内容摘要：Even microdosing advocates caution that the long-term effects have not been studied in humans.

Even microdosing advocates caution that the long-term effects have not been studied in humans.

In his dealings with Ukrainian Presidentand Russian President

, Trump has highly focused on who has the leverage. Putin has “the cards” and Zelenskyy does not, Trump has said repeatedly.Zelenskyy appeared to be making some strides in assuaging Trump after their recent rocky meeting in the Oval Office ended with Trump and Vice President JD Vance criticizing the Ukrainian leader for what they said was insufficient gratitude for the tens of billions of dollars in U.S. assistance provided in the three years since Russia invaded.Zelenskyy said later that how that meeting went down was

He also made clear he was ready to sign off on a minerals deal with the U.S. — even without the explicit American security guarantees sought by the Ukrainians — that Trump wants.before a joint session of Congress, Trump acknowledged Zelenskyy’s fence-mending efforts. Trump also announced plans to send top advisers to Saudi Arabia this week for talks with Ukrainian officials.

But soon Trump was back to criticizing Zelenskyy, saying he does not have the leverage to keep fighting the war with Russia.

“I’m finding it more difficult, frankly, to deal with Ukraine, and they don’t have the cards,” Trump said. “In terms of getting a final settlement, it may be easier dealing with Russia, which is surprising, because they have all the cards.”“The question is, are you treating employees differently based on race?” Lennington said. “Are you making employees feel uncomfortable about their race or gender or sexual identity?”

Proponents of ERGs list numerous benefits for employees and management. For participants, the groups are places to find community, develop leadership skills and create a channel for sharing their views with higher-ups. Companies often sponsor affinity groups as a tool for recruiting and retaining diverse employees.“Employee engagement is great because it creates, typically, higher effort and retention,” said Helena Pagano, chief people and culture officer at insurance and financial services firm Sun Life. “One way that you drive engagement is making people feel like they had a voice. They had a place to express opinions and drive policies and outcomes that matter in the company.”

England, the consultant, was working at a bank call center when he joined and then took on a leadership role in an ERG for people who identify as LGBTQIA+.“I was terrified to speak publicly, and because of that role, I had to do a lot of that,” England said. “I was able to develop skills that were completely unrelated to my day job.”