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A superseding indictment unsealed this afternoon in the Eastern District of Pennsylvania charges Atlas cube pendant Paulin Ramirez, a U.S. citizen and former resident of Colorado, and Colleen R. LaRose, aka "Fatima LaRose," aka "JihadJane," a resident of Pennsylvania, with conspiracy to provide material support to terrorists. The superseding indictment adds Ramirez as a defendant to what was previously an indictment charging only LaRose.

The new charges were announced by David Kris, Assistant Attorney General for National Security; Michael L. Levy, U.S. Attorney for the Eastern District of Pennsylvania; and Janice K. Fedarcyk, Special Agent-in-Charge of the FBI in Philadelphia.

The superseding indictment charges that LaRose and Ramirez traveled to and around Europe to participate in and in support of violent jihad. According to the superseding indictment, Ramirez exchanged e-mail messages with LaRose during the summer of 2009, in which LaRose invited Ramirez to join her in Europe to attend a "training camp." Ramirez is charged with accepting the invitation and asking to bring along her minor male child. On Sept, 12, 2009, Ramirez traveled to Europe with her child with Tiffany Elsa Peretti Open Heart pendant intent to live and train with jihadists. The day she arrived in Europe, the indictment alleges, Ramirez married an unindicted co-conspirator whom she had never before met in person.

The superseding indictment charges Ramirez, age 31, with one count of conspiracy to provide material support to terrorists, which carries a maximum penalty of 15 years in prison and a $250,000 fine. The charges against LaRose remain unchanged, and carry a maximum potential sentence of life in prison and a $1 million fine.

Ramirez was arrested this afternoon in Philadelphia after voluntarily flying to the United States from abroad.

This case was investigated by the FBI's Joint Terrorism Task Force in Philadelphia, the FBI Field Division in New York and the FBI Field Division in Denver. It is being prosecuted by Jennifer Arbittier Williams, Assistant U.S. Attorney from the Eastern District of Pennsylvania, and Matthew F. Blue, Trial Attorney from the Counterterrorism Section in the Justice Department's National Security Division.

The public is reminded that an indictment is an accusation and a defendant is presumed innocent unless and until proven Return to Tiffany Heart lock charm.For more information please contact: Sarabjit Jagirdar, Email

A superseding indictment unsealed this afternoon in the Eastern District of Pennsylvania charges Jamie Atlas pendant Ramirez, a U.S. citizen and former resident of Colorado, and Colleen R. LaRose, aka "Fatima LaRose," aka "JihadJane," a resident of Pennsylvania, with conspiracy to provide material support to terrorists. The superseding indictment adds Ramirez as a defendant to what was previously an indictment charging only LaRose.

The new charges were announced by David Kris, Assistant Attorney General for National Security; Michael L. Levy, U.S. Attorney for the Eastern District of Pennsylvania; and Janice K. Fedarcyk, Special Agent-in-Charge of the FBI in Philadelphia.

The superseding indictment charges that LaRose and Ramirez traveled to and around Europe to participate in and in support of violent jihad. According to the superseding indictment, Ramirez exchanged e-mail messages with LaRose during the summer of 2009, in which LaRose invited Ramirez to join her in Europe to attend a "training camp." Ramirez is charged with accepting the invitation and asking to bring along her minor male child. On Sept, 12, 2009, Ramirez traveled to Europe with her child with the intent to live and train with jihadists. The day she arrived in Europe, the indictment alleges, Ramirez married an unindicted co-conspirator whom she had never before met in person.

The superseding indictment charges Charm pendant, age 31, with one count of conspiracy to provide material support to terrorists, which carries a maximum penalty of 15 years in prison and a $250,000 fine. The charges against LaRose remain unchanged, and carry a maximum potential sentence of life in prison and a $1 million fine.

Ramirez was arrested this afternoon in Philadelphia after voluntarily flying to the United States from abroad.

This case was investigated by the FBI's Joint Terrorism Task Force in Philadelphia, the FBI Field Division in New York, and the FBI Field Division in Denver. It is being prosecuted by Jennifer Arbittier Williams, Assistant U.S. Attorney from the Eastern District of Pennsylvania, and Matthew F. Blue, Trial Attorney from the Counterterrorism Section in the Justice Department's National Security Division.

The public is reminded that an indictment is an accusation and a defendant is presumed innocent unless and until Tiffany Cushion Triple drop pendant guilty.For more information please contact: Sarabjit Jagirdar, Email:-

The honorees, Carolyn Barcus, JoAn Criddle and Marilynne Glatfelter, will be recognized at a Elsa Peretti Eternal Circle pendant Wednesday, April 7, at 6:30 p.m. The event will take place in the Evan N. Stevenson Ballroom of Taggart Student Center on the USU campus. Family, friends and the public are invited.

Service has been a significant part of each of the three recipients' lives as each has served the role of advocate, mentor and activist in the community and for women of all ages.

"These women have shown us by their actions in the community, academy and business how to create a better world for all women," said Michelle Bogdan, director of the Women's Resource Center.

With the inclusion of these women, the USU Women's Center will have recognized more than 100 women from Cache Valley in the last quarter century. Carolyn Barcus earned both a master's and a doctor of education degree from USU. She began her career as a mental health specialist for the Indian Health Services, and later worked with the same organization as a service unit director.

She returned to USU in the 1980s when she joined the Psychology Department as an adjunct professor and Navajo Student Advisor. Barcus has been involved with the American Indian Support Project at USU since its beginning. She became the director of the program in 1991, an appointment she still holds.

Barcus' colleagues stated that she "provides powerfully important advocacy, training and mentoring for diverse students in our program and across the country." All this is balanced with a strong dose of genuine caring as she shares her ranch home, horses and hobbies with others in the community.

JoAn Criddle began her education at USU. She quit school after Elsa Peretti Open Teardrop pendant to provide the means for her husband's financial aid. After raising five children, she returned to school for a bachelor's degree in child and family behavioral science from Sacramento City College. She continued her education in the area of counseling at Sacramento State University.

Criddle's interest in caring for others led her to author four books. Two of these books are about her experiences with a Cambodian refugee family she helped sponsor while living in Davis, Calif.

"She is very conscious of humanitarian concerns," said one nominator of Criddle. This can be seen in her tireless support of many organizations, including Hope International, Bridgerland Literacy and Red Cross. She has co-directed the international vision and eyeglass program of The Hope Alliance for the past five years.

Marilynne Glatfelter began her education at Knox College with a bachelor's degree in English. She followed this by earning a master's degree from Indiana University and a doctorate in counseling psychology from the University of Minnesota.

It is through Glatfelter's work at USU that she influenced the lives of others, especially women. She was hired as the first female therapist in the USU Counseling Center. During this time she became a founding member of the Women's Center and served on its advisory board for many years.

"Marilynne's career has been and remains a fascinating journey, during which she broke many barriers and 'glass ceilings'" said one of her nominators.

This is evident in her current role as president of Logan club of Rotary International, which she joined in 1989 as the Elsa Peretti Bottle pendant female member in its history.

By Mass Communication Specialist 1st Class (SW) Holly Boynton, U.S. Figure Eight pendant Forces Southern Command and U.S. Fourth Fleet

Female staff members from U.S. Naval Forces Southern Command and U.S. 4th Fleet (NAVSO/C4F) celebrated Women's History Month with Commander, NAVSO/C4F Rear Adm. Vic Guillory March 25.

NAVSO/C4F's diversity committee, led by Chief Operations Specialist (SW) Kareem Coley, held a luncheon to honor the active duty, reserve and civilian women of NAVSO/C4F and share their experiences as women in the military. Guillory praised his staff for their service and pointed out the Navy's goals to increase the percentage of females in the Navy.

"The Navy aims to grow the number of enlisted women from just short of 16 percent, to at least one-quarter of the enlisted ranks by 2037," said Guillory. "Here at Fourth Fleet, we already hit that last goal: Twenty-five percent of our enlisted ranks are female. On the Officer's side, at 18 percent female, we are also ahead of the Navy average of 15 percent, and one quarter of our civilian employees are women. Overall, our staff of 162 military and civilians are 22 percent female. That's not a bad number, but one I would like to see increase."

Many of the female members of NAVSO/C4F are pioneers in their own right, holding the distinction of being the first female to do a variety of missions.

"I was among the first of 80 Navy Coin Edge disc pendant to be stationed on Naval Station, Adak, Alaska (isolated duty) in February 1979," said Intelligence Specialist 1st Class Karen Munce.

Munce recalled during her career, women serving on ships were another 'first.'

"In November of 1983, I was among the first female Sailors to be placed on the USS Hunley (AS-31) out of Holy Loch, Scotland," said Munce. "Women were only placed on tenders at that time - both submarine tenders and destroyer tenders. Now women are on the actual destroyers, and current plans are under way to put women on submarines."

NAVSO/C4F's civilian females also bring a wealth of knowledge and experience to the staff. Rita Braley, NAVSO/C4F deputy for resources, has more than 30 years of experience working for the military, including her time as an enlisted Soldier in the Army.

"In 1978 at Ft. Jackson, S.C., I was assigned to the first coed basic training platoon," said Braley. "My first permanent duty station was at the Florida Phase of the Army Ranger training school and I was the one of two active duty females assigned. There were no active duty females at either the HQ (headquarters) at Ft. Benning or at the Dahlonega, Ga. Mountain Phase. My next duty station was 1st Infantry Div (FWD) Mechanized in Germany and there were only eight females assigned."

"The changes in life for women in the military today are greatly improved and the opportunities for assignments and career fields much wider than when I joined the Army," said Braley. "Women have always been ready to serve our country, but were not always allowed to in the same ways as our male counterparts. There are still many assignments not open for women, but you never know what the future holds."

NAVSO is the naval component command for U.S. Southern Command and is responsible for all maritime assets in the area of responsibility. C4F is the numbered fleet assigned to NAVSO to carry out a variety of missions, including humanitarian assistance and disaster response, counter illicit trafficking operations, and partnership Paloma's X pendant through theater security cooperation activities.For more information please contact: Sarabjit Jagirdar, Email:-

Part of the debate on how to improve corporate governance was around boosting diversity and Elsa Peretti jewelry in the City. Witnesses to the Committee even suggested that greater female representation at senior levels would have made the banking crisis less likely.

Today's report says "the lack of diversity on the boards of many, if not most, of our major financial institutions, may have heightened the problems of 'group-think' and made effective challenge and scrutiny of executive decisions less effective".

Moreover, "a sector which is failing to properly utilise the talents of over half the population clearly has substantial room for improvement", the report says.

This entails looking more widely at the industry structure, to ensure that able women who wish to progress are not held back, which is why the report also examines matters such as the long hours culture, the working environment and access to flexible working and family-friendly practices.

John McFall MP, Chair of the Committee said:

"Our work on the banking crisis highlighted the need for substantial improvement in corporate governance in the City. Diversity at the top is one way to challenge potentially dangerous 'group-think'.

"We are not saying that had women been in charge, the crisis wouldn't have happened, but we are highlighting the fact that women are poorly represented in the financial sector, particularly at senior level.

"Moreover, it can only surely be in the interests of Atlas tiffany institutions themselves to try to boost female representation at senior level and thus try to embed diversity and challenge more deeply into the culture of banking."

The report notes that the challenge is not so much to change the legal framework, but to change practice and, where necessary, culture. The onus is on the City to demonstrate that it is committed to improving the representation of women at senior levels within the industry.

Whilst the Committee does not believe this should be achieved through the introduction of a quota system, it is clear that such pressure will intensify should the industry fail to act.

The report notes with disappointment that the CBI no longer appears to be working on a voluntary pledge to encourage its members to increase the number of women employed at senior levels.

However, the Committee was heartened to hear that the Minister for Trade, Investment and Small Business, had written to the Financial Reporting Council regarding diversity at senior level and today's report urges the FRC to respond as soon as possible.

Mr McFall MP added:

"Not only are there disappointingly few women on boards, there is a significant pay gap in financial services. Most worryingly, there is evidence that the pay gap exists at entry level.

"Detailed figures are in the memorandum we received from the Chartered Management Institute. Our report urges the City to take matters into its own hands and improve gender diversity.

"However, we recommend that the Treasury Committee in the next Parliament monitors this: I am sure it will Cushion tiffany to see evidence that this voluntary approach is yielding results. If it does not, then the pressure for compulsory measures is likely to grow."

Image: iStockphoto

Many women with an elevated risk for osteoporosis-related fractures fail to perceive Frank Gehry jewelry as high risk compared with other women of the same age.

These findings-part of the international Global Longitudinal Study of Osteoporosis in Women (GLOW)-are published in the April 1, 2010, edition of the journal Osteoporosis International. The GLOW study includes data from more than 60,000 women in 10 countries.

Of the 28,000 U.S. women enrolled in GLOW, 3,128 were from Southwest Ohio. University of Cincinnati (UC) professor and UC Health endocrinologist Nelson Watts, MD, led the local arm of GLOW, which found that of the 3,128 women studied, only 40 percent of those with two or more risk factors perceived themselves to be at higher risk for fracture than their age-matched peers.

Of the 60,000 women studied across the globe, one in three (33 percent) with two or more risk factors perceived themselves to be at higher risk for fracture. Risk factors included diagnosis of osteoporosis, previous fracture, low weight, recent falls and parental hip fracture.

Authors of the study say the failure by women to appreciate their personal risk of fracture presents a barrier to receiving appropriate management and safe and effective treatments.

Watts, director of UC's Bone Health and Osteoporosis Center and professor of medicine, says, "Too few patients at risk for osteoporosis are being tested and treated. A fracture can be a life-changing event, and many of the fractures due to osteoporosis could be prevented."

Study authors urge improved education of both physicians and postmenopausal women about osteoporosis risk factors.

Osteoporosis causes bones to become fragile and therefore more likely to break. If left untreated, the disease can progress painlessly until a fracture occurs. One in two women will suffer an osteoporosis-related fracture after age 50. These fractures often carry with them chronic pain, reduced mobility, loss of independence and, especially in the case of hip fracture, an increased risk of death. Because the likelihood of fractures increases substantially with age, fracture numbers are projected to rise as the population ages. Several risk factors for fractures have been identified and should be considered by physicians treating women age 55 and over:

* older age

* low body weight

* parental hip fracture

* personal history of Tiffany Keys (clavicle, arm, wrist, spine, rib, hip, pelvis, upper leg, lower leg, ankle) since age 45

* two or more falls in the past year

* current use of cortisone or prednisone (steroids often prescribed for a number of medical conditions)

* rheumatoid arthritis

* cigarette smoking

* consumption of three or more alcoholic beverages daily.

Other risk factors include a variety of medical conditions and medications. Although tools for diagnosis and risk assessment, including bone density testing and the World Health Organization FRAX fracture risk assessment tool, are widely available, the connection between identified risk factors and serious fracture outcomes is not being made by a majority of women who are at the highest risk. Since many fractures can be prevented by appropriate treatment, it is important that elevated risk be recognized.

GLOW is based at the Center for Outcomes Research at the University of Massachusetts Medical School and is supported by a grant from the Alliance for Better Bone Health (formerly sanofi-aventis and P&G Pharmaceuticals, now sanofi-aventis and Warner Chilcott) and is being directed by the Center for Outcomes Research, University of Massachusetts Medical School. Watts serves and a speaker and consultant for both sanofi-aventis and Warner Chilcott as well as other companies with products to treat osteoporosis.

Watts and UC environmental health researcher Amit Bhattacharya, PhD, recently formed a company based on technology they have developed called "Bone Shock Absorbance." The company, OsteoDynamics, was formed with the help of Integrated BioScience Solutions, LLC (IGBS), and the business incubator BIOSTART, and will develop a new diagnostic tool to test a patient's risk of bone fracture based on the Bone Shock Absorbance concept.

Bone Shock Absorbance is a non-invasive and painless test that measures how the energy associated with simple heel strike by a patient is propagated, absorbed and dissipated as its shock wave moves up a patient's skeleton. The test provides information that measures a patient's bone quality and appears to be a better indicator of fracture Tiffany 1837 than the commonly used methods that simply measure the mineral density of a patient's bones.For more information please contact: Sarabjit Jagirdar

The peer-reviewed Journal of Research on Women and Gender is published by the Center for Paloma Picasso jewelry and Gender Studies and the Women and Gender Research Collaborative at Texas State University-San Marcos. The interdisciplinary journal, offered free annually over the World Wide Web, features research, pedagogical topics and creative projects from scholars around the world, including Texas State faculty. The inaugural issue includes 14 articles on:

* healthcare in Canada for people who are transgender, two-spirit and intersexed

* women sports reporters who fought locker-room discrimination in the 1970s

* gender equity in Zimbabwe

* the writings of Mayan women in the nineteenth century

* female entrepreneurs in the United States

* Ntozake Shange's writings

* women's interpretations of women artists' Tiffany Key Rings videos

* transgender in the writings of playwright/novelist Rachilde

* the life of au pairs in the United States

* Susana Rowson's novel Reuben and Rachel

* representations of female rock climbers

* female eudaimonia and female participation in the economy

* gender differences in responsibility for crimes among CSI victims

* female journalists' experiences of managerial competencies in traditionally male-dominated Nepali newsrooms

"The journal presents an excellent opportunity to showcase critical and creative thinking around issues of local, national, and international importance," said Sandra Mayo, director of the Center for Multicultural and Gender Studies, who organized the Women and Gender Research Collaborative in 2008.

The journal's leadership includes executive editor Kate Peirce, on the faculty of Texas State's School of Journalism and Mass Communication; managing editor Terri Pantuso, Department of English; and production editor Sheila Bustillos Reynolds, Office of the Vice President for Student Affairs. The editorial board includes both Texas State Return to Tiffany and faculty from other institutions representing numerous disciplines. The editors are seeking submissions for the next issue.

More about the journal and its submission guidelines is available by visiting

Underscoring what researchers call a serious international public health concern, results from the Global Tiffany Bangles Study of Osteoporosis in Women (GLOW) reveal that many women at an elevated level of risk for osteoporosis-associated fractures fail to perceive the implications of the risk factors.

The University of Alabama at Birmingham (UAB) is one of 17 GLOW study sites in the world.

Study results showed that among postmenopausal women from 10 countries in Europe, North America and Australia diagnosed with osteoporosis - a condition putting them at high risk for fractures- only 43 percent thought their risk of a fracture was higher than other women their age.

"Additionally, only one in three women in GLOW who reported two or more major risk factors for fracture perceived themselves as being at higher risk for fracture than their age-matched peers," said UAB's Kenneth Saag, M.D., a study investigator and professor of medicine in the Division of Clinical Immunology and Rheumatology.

This latest study from GLOW, which is based at the Center for Outcomes Research at the University of Massachusetts Medical School, was published today, April 2, online in the journal Osteoporosis International and included more than 60,000 postmenopausal women in 10 countries.

"We've found that many women aren't making the connection between their risk factors and the serious consequences of fractures," said the lead author Ethel Siris, M.D., director of the Toni Stabile Osteoporosis Center of the Columbia University Medical Center, New York-Presbyterian Hospital. "Without a clear understanding of their risks, women cannot begin to protect themselves from fracture."

One in two women will suffer an osteoporosis-related fracture after age 50; these fractures often carry with them chronic pain, reduced mobility, loss of independence and - in the case of hip fracture - an increased risk of death. Because the likelihood of fractures increases substantially with age, fracture numbers are projected to rise as the population ages. Osteoporosis-related fractures are an international public health problem; in addition to the human suffering associated with these fractures, they also are the source of enormous health-care costs.

Improved education of physicians and postmenopausal women about osteoporosis risk factors is urgently needed, according to the study authors. Osteoporosis causes bones to become fragile and more likely to break. If left untreated, the disease can progress painlessly until a fracture occurs. Several risk factors for fractures have been identified and should be considered by physicians treating women age 55 and older:

* older age

* low weight

* parental hip fracture

* personal history of fracture (clavicle, arm, wrist, spine, rib, hip, pelvis, upper leg, lower leg, ankle) since age 45

* two or more falls in the past year

* current use of cortisone or prednisone (steroids often prescribed for a number of medical conditions)

* rheumatoid arthritis

* cigarette smoking

* consumption of three or more alcoholic beverages daily.

Other risk factors include a variety of medical conditions and Tiffany Cuff Links. Tools for diagnosis and risk assessment, including bone-density testing and the World Health Organization FRAX fracture risk-assessment tool, are widely available; still, the connection between identified risk factors and serious fracture outcomes is not being made by a majority of women at highest risk. Because many fractures can be prevented by appropriate treatment, it is important that elevated risk be recognized.

"We hope the insight we obtain from GLOW will help physicians and patients work together to identify those at risk for fracture and to enhance understanding of the meaning of that risk," said Siris. "Education is critical if we are to reduce the burden of fractures worldwide."

GLOW is a prospective, international cohort study of women 55 years of age and older who visited their primary-care physician during the two years prior to enrollment in the study. More than 60,000 women were recruited by more than 700 primary-care physicians in 17 cities in 10 countries (Australia, Belgium, Canada, France, Germany, Italy, Netherlands, Spain, United Kingdom and the United States.) GLOW is gathering information on osteoporosis risk factors, treatments, patient behaviors and fracture outcomes during a five-year period. Self-perceived risk of fracture was assessed using a five-point scale ranging from "much lower" to "much higher" risk than other women of the same age.

Of the 28,000 U.S. women who participated in GLOW, 5,061 were enrolled through UAB's internal medicine or family practice clinics. Almost a quarter (23 percent) of these women reported an osteoporosis diagnosis, 23 percent had a previous fracture, 12 percent were low weight, 41 percent reported recent falls and 18 percent a parental hip fracture. Despite the high prevalence of risk factors, only 35 percent of women with two or more major risk factors perceived themselves to be at higher risk of a fracture than their peers. This failure by women to appreciate their personal risk of fracture presents a barrier to them receiving appropriate management and safe, effective treatments.

GLOW is supported by a grant from The Alliance for Better Bone Health (formerly Sanofi-aventis and P&G Tiffany Money Clips, now Sanofi-aventis and Warner Chilcott) and is being directed by The Center for Outcomes

Andrea Murray, Group Director of Strategy at the Equality and Human Tiffany Necklaces Commission, said:

"We welcome the Treasury Committee's report on Women in the City. Much of its findings mirror what the Commission has found during its own inquiry into the finance sector.

"What is clear is that urgent action is needed to address both the barriers that women face in progressing their careers in the finance industry and the gender pay gap - which is larger than any other sector in the economy. A modern Britain should be shocked at a gender pay gap within this sector that is almost twice as bad as the economy-wide gap experienced by women back in the 1970s.

"Finance organisations need to take action to bring down arbitrary barriers and change practices that, intentionally or not, inhibit women's success. As the Committee has recognised, these actions include conducting annual equal pay audits and implementing flexible working practices which employees feel they can take advantage of without damaging their prospects. By doing this, finance organisations have the chance to boost morale, bring on new talent, and maximise the potential of their existing employees.

"The Commission will continue to work with companies in the finance industry and the FSA to take forward the recommendations of the Commission's own inquiry and to support progress in this area."

For more information contact the Equality and Human Rights Commission Media Office on 02031170255, out of hours 07767272818. Notes to editors Inquiry Terms of Reference

The Equality and Human Rights Commission is carrying out an Inquiry into sex discrimination in the financial services sector under section 16 of the Equality Act 2006. The terms of reference are to:

1. Inquire into the gender pay gap and pay trends across the financial services sector

2. Inquire into the extent and nature of sex discrimination in relation to recruitment, terms and conditions, promotion, career paths, retention and workplace culture across the financial services sector

3. Examine measures used by employers and other organisations to address sex discrimination and inequalities in pay and status and to assess the effectiveness of such measures

4. Assess and analyse the differential impact of job losses in the sector

5. Consider any other matters as appear to the Commission to be relevant to the above

6. Make such recommendations as are appropriate.

The Commission's Phase 1 report launched in April 2009 included an analysis of Labour Force Survey and the Annual Survey of Hours and Employment and found that:

* The gender pay gap for annual gross earnings (i.e. all earnings, irrespective of hours) was 60 per cent, much higher than the economy-wide gender pay gap of 42 per cent.

* Based on average full-time annual gross Tiffany Rings the gender pay gap was 55 per cent, compared with 28 per cent overall.

* Based on average full-time hourly pay (excluding overtime), the gap was still comparatively high at 40 per cent versus 17 per cent for Britain generally.

The Commission's Phase 2 report took a detailed look into the pay, policies and practices of 44 organisations employing the equivalent to 22.6 per cent of the workforce in the sector.

This has revealed that bonuses are a significant factor behind the gender pay gap within the organisations with men receiving five times the performance pay of women,

The inquiry delivered a number of key recommendations. These include to:

* Appoint a board member to set the tone, mainstream the issues and drive change.

* Implement a staff training and communications programme on gender equality and diversity and on equal pay to influence the understanding and behaviours of decision-makers within the organisation.

* Incorporate equality and diversity into organisational and individual objectives.

* Develop and carry out non-discriminatory job descriptions and analytical job evaluations that are flexible enough to meet the business' needs but that set a clear framework for recruitment, promotion, pay and reward structure.

* Undertake annual equal pay audits and publish the data.

* Make sure maternity, paternity and parental support schemes are in place and are effective.

* Monitor the implementation and effect of policy on gender equality.For more information please Tiffany Pendants: Sarabjit Jagirdar

Though Carney has had several female officers on board since her commissioning tiffany jewelry the ship allowed enlisted females to become a part of the crew.

After checking onto the ship in April 2009, Chief Yeoman Syretta Revels helped the junior female Sailors make the transition to living aboard ship.

"I wasn't supposed to check on board until June," said Revels. "But I received an e-mail from the Command Master Chief asking me to come early to help with the younger females. I felt very welcomed in the fact they came to me for guidance. I didn't feel at all like I needed to prove myself."

Command Master Chief Ross Cramer said he was happy to see Carney finally bring women aboard even if it did take a little longer than other ships of its kind. -"The ship was built in the era when we were slowly integrating women into combat rolls," he said. "Women were on ships, but they were not directly involved in hostile combat. So, when Carney was built, it was built for men to go into battle, women facilities were not part of the planning."

After a shipyard period in 2008, Carney was prepared to house 42 female Sailors in a newly furbished berthing, -"The integration has gone very well," said Cramer. -"This crew is very close. Once someone checks aboard, we give them a Carney ball cap, and they are family."

In the year following the yard period, the number of enlisted females increased from five to 33, and with a deployment approaching, getting everyone settled in became the number one priority.

"We started to work on a deployment list," said Intelligence Specialist 1st Class Shenna Gaston. "We had a newly furbished berthing so we didn't have to do much in getting anything ready there, but we helped the younger girls make list of things to remember. Anything that would help the deployment be more comfortable for them."

Gaston, along with some of the other females who had made Tiffany Bracelets deployments on other ships, said that the integration was not an issue for them.

"It wasn't anything new for me," said Gaston. "Coming from other ships that have already been integrated makes it easy. As for the younger girls, they seem to be doing well with it also. Seeing as this is a first deployment for a lot of them, they don't know any different so it has worked out well for all of us."

After more than a century of women serving in the U.S. Navy and more than 25 years of women serving aboard ships, the women of Carney have bee hard worked hard in their first year, showing that they belong.

"I actually made it a point to be the first female to earn my Enlisted Surface Warfare pin," said Hospital Corpsman 3rd Class Renee Hotchkiss. "I was also the first female Blue Jacket of the Quarter. I have worked hard, but I have never felt like I had to prove myself. That surprised me because I figured coming to a ship full of males that would be the first thing I had to do, but they welcomed us with open arms."

"Diversity makes us stronger and different opinions brought to the table make for a better decisions," said Cramer. "A Sailor is a Sailor, regardless if they are male or female."

In 1979, 55 female officers and 375 enlisted women were assigned to 21 ships in both the Atlantic and Pacific fleets. The repair ship USS Vulcan (AR 5) was the first Navy ship on which women were deployed. Today, thousands of women are serving in the Navy, ashore and around the fleet. Carney women are proud to be a part of that history.

Carney is attached to the Dwight D. Eisenhower Carrier Strike Group in support of maritime security operations in the U.S. 5th fleet Area of Responsibility.

Carney's mission is to conduct prompt, sustained combat operations at sea in support of U.S. national policy. The ship is Tiffany Earrings to operate independently or as part of a carrier strike group or expeditionary strike group.