Hasta La Gadget!

Lingerie company Dear Kate’s new no-underwear yoga pants make a lot of promises: No panty lines. No bunching. No riding up. No camel toe. No stressing about comfort. And they’ll make your butt look great.

If they can deliver all that, the new pants, which have a thick, absorbent lining around the crotch, may be able to shove their way into the busy market for yoga gear. That’s the plan, at least, for Dear Kate founder Julie Sygiel, whose company is making its first foray away from undergarments.

“We surveyed our customers and said, ‘Hey what do you want to see from us next,'” Sygiel, who studied chemical engineering at Brown University, told the Huffington Post in an interview. “Yoga wear was by far the winner.”

She may have caught on to something.

Most women wear a thong or other kind of panties with their yoga pants. But around 17 percent of women wear nothing at all underneath their pants when they work out, according to Dear Kate’s market research. A survey conducted by Groupon earlier this year found that about 25 percent of women go commando while practicing yoga.

Alexandra Seijo, who teaches yoga at Equinox and Pure Yoga in New York City, said she doesn’t usually wear underwear while practicing, and will definitely check our Dear Kate’s new pants. She wants to be focused on what’s happening internally when she’s doing yoga, so something that would keep her mind from getting distracted would be a plus, she said.

“Sometimes we do get caught up in the external, when the purpose of yoga is to go within,” Seijo told HuffPost. “The last thing you want to worry about is tugging, pulling, pinching, having any kind of clothing malfunction because you want to be fully immersed in the practice.”

Still, no-underwear yoga pants have their limits. Some may have issues trusting the concept of shunning their underwear, especially after Lululemon’s see-through yoga pant debacle in 2013. And they need to be washed after each use without an undergarment.

Dear Kate started as a lingerie company, but decided to expand into yoga-wear. (Photo courtesy Dear Kate)

Founded in 2012, Dear Kate has raised $1.2 million thus far from private investors, selling a selection of undergarments that present an alternative to “period panties.” They have extra lining and are made of materials that wick moisture, release stains and resist leaks. They’re also aimed at women who have bladder issues after pregnancy.

Now, Dear Kate is trying to grab a piece of the growing market for yoga gear. Global sales of so-called “activewear” climbed 7 percent and surpassed $33 billion in the 12 months ending in June, according to data from market research firm NPD Group. Athletic wear companies, fast-fashion emporiums and even some haute couture labels are trying to claim their slice of the yoga pie. Meanwhile, smaller yoga apparel makers are battling each other, vying to be the next Lululemon.

The regular, full-length yoga pant from Dear Kate costs $118. Lululemon charges between $82 and $128 for most of its yoga pants, while many similar styles from rival Athleta run from $64 to $98.

While items like no-underwear running shorts have been around for a long time, Sygiel is hoping that her more versatile yoga product will set it apart. And the stretchy pants aren’t just for yoga — women use them for many athletics, from pilates to running and biking.

Sygiel’s yoga pants, made at factory in Queens, New York, are getting attention even before they become available to the public. A 30-day Kickstarter campaign for the pants attracted more than $150,000 in funding. Though Sygiel declined to share precise sales numbers, she said that in 2014, the company expects to triple its revenue total from the year prior.

Dear Kate’s pants are expected to launch in mid-November, but are available for pre-order now.

Dear Kate’s no-underwear yoga pants have a thick, moisture-wicking lining. (Photo courtesy Dear Kate)

For generations in Black America, a college education was thought to be the silver bullet against poverty and a sure entryway to upward mobility and middle-class life. Rising college-associated costs coupled with falling incomes create a challenging scenario for some Black aspiring college students. This reality becomes more pronounced for first-generation prospects. Many of these first-time college students lack the financial resources or parental knowledge that can create a comfortable transition from high school to higher education. The 100 Black Men of South Florida, Inc. partnered with the Miami-Dade County Public School system to reverse this trend.

“We are hosting our 4th Annual College & Career Expo because we want to make sure our kids are empowered and informed about the opportunities out there,” declares Jonathan Dotson, 100 Black Men of South Florida Vice President of Operations. “Over the past three years the expo has provided over three million dollars in scholarships to kids from our communities.”

Hopefully other civic groups can scale similar collaborations to create opportunities for their youth. The expo takes place at the Miami Dade County Fair & Exposition Center on Thursday, October 30, from 9 a.m.-3 p.m. More than 100 colleges and universities will be onsite to provide information about applying to their schools. There is an opportunity for some students to get accepted, receive application fee waivers and scholarships on the spot. Students will have an opportunity to attend workshops, discuss admissions requirements, and apply for scholarships. Senior students attending the Expo will need copies of the following: (A) High School Transcripts; (B) ACT/SAT Scores; and (C) two letters of recommendations.

“We are excited by the outpour of support from our college and vocational partners that have signed on to help students navigate a plan for their future,” states Ellis A. Adger, the organization’s president.

Dotson adds: “Many times our children are not given the exposure that other communities give their children. The 100 Black Men of South Florida are committed to giving our kids the exposure they need to succeed in college and in life.”

Getting a child prepared for college applications, financial aid, and other associated processes can seem intimidating. Dotson offers these tips to ensure your child thrives and remains competitive on their way to college and life success.

Examine Yourself: “Understand what your strengths and weaknesses are. It is important that you know your weaknesses because then you can enlist the support of someone or an organization that can help you in that area. Don’t be intimidated because you need help. Focus on the results for your child and your child’s future.”

Become Informed: “Our programmatic thrusts include: Mentoring, Education, Economic Development, and Health and Wellness. There are so many people that care about our children. It is up to parents to find these resources and utilize them.”

Stay Active: “Parents must be active and present in the lives of their children. It is up to parents to engage the community, church, Parent Teacher Associations, etc. We must take back our families and our communities. We have to get back to eating together at the table and talking about our daily lives.”

Hold Your Kids Accountable: “As a parent, you must become familiar with the process and find out everything it takes to become successful. Google the information, become familiar with the requirements and make sure your child delivers on their part. Come prepared with the proper documentation, fill out the forms correctly, and meet your deadlines. Get help if you need it. But, most of all, hold your kids accountable throughout the process. They must have an active part in this process.”

The 100 Black Men of South Florida, Inc. has been at the forefront of mentoring and providing innovative programs for young black males in South Florida. Some of their signature initiatives include Positive Youth Development, Dr. Harold Guinyard Leadership Academy and Collegiate 100 to name a few. These landmark programs have made a significant impact on the young men of the South Florida community.

For more information, log on to http://www.100blackmensf.org

Zach Rinkins is the Associated Press award-winning host/producer of the Rinkins Report. Find out more at www.RinkinsReport.com or on Twitter @RinkinsReport and Facebook @RinkinsReport

In the last article I wrote, I spoke about the parallels between the city of Detroit and your federal career and how the only way to stand out from the crowd is develop your competitive edge. In this article, I’ll describe various ways you can do that. Before we dive in, let’s give you some perspective.

In his book, The Start-up of You: Adapt to the Future, Invest in Yourself, and Transform Your Career, Reid Hoffman shares this insight, “In 2009, a billboard sat along the 101 Highway in the Bay Area that said: “1,000,000 people overseas can do your job. What makes you so special?” While one million might be an exaggeration, what is not an exaggeration is that there are lots of people who can and want to do your job. So once again the question becomes, what makes you stand out, what is your competitive edge?

In life, we know that anything worth having is usually worth fighting for and for anything desirable there is usually competition. Do you like football? Me too. But how easy is it to get a playoff ticket? Is there any competition involved? You better believe it. Or, do you have any college-bound kids with their heart set on a certain college? Is there any competition involved in getting accepted? Oh yes. Then its safe to say, that if you want to get paid more, promoted faster, and land your dream job, there is competition there too.

As federal employees we have to think like entrepreneurs. Being better than your counterparts is a prerequisite for federal survival.

In the corporate world, competitive edge is defined as an area of excellence that gives a company a distinct edge over its competition. What is your personal competitive edge in the work world? What do you absolutely excel at that gives you an advantage over your co-workers? What exceptional skill do you possess that is in strong demand?

Contribution is Key

In its simplest terms, your job is as secure as your ability to render value in excess of your cost. If you want to earn more, you have to find a way to increase your value. Your contribution to your organization needs to be more valuable than what you are currently being paid.

I’ll give you an example; I am always looking for ways to help out my federal organization. I am constantly sharing ideas with my manager that can help our bottom line as an organization. He in turn, shares the ideas with his senior managers and as a result I have been able to help out on numerous high-profile projects. In fact, I recently took it upon myself to write a proposal for how our organization can be more innovative with social media. Because of that, I will now be working on our social media task force. This opportunity would never have come about if I did not first add value and take the initiative to do things that are not in my job description.

Today there is only one way to survive in the federal workplace: You must become known as the go-to and idea-generating person who works circles around others to provide value to your superiors. Your name must become synonymous with excellent, high-quality work. If you become known as someone who provides massive value, you will always be paid more and promoted faster. You will not have to look for opportunities; they will knock on your door and introduce themselves to you.

Add Value Every Day – the KSA way

If you want to stand out from your colleagues, you have to find a way to contribute value every work day. Your knowledge, skills and abilities (KSA) in this area is critical because they are investments. But remember investments can either appreciate or depreciate.

That’s why once you’ve learned a subject or a skill, you have to continually develop new ones. In order to stay competitive, you have to add to what you already know.

One way is by taking advantage of any training that your federal organization provides. Another way is by enrolling in some online courses, such as what you will find at Lynda.com. Or perhaps you can take a night class.

Some skills are absolutely essential to your fulfilling your peak potential. If you do not continue to develop those skills then you risk jeopardizing your career and financial goals. Knowledge is doubling faster than in years past, so you must be stubborn, doggedly so about increasing your skills.

Don’t fall into the trap of saying I went to school and I have a degree. That’s great if you did, but be aware that unless you keep current and up-to-date in your field, you will get left behind.

If you had to have surgery, would you want the doctor that only has his/her degree, but has never bothered to stay up-to-date on the latest advancements or would you want the doctor that says I can do the surgery, I have a degree I got 10 years ago. Me too! (I’m hoping you chose the former).

To succeed in life, you need leverage. Leverage is defined as the power to act effectively. You can show that you are acting effectively by learning as much as you can on a continual basis in your niche area. You need to have skill advantages over the next job candidate, that is your leverage in the workplace.

Prepare Now For Your Next Job

Whatever job you are doing now, you should be preparing for your next job. Don’t get too comfortable. Always challenge yourself. Even if you are happy with the job you are in today, ask yourself, what would happen if my job was abolished today, what other department would I like to be in, what skills do I have?

In my federal organization, many of the top senior managers are nearing their eligibility for retirement. Not all those positions will be filled, but some will. You should start now to develop the skills you need to have, so that one day you can easily step into those shoes. That’s what I’m doing.

Businessman Peter Drucker once said, “The best way to predict the future is to create it.” Start now to create the future you want by preparing for your next job now.

Never Eat Alone

“You can get everything you want in life, if you just help enough other people get what they want,” said late Zig Ziglar.

I agree.

If you’d like to be promoted from a marketing specialist to an analyst, it may mean that you first have to build a new relationship with a key person in your organization. Oftentimes, it’s not those who you know, but those who know you that are important in advancing your federal career.

Getting the job or obtaining the referral comes down to building relationships. The new currency today is relationships. But you must be sincere. You must truly want to help someone get what they want and then you will be able to get what you want.

So today, look to find what you can do to help others. Start building relationships and you will see how quickly you will be able to network yourself to a new job opportunity.

An excellent book that shines light on this topic is Never Eat Alone: And Other Secrets to Success, One Relationship at a Time by Keith Ferrazzi. In his book, Ferrazzi’s describes his ability to connect with others and develop long-lasting relationships is based on generosity and helping friends connect with other friends.

It All Begins With Your Choice

There is a quote I especially love by High Point University President Nido Qubein that says, “For the timid, change is frightening, for the comfortable change is threatening, but for the confident, change is opportunity.”

In order to grow and achieve what you have never achieved before, you must become someone you have never been before. Choose to become the person you were meant to be. Let your light shine, for when you do, you inspire others to do the same. Don’t continue to play small.

Just think, next year, you will be somewhere. But where you end up will be determined by what you do every day up till then. Remember, for the confident, change is opportunity. Don’t let this opportunity pass you by. Develop your competitive edge today.

P.S. If you were asked to state in one sentence or less what you do better than anyone else, could you? If not, now is the time to start preparing that statement. Decide on one area in your professional life that you want to be known for. Do everything you can to make yourself stand out from the crowd. If you do this, you will be paid more and promoted faster than all those around you.

I think this is such an important subject that I’ve written a book that talks more about the topic.

Is Microsoft finally getting serious about making its workforce welcome to women and minorities? The internal memo that CEO Satya Nadella sent to his employees on October 15 is encouraging news. “I envision a company composed of more diverse talent,” he said in his note, obtained by GeekWire. “I envision more diverse executive staff and a more diverse Senior Leadership Team.” But why does it take a PR meltdown to get hi-tech leaders to make any attempt to move the diversity needle? Or even admit there’s a problem?

In case you missed it, Nadella made a colossal gaffe on October 9 by telling the audience at the Grace Hopper Celebration of Women in Computing conference that women should have “faith that the system will give you the right raise” and rely on “good karma” to be rewarded. (After all, Nadella’s good karma earned him an $84.3-million pay package for the year, it was reported last week.)

In the same employee memo, Nadella may have dug himself in a little deeper by saying Microsoft is currently paying women the same salary as men at the same position. Information by Glassdoor–a site where employees anonymously review their companies–does not support this. In 12 out of 14 job titles at Microsoft, employees report that women earn less than men on average. This is based on a small sample size of Microsoft workers, however, and Microsoft doesn’t publish salary information. But it’s not good news, given the widespread cynicism that already exists about gender equity in the tech field.

“Karma-gate” occurred only a few weeks after Apple was roundly scolded by critics (including me in a previous post) for not having women leaders represented onstage at its highly publicized product rollout in September. Apple–and Silicon Valley in general–has been under heavy fire this year for its scarcity of female faces in high places.

Theories abound why hi-tech firms grow so few women. Some argue that the low percentage of women graduating with computer science and engineering degrees (18%) dooms their chances from the start of getting aboard the technical ladder in significant numbers. Yet women make up almost 40% of MBA grads and don’t fare much better on the business side of hi-tech, as reported in a new study by Catalyst: “High Potentials in Tech-Intensive Industries: The Gender Divide in Business Roles.”

After surveying nearly 6,000 MBA grads working in business jobs in tech firms in the U.S. and Canada, Catalyst reports that 55 percent of women start off at entry-level, compared with 39 percent of men. Such a differential, played out over many years, will greatly increase the disparity in rank (and pay) between men and women. Also in a survey of 10,000 MBA graduates Catalyst found that 53 percent of the women left hi-tech for other work, compared to 31 percent of the men.

The author of the Catalyst study, Anna Beninger, pointed out in The Washington Post that these women feel like “outsiders” in the business side of tech, often working in teams of less than 10% women. “The tech industry has some significant culture issues,” she says. “It’s really damaging their ability to attract the best talent.” The study also confirms a complaint often voiced by women in business that having no role models was a major obstacle to their advancement. (18 percent of women, as opposed to 7 percent of men, mentioned this.)

Meanwhile a report this year by The Center for Talent Innovation, “Athena Factor 2.0–Accelerating Female Talent in Science, Engineering & Technology,” found that US women are 45 percent more likely than men to plan to exit their “geek workplace cultures” within one year. Their survey also validated three major challenges that women face in hi-tech–which been reported in many other surveys: “hostile macho cultures,” “isolation,” and “scarcity of effective sponsors.”

The final indignity: in the CTI study, one third of senior leaders in hi-tech–male and female–reported that a woman would never reach the top position in their company.

The fact that this is tolerated in tech land in 2014 calls to mind the “no-problem problem” that legal scholar Deborah Rhode defined in 1990 regarding women’s rights: “the lack of social consensus that there is in fact a problem.”

Twenty-four years later, do we still have a no-problem problem?

MILFORD, Conn. (AP) — A Connecticut school superintendent is defending her decision to bar a third-grader from returning to school after visiting West Africa because of concern the girl may have contracted Ebola.

Milford School Superintendent Elizabeth Feser says in a statement Wednesday that her actions were a good-faith response to a public health issue and in the best interest of all students.

Her comments follow a federal lawsuit filed by the father of Ikeoluw Opayemi. He says the decision violates the Americans with Disabilities Act because it discriminates against his daughter for a “perceived impairment.”

The lawsuit says there is no Ebola in Nigeria, the country the family visited, and the decision to keep his daughter home until Nov. 3 is irrational. He wants the school to allow his daughter to return immediately.