over a decade. One of the questions I get asked a lot is what is public code and so we see public code as freedom and sourced software developed for and by public organizations to achieve a public purpose or a public policy and that's what makes it public code. And what we see is that more and more policy are using software in parts or in whole. So it essentially becomes public infrastructure. And you have almost certainly experienced that any time you're interacting with government that it's less and less often that you're going to an office and to a desk and more and more often that you are going to a web portal or similar. And so at all levels of government whether it's municipal or national we're seeing this digital transformation of the public sector. And what's different about the websites that are run by public organizations is that they have much more stringent demands when it comes to transparency, reliability, accountability but even in the development process predictability about when that software is going to go live and definitely things around sustainability and we're even seeing sovereignty as being one of the more important drivers.  And that's why we're seeing them ending up working together because they have similar needs. The next municipality is not likely to have very different needs from what I do. To enable this collaboration we have the standard for public code and the standard itself is a group of 15 criteria. Each one enumerating a set of requirements that allows the collaborators and the re-users of the software to have the confidence that the software that they're working together on is going to meet those strict stringent requirements that they have. And the standard is in English and it has community provided translations. The first one out was Spanish and we have a Danish translation being reviewed right now and we're hoping to see a lot more of these over time. When you look through these individual requirements under each of the criteria you're not going to find anything there that is going to be really novel. If you're a software developer almost every one of these is a practice that you are probably already doing or you wish you were doing if only you had the time and management support to do it. So only things that I think you're likely to find that might be different is that if you don't have a public sector background you probably haven't really thought much about how policy interacts but all of the ones related to the software development itself are going to be extremely familiar. And that's sort of what sets the standard for public code apart from regular engineering guidelines. It's giving the different rows all the layers in your project an assignment of what they need to do to make this work. When you have that understanding that we're collaborating on the software that it's different than buying off the shelf software obviously that means that there's going to be changes in procurement because no longer are we buying a license for three years instead we are investing in what are the next features that we need and then as we learn from that in very typical agile software development way investing in what are the next set of features that we're going to need or need to deliver quickly and these things do involve a change in risk and part of having that whole support from top to bottom is understanding how that does change the risk. And what we're seeing is that of course you will invest in the parts that you need the most what's your highest priority and you will see that you will benefit from what other people contribute back to the code base. So investing in collaboration doesn't cost a pace. Currently the standard is draft version 0.2.3 we have it hosted on a repository up on GitHub and we absolutely welcome contributions. Thank you.


Hi, folks. Buster Blader for News 180. In an unprecedented mood, the Trump administration will be implementing so-called Institutes of Impaired Driving, where drivers will be able to train and test in their ability to drive while intoxicated. Once passing a test demonstrating capability to respond to stop signs, make left turns, and parallel park under the influence of alcohol, a driver may have their license modified to indicate their status as a certified dependable driver. When asked his thinking in passing a bill which has the potential to increase the amount of reckless and dangerous drivers on our nation's roads, President Trump had this to say, you can't stop people from drunk driving, so you may as well make them get good at it. Despite what may appear to be a relaxing of its stance towards driving while intoxicated, being caught with a blood alcohol concentration higher than that indicated allowable on the driver's license is now punishable in the summary execution of the arresting officer's discretion. I mean, they started off with a couple beers, but I honestly lost count. I'm surprised I did so well.


Passengers have been stranded at train stations since the federal government announced free services for them nationwide. That was from December 24th, 2021, to end on January 4th of 2022. Some passengers at a train station in Lagos were seen lamenting that the system was frustrating. Jacinta Obuco has more. At the Babatunde fashion at train station at Gigi, we were greeted by angry passengers who were hustling for their tickets. The train services were scheduled for 6am, 12pm and 4pm for the day. They complained about the process and boarding delay in the system. They disclosed that some passengers who were supposed to board 6am train were yet to get their tickets at 10am when our crew arrived the station. But now it seems like there's no free lunch anymore. So it's looking like people have to tip some people to get in and all that. Some people are holding the ticket and all that. We have been here since early in the morning. So if what we want them to do is just to do the certain calculation, but then we got here, let us know if we can. Because if we are here since 7pm and we could not even be able to follow 4pm again, we are going back home. So far it's a bit stressful because in NGI anything that is free cannot be easy. But then I think since it's free we should be able to endure the process. One of the passengers even stressed that the government shouldn't have approved the free ticket but should have reduced the fare instead. When you are running a business and you give it totally free, you are wasting the resources. You can subsidize not to let it be free. I don't see a nation that will be giving all these facilities as free for more than a day.  You are running free. It's all good. Some of the passengers alleged that some people are paying their way through the back door. However, passengers were warned not to cut corners but to exercise patience. This has been going on for days and citizens are waiting for the next line of action from the authorities. Jacinta Ubuku for PLOS TV Africa.


Okay, I'd like to welcome everybody to the EGU's Sharing Geoscience Online Great Debate on the topic of academic meritocracy. And is it a challenge to women's careers? I just want to say a few words quickly about participation. For those of you who want to ask questions during this session, please make sure that you drop your questions into the Q&A rather than the chat, because those of us who are moderating this session and the questions that will follow, we'll only actually be taking questions from the Q&A. So apologies to those people who drop questions into the chat. We might try and get to them, but I can't guarantee that we will. So I want to start this webinar this afternoon by thanking you all for joining us and for your interest in EGU Sharing Geoscience Online. I also want to welcome the speakers who will be contributing, and I'll say a little bit more about those in a moment. But I want to start this webinar by saying a few words about the motivation for this webinar and the topic. So I think it's fair to say that most people would acknowledge that to have a successful academic career, generally it's thought that hard work and dedication, it will bring you some form of success. But this actually assumes that everybody has equal opportunities to access and to be recognized to different opportunities, but also that those people who work the hardest get recognized and also rewarded for the contribution that they make to research. However, this is not necessarily the case. It is often shown that women researchers are at a disadvantage in academia in particular because they lack sufficient network ties or were still unconscious gender biases among those people who are assessing their contribution and the caliber of that individual actually have some form of unconscious bias. For example, I hear a lot, particularly on social media recently, that there's a perception that women who have children do not have sufficient commitment to their career to progress to the highest levels. And I think this is something that is increasingly being recognized during the current pandemic when a number of researchers have additional personal pressures, those people who suddenly find themselves at home having to care for their children who are no longer in school, or equally they have some form of dependent they now find themselves caring for. And I think it is generally acknowledged that it is usually women who end up having this increased pressure and a disproportionate pressure upon them to take on these roles, particularly in the current pandemic. And it is these kind of factors that actually contribute to a disproportionate number of women being in higher ranking roles throughout academia. I wanted just to briefly reference a recent paper published by Andrea Popp. It was actually published in 2019 where she observed that the underlying causes for women to choose choosing to leave academia at certain stages of their career, which is widely acknowledged as the leaky pipeline phenomena, is actually a major challenge for women. And actually solving this problem and the contributing factors to it is not as straightforward as might initially be thought. There's definitely a need to better understand the interplay between a complex number of factors that contribute to a woman's career progression. And those complexities are magnified right now as a result of the current pandemic. And so there is a major concern about how we manage to reduce the loss of female talent in academia. And how do we improve the gender balance in academia so that it benefits not only science, but science, but society and the economy. So today we're going to explore some of these topics with our speakers. And it gives me great pleasure to introduce our speakers. I'll say a few words about each of them and then I'll move on to invite them to contribute to the debate. We'll start with Dr Mary Ann Holmes. She's a sedimentologist who uses social science in her research to address inequality in the Geosciences. She's a former director and co-PI of Advanced Nebraska at the University of Nebraska. Advanced is a National Science Foundation program in the US which aims to increase the number of women in STEM. Dr Holmes is also past president of the Association of Women Geoscientists and co-editor of Women in the Geosciences Practical Positive Practices Towards Parity. Our second speaker will be Dr Matthias Nielsen. Matthias is an associate professor at the Department of Sociology at the University of Copenhagen in Denmark. He's a sociologist by training and holds a PhD in social science from Aarhus University. His research focuses on gender in science including how gender diversity is linked to knowledge outcomes. He's currently part of the European Commission's Gendered Innovations 2 expert group and Dr Nielsen has also published widely on the topic of gender in science including pieces in nature, human behavior, PNAS, elife and research policy. Our third speaker will be Dr Legia Peres Cruz who is president of the Mexican Geophysical Union. In this role she has promoted geosciences throughout Mexico and the Americas. Dr Peres Cruz is also director of the research vessels Justo Sierra and El Puma as the National University of Mexico. She's also a researcher at the Institute of Geophysics at the University of Mexico and she is focusing her work on paleo climate reconstruction particularly the Schicksalub impact crater and also the paleocene eocene thermal maximum something of particular interest to me as I've had a general interest in this for a number of years. Dr Peres Cruz has also participated in more than 40 oceanographic expeditions including IODP expeditions 364 and 385. So with that I would actually like to invite the first of our speakers Dr Mary Ann Holmes to talk to us on her perception of meritocracy in academia. So Mary Ann can I invite you to share your screen and give us your views on this very interesting topic. Thank you everyone for putting this together and for inviting me to participate. I'm very pleased to talk about one of my favorite topics. So when when Alberto invited me I wondered what we mean by meritocracy and Helen has given us a good description with which I concur. I think of meritocracy as a system in which getting into and advancing in an organization is based solely upon a person's merit which begs the question what is merit and I submit that it differs by context so what constitutes merit in academia will be different from corporations and so on. But what all merit has in common is that an evaluation is required. Someone must demonstrate merit and they are demonstrating it to someone who evaluates that merit a person or a committee or some group of people. So this is a human interaction that requires humans to work together and I submit that currently no true meritocracy exists. To claim a meritocracy ignores the privileges that some of us have at birth. For example I was born in the southern U.S. as a white person a Caucasian and that gives me major advantages over people of color born in the same place at the same time. It ignores the role of luck and there's actually quite a bit of research on this. The first one studied almost 3000 physicists and found that the impact of a scientist is not only dependent on their productivity but an element of luck. So you have to run across an impactful research project in order to be an impactful scientist. Pluchino and others studied American corporations and they coined the term naive meritocracy. They said that talent follows a Gaussian distribution but the benefits of being in a corporation the salary and promotion do not follow a Gaussian distribution but more log normal distribution with the tale consisting of people with the highest salaries but not the highest talent. Castilla and Bernard coined paradox of meritocracy and corporations and this is the idea that the they studied several American corporations and found that the more likely the corporation was to tout that it is a meritocracy the more uneven the salary distributions between white men and women and all people of color. There's also a phenomenon known as the accumulation advantage or the Merton effect or the Matthew effect and it was named for this passage in the Christian Bible who whoever has will be given more that is the rich get richer. So if we look at something like honors programs once a person has won an award they are more likely to win a second and a third award because their profile has been raised higher and we notice them. The opposite is also true there's an accumulation of disadvantage so if a person comes in second for an award one year and they come in second for an award the second year they may have a taint of having never won this award even though coming in second is very very good so there's accumulation of advantage and accumulation of disadvantage and not least implicit bias is inherent in all types of evaluations so I'm going to talk about that in a little more detail implicit bias is the set of unconscious it arises from the set of unconscious beliefs that influence performance evaluations these beliefs arise from the culture and are shared by all within that culture so for example we sometimes hear girls are not good at math and if that's an idea that's prevalent in your culture both men and women will share that belief. There are hundreds of studies that showed gender bias in evaluations I give you one example most of these studies start with some kind of made up CV curriculum vita or resume and they are sent to academics for example to or people in corporations to evaluate how hireable is this person and if the name at the top is male the person is always ranked more hireable by both men and women the pronounceability of the last name has an impact on how we evaluate CVs the use of a middle initial if you can believe it actually increases evaluation scores and in the US the inferred race of a first name for example Jamal is interpreted as African-American and Greg is interpreted as Caucasian Greg is going to get a lot more callbacks at a higher rank in evaluation if his name is over a made up CV marital and parenthood status Helen referred to these if you take two CVs and one of men with a men's names at the top and one indicates the man has a family he will be ranked higher than men without children that's called the fatherhood bonus women have the opposite impact if they have some indication on the CV that the woman is a mother she's considered to be less dedicated to her work as Helen alluded to the motherhood penalty in addition the way we write letters both men and women and I was appalled to look at my own letters of recommendation after seeing these studies we write more superlatives in letters for men we refer to their accomplishments on their CV for women we use more personal comments she's nice she gets along with people and we have references to their service and again many studies confirm this the last one by kuhaley do and co-authors actually study geoscience letters of recommendation for postdoctoral positions in the u.s. I think this quote from the late ben bars a neuroscientist at stanford is telling he says shortly after I changed sex a faculty member was heard to say bars gave a great seminar today but then his work is so much better than his sisters and of course just to remind you bars doesn't have a sister this was him before his sex change and after the very same person the Pew Research Center found that people in higher income brackets are more likely to credit wealth to hard work whereas people in lower income brackets are more likely to see the role of luck in attaining wealth so I submit that we do not live in ameritocracy now but it does make us feel uncomfortable to think that luck played such a large role in our lives um an american author of uh our manual of style eb white said luck is not something you can mention in the presence of a self-made man another problem is we have something called the availability heuristic so we remember difficult challenging times in our lives like living through this pandemic is probably burned into our memories but when we kind of slide through and get promoted we we don't remember those not difficult times very much so we remember when we struggled and so we attribute our achievements entirely to hard work I was musing on the privileges that I had as an aspiring scientist I mentioned being born white in the south in the us in the 1950s I was born of college educated parents at the time I was born less than six percent of the women in the us had had a college education and I was born to one of them so parents who valued college and ensured that I got to go they also sent me to private schools so that I could actually learn English in the south and um this is the lingua franca of stem so that gives me an advantage I had travel like I could go on and on on the privileges that I have experienced but one thing that isn't a privilege for me is my gender aspiring male scientists will never hear you know you cannot have children if you become a scientist this really generates a very negative atmosphere for aspiring women scientists and I hope males will never have to hear I will not approve your thesis unless you spend the night with me I have seen the email in which this was written it didn't happen to me personally so if we want to promote a true meritocracy we have to recognize the role of luck and privilege in our own careers and we have to work at reducing the impact of implicit biases we should work to write more equitable letters of recommendation there are actually gender bias detectors online we should mentor students equally in an open fair transparent manner learn about bias and make sure that those people in power male advocates and allies know about it and so they can help with the effort clarify criteria for hiring promotion and awards before you look at applicants and become biased towards a particular applicant look at department roles uh karyana mirror showed that most uh service roles are occupied by women in academia this is a lifelong challenge a career long challenge it's not something that we'll be able to check a few boxes and change overnight so I want to leave you with a field photo of course because we're geoscientists this is uh chumalungma mount everest from the Tibetan side we can see meritocracy from here but we've got a long way to go so thank you very much thank you very much Marianne that was that was a great way to start to start this great debate um meritocracy is clearly a very complex and nuanced issue and there are obviously a range of issues that are that influence academic success and but I I just quickly like to get your views on just one and we can return to this after all of the speakers um but I think one of the things I'm personally most interested in is this concept of implicit and unconscious bias and this is something I work for a geological survey in the UK and increasingly where they're trying to educate people including quite senior researchers about the concept of of unconscious bias and a lot of people don't they they say I'm not biased I'm not prejudiced how do we get how do we encourage people to to recognize and understand these implicit and and unconscious biases that some people that all of us have at some level when in fact they're the product of a lifetime and and and starting childhood and and I'm quite open about the fact that that I came from quite a privileged you know Caucasian background but my father was very racist and and actually I went to completely the other end of the scale but how do we educate people about those implicit biases those unconscious bias just quickly Marianne can you just give us your perspective thanks and what was most impactful to me and what I have seen be impactful for faculty deans department chairs and so forth are these theater groups that have sprouted around the US and a group comes in and sort of has a play about a faculty meeting or a search committee process and everyone sits around and sort of participates asking questions and you see it so glaringly on display when someone says oh well you know this job requires somebody to supervise other people and there's this unspoken thing in the room that oh but women can't supervise people I mean I've lived through that so then we replay that in front of people and it's pretty glaringly obvious so I found those are very effective thank you Marianne that's really interesting and hopefully we can return to that topic in the discussion at the end of the session I'd like to move on now and and introduce Dr Matthias Nielsen who hopefully is going to give us another perspective on this topic so Matthias I'll hold out hand over to you thank you and can you see my screen we can the slides okay so first of all thanks so much for inviting me to contribute to this important session I'm very happy to be part of it and I only have 10 minutes so I'll go straight to my key points most of the current science policy debates are about about gender and when you're talking you tend to revolve around the question of unconscious bias as Marianne has already given you an excellent introduction too and this is of course a very important question but to fully understand the gender inequalities at play in science I think we also need to examine the social and organizational context that serve to amplify such gender biases and in this presentation I'll give three examples to demonstrate this social logical point and two of them build on my own dissertation research on gender inequalities in academia the idea of the meritocracy you can say is in the dna of the modern university and as part of my phd dissertation on gender inequality in science I interviewed 24 department heads at my university at the time all whose university which is the second largest in Denmark and I asked them questions about recruitment and selection practices in the organization and many of these they described their recruitment activities as based on neurocratic principles so we only look at qualifications all of our researchers are hired on their merits for us it's all about getting the best candidate many of them told me and these quotes I think demonstrate a strong belief in the meritocracy and not only a belief or not only seeing meritocracy as an ideal that recruiters aspire to but actually a belief in how recruitment and selection practices work at the university and as Marianne also just touched upon social psychological experiments remind us that strong meritocratic beliefs can be detrimental to gender inequality in organizations and this is shown and I think in a good way in in New York City and Stephen Bernas study experimental study where they kind of show that performance assessments are more likely to be gender biased in organizations that explicitly pride themselves as being meritocratic and they explain their findings by arguing that excuse me that in context in which people are led to feel their unbiased fair objective they're more likely to behave in biased ways so there's something about this idea this belief in being objective that kind of also triggers some of these kind of blind spots related to science so to say so my statistical analysis of more than a thousand recruiters for professorships at the University also raised some questions about how closely the departments at the university followed the principles of meritocracy and in the decade from 2004 to 13 about one-fifth of associate and full professorships were filled through what we could call closed hirings and that means that there were no advertisements for these positions and there was usually only one applicant for positions and when I looked at the development over time in this period I also saw that the use of closed hirings actually increased and this was a period in at least the Danish context where we saw an increasing emphasis on what we could call new public management accountability and transparency nevertheless this was the pattern and this trend was not unique for all of us in the period 2011 to 13 17 percent of all professorships in Denmark and 21 percent of associate professorships were recruited through closed recruitment procedures and much excellent research on gender and recruitment suggests that informal hiring practices such as these are at high risk of reinforcing existing gender inequalities in organizations and I also found this to be true in my study of Albus university in a logistic regression model where I of course adjusted for scientific field and scientific rank of applicants and the number of male and female applicants for position I found that women's likelihood of being appointed for an associate of full professorships was 79 percent larger when these appointments were placed in open as opposed to closed procedures so when they're announced openly women's chances were much higher and the share of female candidates for closed hirings was particularly low at the full professor level where just 12 percent of applicants for full professorships were women and when the recruitments were opened up and the proportion of female applicants for these positions was 23 percent so almost double so notes here again that these hirings on the close procedures typically only have one applicant and in this case can be seen as a form of pre-selection so to briefly summarize this first part of my presentation I think it demonstrates that women may often be at a disadvantage even before a formal assessment of applicants for positions is taking place so despite the strong belief in the meritocracy among the recruiters in this case women are not always provided with the same opportunities to even compete for the permanent positions at the university and this problem cannot be solved solely by kind of making recruiters aware of their biases because it has more to do with their networks so it's some it's more at least reflecting on the implicit biases in their network what we could call a form of homophily where you tend to surround yourself with people that reflect how you are yourself and that men tend to also surround themselves with other men that they see as alike in this system so my second example here concerns another aspect of meritocracy the standardized the standardized people are metric indicators that academic recruiters used to screen their local environments for talent and to identify scientific excellence and this is of course an increasingly prevalent kind of instrument in identifying and selecting candidates in academia and my goal here is to demonstrate how this form of standardization despite underlying objective which are often focused on making performance assessments more fair more objective they can also contribute to perpetuate inequalities in academic organizations and this also happens often in implicit and unintentional ways so my empirical sample here concerns the Danish bibliometric research indicator which was introduced by the ministry of science in 2009 as a way of allocating performance based funding for universities and it's based on you may know similar approaches elsewhere it's based on different shaded counting of scholarly publications where it makes a distinction between prestigious high quality journals and book publishers and normal level publication channels and when researchers publish in prestigious outlets their universities will receive more indicator points for their work and based on a stratified sample of 2000 Danish researchers are carried out a study that demonstrates negative gender consequences of this form of standardization specifically I compared how many indicator points women and men on average received for their peer-reviewed publications over a three year period and in a regression analysis that adjusted also for scientific field and academic rank I found that women on average received notably fewer indicator points per publication than their male colleagues and if scientific performance to say it simply if that was measured by these new indicator points instead of being measured by number of publications the average gender gap would increase from 14 to 20 percent so that's around a 40 percent increase in the performance gap so how then can we explain this kind of widening gap caused by the indicator I think one possible explanation concerns the gender composition of the 68 field specific committees that were appointed to identify which journals were going into the prestigious and less prestigious group in this system because the ministry of course with guidance from the university selected experts for this group that many of them were professors and if we look at the gender composition 24 percent of them were women and that starts raising the question about who is it that that's defining excellence in this system who's defining which journals which types of outlets are seen as the most prestigious response and I think in this case it demonstrates that even when we try to introduce these objective measures sometimes we may kind of miss a view of the importance of mainstreaming gender in these cases too because otherwise we'll end up kind of reproducing a system that's benefiting the group that is already doing well in this system so some of the men will kind of of course identify the journals and the outlets that they prefer the most and this is not necessarily only related to questions of journal impact factors and citations because in the Dana systems we've shown that women are cited as much as men so that's not the issue it's more a question about where you want to publish your work and as a final point let me just highlight a recent study published in Lancet which I think does an excellent job at quantifying the negative gender consequences of placing too much emphasis on these standardized metrics of academic performance especially in selection processes and this study draws on data from close to 24,000 research applications to the Canadian Institutes of Health Research and the data in this study allowed the authors to compare women's success rates in two grant programs one program with an explicit review focused on the past performance of the principal investigator the other program with a key focus on the actual quality of the research presented in the application and while this may not come as a big surprise to you I think their findings are still both interesting and important in the grant program with an explicit focus on past performance women's likelihood of winning grants was 30 lower than men's but when the reviewers were focusing on the content there was no difference so the take-home message here which I think is relevant for both funding agencies and also for academic recruiters is that this explicit focus on past performance based on these diplomatic indices will lead to indirect gender biases and to avoid this evaluators should be specifically instructed to focus more on the quality of the research and less on the characteristics of the researcher and this is especially important I think at the early career stages where we start to see kind of differential kind of a process early on that will level out later on in the career but we're losing a lot of talented people in the early stages because we employ these measures in two crude ways so these were my points. Thank you very much Matias I think that's given another very interesting perspective on the problems of the meritocracy in academia and I found it quite interesting to hear about the potential role that funding agencies and other organisations can take in changing the assessment criteria the metrics that are used to assess someone's contribution to the scientific endeavour because I think a lot of the time the roles of the funding agencies and similar organisations are very much overlooked so thank you for highlighting that. In the interest of time I'd like to invite our last speaker Dr Ligia Perez-Carrouz to give her perspective on this topic so Ligia. Yes thank you very much I wish her my okay good afternoon first of all thanks very much for the invitation to participate in this debate. For the presentation I will focus on those barriers for women in developing countries on the perspectives and challenges. Women scientists face challenges in developing their careers and need to overcome numerous barriers to succeed so that meritocracy might seem to open an equality system. Meritocracy system happens when equal opportunities are there for everyone to grasp then those with more talent and merits have more chance of succeeding but what happened in our society with the strong inequalities where success does not depend on your capacity or dedication merits have no value this is the case in many countries particularly in the developing world unfortunately we are far from having equal opportunities and we will see in the developing countries women face overwhelming barriers. The situation is aggravated by poverty, social status, gender and lack of opportunities. So how can girls succeed and build a career in science in these countries that is a challenge for the academic system, scientific societies, EGU and for all of us. My message here is that we in the scientific societies need to increase our efforts in reducing inequalities to advance towards a more equality system. So in the next okay global map shows the share of women in the total number of researchers by country and we can observe global and regional profiles pinpointing where women are more succeeds like this right here yes and where they are underrepresented like in Africa and in some countries in Latin America. About that the global gender gap report in 2018 predicted that children born today will be able to see gender equality in Western Europe, South Asia as well as in Latin America and Caribbean within the next 61 to 74 years. In Latin America we have many many barriers that vary from country to country while also sharing common future such other value of female capacity and contribution in science, exclusion on insulation and traditional male career areas like science, technology, engineers and mathematics, STEM subjects, traditional cultural perception about the role of women and absence of the role models especially in the higher ranks of the hierarchy. In particular a gender gap is marked in the STEM fields at all levels where women participation is low and for example we can notice in this graph based on the analysis of female researchers in Latin America as percentage of total researchers that participation is increasing in some countries in Latin America and Caribbean for example you can we can recognize like the participation of Argentina, Venezuela and Brazil. Also these countries were part of the 11 countries that devoted more than 1% of gross domestic product to higher education in the year from 1921 to 213 but in what happened in 2016 in Latin America and Caribbean research and development invest remains very low compared to the international average. We can see that in the region Brazil reported the highest level of investment for 2016 that was around 1.3% followed by Argentina, Mexico and Costa Rica that was about 0.5%. As you notice this is the results of a long process of political, economic, social and cultural changes and in this figure it is notorious and it is a pity the imbalances between the number of women and men in Latin America. So we can see the global proportion of women and men in science as graduated in research in 2018 illustrating the leaky pipe. Female researchers here continue to be underrepresented at the highest level of the professional career and persist a minority in many fields of esteem in most countries. The underrepresentation of women in higher echelons and leadership position in academia is a complex matter that can be hardly justified by poorly meritocratic criteria is the evidence of the glass ceiling referring to an invisible barrier to advancement. The possible drivers are the combination of rigid academic structure, social and family pressure, lack of a fair playground, lack of opportunities which include research funding, insufficient legal framework, pre-existing biases, poor education of women rights that avoid women's participation in science. But how to avoid the loss of female talent in academia and promote gender equality first is necessary for countries in Latin America and Caribbean and developing countries to have and rebuild the statistical numbers in order once the problems have been identified to move towards the implementation of and to reduce the gender gap. We need to understand the difference in different countries where the conditions are different and also we require to work on larger scale programs and initiatives which provide the ground for developing and implementing gender policies. There are important and it is crucial that the scientific societies take the lead in those actions revising and adapting policies for participation for women scientists. We need to create a fair playground with equal opportunities, one in which talent, capacity, merits make the difference, not the imbalances, barriers, gender biases, and lack of opportunities. Scientific societies need to increase efforts, new initiatives, more opportunities. Having this forum in the great debates for the European Geosciences Union sends a positive message, this is important for the membership for the union for science. We need more women across the diversity that forms the scientific enterprises and surround enterprise in different countries, institution, economic capacities and language barriers. Forcibly and effectively remove barriers, biases, role models, gender and gender attitudes. We require women scientists in committees, projects, discussion forums, editorial shifts, and all aspects of the academia. We just need to be aware and be proactive and we will succeed in breaking the glass ceiling and patching the elite pipeline. I realize this is not an easy task but it is a challenge worth undertaking. My hope is we can advance more rapidly and in constructing a friendly diverse, inclusive playground for talent, capacity, and merits count. Thank you very much. Thank you very much, Ligia. We're going to open the floor for questions now. Can I just remind people that we will only be taking questions from the Q&A, so for those people who've dropped questions into the chat, if you'd like to just copy your questions over to the Q&A, then we can try and pick up as many as possible in the remaining 15 minutes. I'd like to first thank all of our speakers for the really interesting perspective they've given on this topic, but I'd like to start the questioning actually with a question for Ligia, because Ligia, you touched on a topic that's come up frequently for me in recent months, which is the role that strong positive role models can potentially have for women in academia and I'd just like to ask you, what is your view on how we encourage more women to identify themselves and recognize that they are excellent role models for other women in academia, because my experience is that even some of the most senior women in academia are reluctant to almost take up this mantle of being a role model, so can I ask you first, Ligia, what is your view of how we encourage women to understand how they can support other women in academia through their career? Well, I think our role, when I say our role is the people that we have the fortune to have a good position in the academia or relatively good position in the academia on the development countries, is to try to push to the new generations to continue this kind of us, to continue with this kind of science of objectives and due to the conditions of economic conditions in this, in the economic and social conditions in our countries it's not easy, because I think in the families, the problem is in the families, so in the academia you should to push the students and try to change their mind in order that they can be more confident and believe in them and then can, and in order that they can believe that they can do something for sciences, mainly for women and also for men in these countries, but I think my suggestion is to try to invite and to push the girls to continue with these careers and try to get projects, for example, in my case in the institution I get projects and I consider fellowships or to support the investigation of this new generation and I think this is possible and maybe, and sometimes it's the results are very good, so maybe this is one of the things that we can impose and so in the, your question also said what can I break the role models and this is very difficult, but we can do it in each family if we contribute and we can talk with the people and with the girls and doing our best to do that. Thank you, thank you very much Lidia. I'm going to pass the word to my co-convener Alberto Montanari to ask the next question. Alberto? A set of incredibly interesting questions, many of them, and there are, there was one question asking how many participants are we now and we got a top of about 380, which is a good number by the way, and the question was are you able to estimate the percentage, distribution of genders among the, across the audience and my answer to this is not now, I'm not sure it is possible and this gives to me the opportunity to ask a question to Matias, a question that we got from the audience and the question is, the question is many struggle to find reliable data to make basic gender analysis and I can tell you that even in EGU this is not easy. So what is your experience on this? Do you find in our time finding data or what is your experience, your take? Well my personal experience has been as a PhD student getting access to recruitment data and so on that, that having projects to back you, so to say like having support from the European Commission in my case for instance, allowed us to open doors because the resources for the university kind of were contingent on them opening up also. So that's one example of this, but I agree that it is a challenge in field because university is also a bit careful about sharing these data for reasons that they don't want to be shamed in the public debate about this. So it is of course also a question about being open towards the institution where we want these data about that this is done to help them and this is running a meaningful way in acknowledging that this is the first step towards doing something to the problems and challenges within the organization. So I think it's a lot about framing it and selling your point of what you need these data for and then I would say another practical suggestion sometime is to start to use publication data to give some sense of the representation within your organization and at different levels and so on if you cannot get access to the actual data from the institution. That's the least it gives some sense of how much output there is and it can tell you something about the representation of for instance women within your department and so on or your university. Thank you Matias and Matias that's a really interesting point. I want to come back to we do actually have quite a lot of questions so my apologies if we don't get to your question but I wanted to to pick up a question from Lillian Barraclough that I'd like to to direct to Marianne because Marianne you mentioned the experience of of people who have who are transgender in this particular topic and Lillian Barraclough wants to know that she says meritocracy is biased assumptions of merit whole women back in academia but how do you think that this actually affects transgender individuals you touched on this in your talk because when we talk more of gender diversity it doesn't just mean cis women in academia it's more about academics of all gender identities. Do you want to say a little bit more about the fact that trans individuals in academia face far more bias and challenges and how do we perhaps have some more sensitivity to that particular issue? Thanks Helen and to the questioner for bringing this up because it is very important and the principal problem that I see is the lack of data so how do you so in the US we're fortunate to have a lot of data from our national science foundation mandated by our congress on who gets a degree and it's a binary gender choice so we know men and women but we don't know anything else and so just not knowing the numbers is is one of the challenges and Ben Barr's reputation went up when he trans from female to male but I also know scientists who have gone the other way and their reputation suffered as a result because they began to appear as a woman so I think this requires more study I think it requires more data and as we try to raise the awareness about all of the biases I think that that one should definitely be be part of the conversation. Okay thank you I think that's a really important topic because we talk a lot about inclusivity and diversity in the geosciences but a lot of people still seem to think that relates just to a very simple gender conversation but actually even that conversation is much more nuanced than I think a lot of people acknowledge. I'm going to ask Alberto if he'd like to pick another of the questions to give to our panelists. We are rapidly running out of time so I think Alberto this is probably going to be this will be your last question and then we'll be wrapping up so Alberto. Yeah I have a question on pick it up randomly from the long list to Ligia and Ligia if you could identify say two most important things that need to happen in your country to make change in gender balance what your opinion is what would these things be? Well I think this question is related to how the government support the sciences in our country in many Latin American countries we have the same problem and currently we don't have the investing research and technology and science is very low so I think the first thing that we should resolve in my country is to invest in science and technology in order to promote the scientific activities and I think this is not applied just for Mexico apply for many countries because as you say as I as you see in them so sorry in the graph the invest in the in the research and development is less than two or five percent in country so I think it's we need to resolve this issue first of all. Okay thank you very much so I'm going to ask one last question which I think is pertinent at this point in time and I'd like to ask each of the panelists if in in a very few words if they can say how they think women can be encouraged to continue their scientific careers past the COVID-19 pandemic because I think this is something that's on all our minds at this point in time and we're actually doing this as a virtual great debate because we're all currently not able to meet face to face so Marianne can I start with you how do you think we can best encourage women to to continue with their academic careers beyond the current pandemic? We have to improve the culture of academia we have to make it a place where women are welcomed as much as men we need to be treating people of all genders equally and changing the culture is very difficult and it will take a long time it's a bit of a long slog but just having role models of really super successful women is not really sufficient to me that's not going to do it change the culture. Thank you Matthias can I ask you what your view is? Well yeah I very much agree with that point and I think it kind of it's an excellent question because we start to see that that COVID is perhaps kind of reinforcing some of the underlying biases in this system and I think an interesting example again would be we start to see journal editors observing that women are not submitting papers for the journals at the same rates as earlier where men are publishing more in certain fields and so on I think it's extremely important that universities take into account this situation in the coming years and start to kind of broaden out their their perspectives on how to support the redevelopment beyond the traditional approaches in the coming years. Thank you. Ligia. Yeah I think we need to recognize the bias and gender attitudes and I agree with Mary Ann that we need to change the culture and also I agree with Matthias that say that we need to involve universities in this force. Thank you. So I'm going to sneak in one last question. Just tell me for each of you what role do you think EGU can play in moving us to a truly meritocracy meritocracy I can't even say that word today meritocratic environment for researchers. So Ligia can I start with you what role do you think EGU can play in establishing meritocracy in academia. Yeah I mentioned in my presentation that I think the role of EGU is very important to impulse new projects to promote new projects and to promote that put together different ideas from different researchers in different countries and EGU I think need to continue opening opportunities. I think it's a very nice and amazing association that that could help in this big effort. So Matthias I will ask you the same question. Yeah excellent question again I think the the potential here is to show the way in different ways. For instance start to create some kind of culture where it's relevant to share data on what's the situation in the different organizations in the field. Start to share perhaps guidelines that will be implemented so you can kind of show the way and hope that people will follow and universities tend also to follow each other on these issues a lot so I think that's the way forward view. Thank you and Mary Ann can I ask you last but not least. Well there are studies that show that women are underrepresented as invited speakers as panelists as conveners and so to ensure that there's gender equity just by looking at the numbers that's one way and the other I think EGU has partnered with EGU to create a code of ethics and I think the code of ethics really can enhance culture in the long run. A code of ethics that makes sexual harassment, harassment and bullying on a par with scientific misconduct. Thank you, thank you very much Mary Ann I think that's a really strong point to end with. Suddenly we've run out of time on this really interesting topic. I'm afraid we have quite a large number of questions that we have not been able to get to so my apologies to those people who've not been able to get their questions asked to our really excellent panelists today. I'd like to take this opportunity to thank all of our panelists also to my co-moderator Alberto Montanari and I'm going to ask him to say a few words in a moment who is as you know EGU president and maybe I'll ask him in his closing words to ask it to what he thinks EGU can do to establish a meritocracy in academia so with that I would like to thank all of the panelists and I'm going to hand to you Alberto firstly to answer that question. Difficult question to close but I think two things very briefly networking is I believe extremely important giving visibility to the topic and the second thing but it is it is very challenging is to provide suggestions to the academia and institutions how to evaluate meritocracy and we are discussing a lot in the scientific community about this. It's challenging but I think we need to give ideas because it's the scientific community that should be proactive in giving ideas on how to assess meritocracy in an unbiased way. That's it. Thank you Alberto. Fantastic words to end this this great debate as part of EGU sharing Geoscience online.