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Doncic scores 27 points in return from two-game absence as Mavericks beat Trail Blazers 132-108As Americans are beyond burned out, Tricia Hersey’s Nap Ministry preaches the right to rest
NEW YORK (AP) — U.S. stocks rose to records Tuesday after Donald Trump’s latest talk about tariffs created only some ripples on Wall Street, even if they could roil the global economy were they to take effect. The S&P 500 climbed 0.6% to top the all-time high it set a couple weeks ago. The Dow Jones Industrial Average added 123 points, or 0.3%, to its own record set the day before, while the Nasdaq composite gained 0.6% as Microsoft and Big Tech led the way. Javascript is required for you to be able to read premium content. Please enable it in your browser settings. Success! An email has been sent to with a link to confirm list signup. Error! There was an error processing your request. Get the latest need-to-know information delivered to your inbox as it happens. Our flagship newsletter. Get our front page stories each morning as well as the latest updates each afternoon during the week + more in-depth weekend editions on Saturdays & Sundays.Things to watch this week in the Big 12 Conference: No. 14 BYU (9-1, 6-1 Big 12, No. 14 CFP) at No. 21 Arizona State (8-2, 5-2, No. 21), Saturday, 3:30 p.m. ET (ESPN) League newcomer Arizona State has a three-game winning streak and BYU is coming off its first loss. The Cougars, after losing at home to Kansas, still control their own destiny in making the Big 12 championship game. They can clinch a spot in that Dec. 7 game as early as Saturday, if they win and instate rival Utah wins at home against No. 22 Iowa State. Arizona State was picked at the bottom of the 16-team league in the preseason media poll, but already has a five-win improvement in coach Kenny Dillingham's second season. No. 16 Colorado (8-2, 6-1, No. 16 CFP) at Kansas (4-6, 3-4), Saturday, 3:30 p.m. ET (Fox) Coach Deion Sanders and the Buffaloes are in prime position to make the Big 12 title game in their return to the league after 13 seasons in the Pac-12. If BYU and Utah win, Colorado would be able to claim the other title game spot with a win over Kansas. The Buffs have a four-game winning streak. The Jayhawks need another November win over a ranked Big 12 contender while trying to get bowl eligible for the third season in a row. Kansas has won consecutive games over Top 25 teams for the first time in school history, knocking off Iowa State before BYU. Iowa State quarterback Rocco Becht has thrown a touchdown in a school-record 14 consecutive games, while receivers Jayden Higgins and Jaylin Noel both have more than 800 yards receiving. San Jose State is the only other FBS team with a pair of 800-yard receivers. Becht has 2,628 yards and 17 touchdowns passing for the Cyclones (8-2, 5-2), who are still in Big 12 contention. Oklahoma State goes into its home finale against Texas Tech with a seven-game losing streak, its longest since a nine-game skid from 1977-78. The only longer winless streak since was an 0-10-1 season in 1991. This is Mike Gundy's 20th season as head coach, and his longest losing streak before now was five in a row in 2005, his first season and the last time the Cowboys didn't make a bowl game. ... Baylor plays at Houston for the first time since 1995, the final Southwest Conference season. The Cougars won last year in the only meeting since to even the series 14-14-1. ... Eight Big 12 teams are bowl eligible. As many as six more teams could reach six wins. The Big 12 already has four 1,000-yard rushers, including three who did it last season. UCF's RJ Harvey is the league's top rusher (1,328 yards) and top scorer with 21 touchdowns (19 rushing/two receiving). The others with consecutive 1,000-yard seasons are Texas Tech career rushing leader Tahj Brooks (1,184 yards) and Kansas State's DJ Giddens (1,128 yards). Cam Skattebo with league newcomer Arizona State has 1,074 yards. Devin Neal, the career rushing leader at his hometown university, is 74 yards shy of being the first Kansas player with three 1,000-yard seasons. Cincinnati's Corey Kiner needs 97 yards to reach 1,000 again. Get local news delivered to your inbox!
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2 ASX 300 shares with ex-dividend dates next weekWomen have outnumbered men in law schools nationwide for decades, but in 2024, men continue to dominate the legal sector’s leadership positions. That’s despite the sector seeing significant changes in how legal work is carried out, including remote work, evolving tech and artificial intelligence and the move to outsourcing. However, some significant changes have occurred in firms adopting more family-friendly policies, such as gender-neutral paid parental leave and more flexible career options. This sector is also one where the COVID-19 pandemic rapidly bolstered the push to remote work. Back in 2015, one analysis by found that more women than men were leaving the industry within five years of starting. It also revealed that the number of women practising as lawyers dropped by around 75 per cent once they reached 35 to 55. Today, data shows that women make up in Australia. A survey by the Australian Financial Review reveals that women make up more than at 13 of the biggest law firms in Australia. But at the top 50 firms, of the partner cohort are women. Meanwhile, 34 of the 69 legal workplaces that report to the Workplace Gender Equality Agency have a gender pay gap larger than the national average of 21.7 per cent recorded in the 2022-23 period. The College of Law Australian Legal Survey 2024 recently reported a gender pay gap across all levels from graduate to principal/partner. The NSW Annual Profile of Solicitors has also reported a gender pay gap across all age groups and all practice sectors, including those more likely to be dominated by women. At the bar, challenges remain for women, who are underrepresented across every state and territory in Australia, making up just 23 per cent of barristers in NSW and a tiny 18 per cent in Tasmania. These figures drop below when it comes to identifying the proportion of senior counsel, for example, from 31 per cent of barristers in Victoria to just 20 per cent of SCs. So, what will make the difference? Many intertwining factors have seen some progress. Ultimately, it comes down to leadership, according to Emma Walsh, founder of Parents at Work and Family Friendly Workplaces. Especially leadership on culture, a commitment to targets, as well as adopting – and actively demonstrating and supporting – family friendly policies, and cross all things that go into supporting the health and wellbeing of team members and their families. explored how the legal sector is faring for the , in partnership with Parents At Work and Family Friendly Workplaces. Below, we share more on what was covered. For Alison Deitz, Chief Executive Partner of law firm Norton Rose Fulbright, flexible leave was a key part of her career journey in the legal sector. She was one of the first partners in the firm to take parental leave – now almost 20 years ago. She was also one of the first to return while still breastfeeding – and recalls those early days when she spent so much time using a manual pump to express milk during the workday that she suffered RSI in her right hand. Ever since, she’s seen some dramatic shifts in how we work, including the opportunities that blackberries, and later iPhones, provided for supporting clients outside of the office. “I didn’t even have an iPhone in those days, but I had a device and I remember that device was a game changer because it allowed me to be out of the office but still in contact,” says Deitz, adding that “technology has been an enabler” and “gamechanger” for flexible work options. “We’ve also seen more women who work flexibly, taking positions as general counsel, in-house counsel, etc.”, says Deitz. “It’s very important for our clients to see us being able to work in a flexible way and to promote men and women equally through our leadership pipeline.” While the legal profession was once a notoriously inflexible space– pushing many talented women out of the industry once they’d started families– much change has been made. This freedom and flexibility is something that Silje Andersen–Cooke, director of the Australian Multiple Birth Association, says she would have valued immensely when she first started out. When Silje became pregnant for the second time, she’d already taken a break from her career in law. And while she and her partner were trying to have a second baby, it surprised them to find out she was pregnant with triplets. “It’s a confronting experience, and definitely one of those thoughts is, ‘is this going to torpedo my whole career as well?’,” she says, adding, “I really enjoyed work. I love being a lawyer. It’s such a big part of my identity and who I am as a person.” Silje has since found a way to juggle four children and her family with a career in law and running a support organisation for parents having multiple births at one time. Her employer, Maddocks, has played an important role in empowering her to follow all her passions while raising kids. “Most law firms have come a long way in terms of culture,” she says, noting that through her experience, she feels “having a supportive team and manager is critical”. “It’s so important to acknowledge that being a parent is as valuable a role as your role at work,” says Silje. “I think when law firms acknowledge that, it makes you feel like you can bring your whole self to work.” Demographic shifts in the legal sector have changed what people expect from their employers. Law firms rapidly adopted competitive parental leave options to keep up with the growing numbers of women entering the profession, which – for at least some in the sector – have evolved to ensure all new parents can access such options. But there have also been shifting expectations around what younger generations expect from firms. “The younger generation of employees coming through are expecting greater family-friendly provisions than the generation before them, and there still is a competitive war for talent on the best candidates,” says Emma Walsh. “The reality is we’re having fewer babies. So every year, unless we suddenly have a big migration intake, there are fewer candidates that employers will be able to choose from.” She says legal workplaces are increasingly becoming more family friendly, but there’s still work to do. When it comes to remote hybrid work to support employees with caring responsibilities, Walsh says “there has been a lot of gains made from flexible work with COVID, particularly in the legal sector– suddenly there was a court available online.” And with the introduction of AI to the legal sector, Walsh says this new technology is playing a role in giving flexibility back to workers. She points out that AI is “proving that [work] can be done more efficiently, giving power back to employees, [and the] ability to have more autonomous decision making around how they use their time and where they spend their time to get that work done.” “Flexible work is the first greatest lever around being able to drive less work-life conflict for people,” Walsh says. “The second one is actually about leadership culture and how a leader will allow an individual to avail themselves of family-friendly provisions without that having a negative impact, and we still see that that’s low.”