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Textron Aviation Names Five 2026 Top Hawk Recipients as Program Enters Its Second Decade of Workforce Impact
WICHITA, Kansas, April 7 -- Textron Aviation, a subsidiary of Textron, posted the following news release on April 6, 2026:
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Textron Aviation names five 2026 Top Hawk recipients as program enters its second decade of workforce impact
Factory-new Cessna Skyhawks (Model 172) to take flight as Textron Aviation names five 2026 Top Hawk recipients--helping train the next generation of pilots
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Textron Aviation Inc., a Textron Inc. (NYSE:TXT) company, today announced Brazos Valley Flight Services, Executive Air Taxi Corporation, Fairmont State University, Sterling Flight Training and Victors
... Show Full Article
WICHITA, Kansas, April 7 -- Textron Aviation, a subsidiary of Textron, posted the following news release on April 6, 2026:
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Textron Aviation names five 2026 Top Hawk recipients as program enters its second decade of workforce impact
Factory-new Cessna Skyhawks (Model 172) to take flight as Textron Aviation names five 2026 Top Hawk recipients--helping train the next generation of pilots
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Textron Aviation Inc., a Textron Inc. (NYSE:TXT) company, today announced Brazos Valley Flight Services, Executive Air Taxi Corporation, Fairmont State University, Sterling Flight Training and VictorsAviation as its 2026 Top Hawk program recipients, continuing a legacy that has placed 55 factory-new Cessna Skyhawks in training environments since the program launched in 2015.
Now entering its second decade, Top Hawk is one of the industry's longest running manufacturer school partnerships. Designed to support aviation workforce development, the program loans custom branded, factory new Skyhawks to selected organizations for one year, giving students access to the world's most popular training aircraft and helping schools modernize their fleets with advanced avionics and safety features.
"Top Hawk has grown into a powerful engine for pilot development," said Chris Crow, vice president, Piston & Utility Sales. "These organizations demonstrate strong student engagement, high training utilization and a commitment to growing the next generation of aviators. More than 1,000 students have already trained in Top Hawk aircraft over the past decade, and this year's class will build on that impact."
Program fuels national pilot pipeline
Top Hawk was created to help aviation schools meet rising pilot demand and to expand access to modern training aircraft. Industry forecasts have projected a need for more than 200,000 new pilots over the coming decade, strengthening demand for high quality training equipment and advanced cockpit technology.
Each Top Hawk aircraft is typically the most utilized plane in a school's fleet during its year of service. Early program recipients logged more than 1,300 flight hours in less than a year, demonstrating how heavily the aircraft are used in collegiate and commercial training missions.
Beyond training, schools often use their Top Hawk aircraft for community outreach, including discovery flights, airshow appearances and youth aviation days that expose thousands of young people to flight each year.
A decade of results
Since 2015, the Top Hawk program has delivered measurable benefits to participating universities, flight schools and training centers across the United States and abroad:
* 55 new Skyhawks placed with training organizations
* 1,000+ student pilots trained, with many advancing to roles as flight instructors, airline pilots and military aviators
* Recipients across nearly 30 states and the program's first international partner added in 2025
* Modernized fleets that introduce students to Garmin G1000 NXi avionics, ADSB and angle-of-attack safety technology
* Increased school visibility and enrollment through local media coverage, campus events and participation in national competitions
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About the Cessna Skyhawk
The Cessna Skyhawk is considered the aircraft of choice for pilot training, and it is the most popular single-engine aircraft in aviation history. Since the aircraft first took flight in 1955, over 45,000 Skyhawks have been delivered to customers around the world - more than any other aircraft in the industry. The single-engine four-seat, high-wing Skyhawk is renowned for offering the best combination of modern features, including the Garmin G1000 NXi avionics with wireless connectivity, a standard angle-of-attack display system, and proven dependability. The aircraft also features a McCauley Propeller Systems aluminum fixed pitch propeller. Learn more about the Cessna Skyhawk at cessna.txtav.com.
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About Textron Aviation Inc.
We have been inspiring the journey of flight for nearly 100 years. Textron Aviation Inc., a Textron Inc. company, has empowered our collective talent across the Beechcraft, Cessna, Hawker and Pipistrel brands to design and deliver the best aviation experience for our customers. With a range that includes everything from business jets, turboprops, light and high-performance pistons, to special mission, military trainer and defense aircraft, Textron Aviation has the most versatile and comprehensive aviation product portfolio in the world and a workforce that has produced more than half of all general aviation aircraft worldwide. Customers in more than 170 countries rely on our legendary performance, reliability and versatility, along with our trusted global customer service network, for affordable, productive and flexible flight. For more information, visit www.txtav.com.
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About Textron
Textron Inc. is a multi-industry company that leverages its global network of aircraft, defense, industrial and finance businesses to provide customers with innovative solutions and services. Textron is known around the world for its powerful brands such as Bell, Cessna, Beechcraft, Pipistrel, Jacobsen, Kautex, Lycoming, E-Z-GO, and Textron Systems. For more information, visit: www.textron.com.
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Certain statements in this press release may project revenues or describe strategies, goals, outlook or other non-historical matters; these forward-looking statements speak only as of the date on which they are made, and we undertake no obligation to update them. These statements are subject to known and unknown risks, uncertainties, and other factors that may cause our actual results to differ materially from those expressed or implied by such forward-looking statements.
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About Textron Aviation Inc.
We have been inspiring the journey of flight for nearly 100 years. Textron Aviation Inc., a Textron Inc. company, has empowered our collective talent across the Beechcraft, Cessna, Hawker and Pipistrel brands to design and deliver the best aviation experience for our customers. With a range that includes everything from business jets, turboprops, light and high-performance pistons, to special mission, military trainer and defense aircraft, Textron Aviation has the most versatile and comprehensive aviation product portfolio in the world and a workforce that has produced more than half of all general aviation aircraft worldwide. Customers in more than 170 countries rely on our legendary performance, reliability and versatility, along with our trusted global customer service network, for affordable, productive and flexible flight. For more information, visit www.txtav.com.
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Original text here: https://media.txtav.com/263838-textron-aviation-names-five-2026-top-hawk-recipients-as-program-enters-its-second-decade-of-workforce-impact/
[Category: BizAerospace]
Littler Issues Commentary: UK Government Confirms Commitment to Introduce Mandatory Ethnicity and Disability Pay Gap Reporting for Large Employers
SAN FRANCISCO, California, April 7 -- Littler, a law firm, issued the following commentary on April 6, 2026, by senior associate Donall Breen:
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UK Government Confirms Commitment to Introduce Mandatory Ethnicity and Disability Pay Gap Reporting for Large Employers
At a Glance
* The UK Government confirmed its commitment to introduce mandatory ethnicity and disability pay gap reporting for large employers (with 250 or more employees).
* No specific time frame for the changes has been provided. For the Government to introduce mandatory ethnicity and disability pay gap reporting for large
... Show Full Article
SAN FRANCISCO, California, April 7 -- Littler, a law firm, issued the following commentary on April 6, 2026, by senior associate Donall Breen:
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UK Government Confirms Commitment to Introduce Mandatory Ethnicity and Disability Pay Gap Reporting for Large Employers
At a Glance
* The UK Government confirmed its commitment to introduce mandatory ethnicity and disability pay gap reporting for large employers (with 250 or more employees).
* No specific time frame for the changes has been provided. For the Government to introduce mandatory ethnicity and disability pay gap reporting for largeemployers, it will need to make primary legislation and regulations.
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As part of its "Plan to Make Work Pay," the UK Government pledged to introduce mandatory ethnicity and disability pay gap reporting for large employers via a draft Equality (Race and Disability) Bill. A public consultation ran from March to June 2025 on the proposals (see our article at the time).
On March 25, 2026, the Government confirmed its commitment to introduce mandatory ethnicity and disability pay gap reporting for large employers (with 250 or more employees). The announcement was accompanied by publication of the Government's response to its consultation along with draft legislation.
The timeline for implementation has not been set, but this response shows a clear commitment from the Government - which would make the UK one of the first countries in the world to require reporting of this kind.
This article breaks down what these changes will mean for employers.
Background
Currently, mandatory pay gap reporting rules apply to certain employers in respect of gender pay gaps only. Large employers (with 250 or more employees) are required to publicly report specific gender pay gap information annually.
As part of the Employment Rights Act 2025 (ERA 2025) reforms, from 2027 the Government will also be requiring large employers to publish an equality action plan alongside their gender pay gap reports (see our article and Reform Hub for more).
The consultation in 2025 proposed introducing mandatory ethnicity and disability pay gap reporting for large employers, using a similar framework to that already in place for gender pay gap reporting (but with distinct considerations for ethnicity and disability, particularly with regards to data collection and analysis).
Mandatory Ethnicity and Disability Reporting Framework
The Government's consultation response says that its decision to introduce mandatory ethnicity and disability pay gap reporting will "help increase transparency of pay disparities in the workforce, allow inequalities to be exposed, and encourage actions to break down barriers in recruitment, retention and progression of ethnic minority and disabled employees."
While the Government recognised employers' concerns about the additional burden these new requirements may impose, it explains it is seeking to reduce this impact by aligning, wherever possible, the ethnicity and disability pay gap reporting with the existing mandatory gender pay gap reporting framework. For example:
* Using the same geographic scope - this means that private and voluntary sector employers in Great Britain (England, Wales and Scotland), public sector bodies in England, and certain public authorities operating across Great Britain in relation to non-devolved functions, will be in scope - provided they have 250 or more employees.
* Requiring the same six calculations - which include both the mean and median differences in average hourly pay, pay quarters (the percentage of employees in four equally-sized groups, ranked from highest to lowest hourly pay), both the mean and median differences in bonus pay and the percentage of employees receiving bonus pay.
* Using the same "snapshot" dates for collecting pay information and statutory reporting dates and the same online reporting service - for large employers in the private and voluntary sectors this means using a snapshot date of April 5 and for large public bodies in England, March 31. The reporting deadlines would be April 4 and March 30, respectively. The response also confirms the intention to require use of the same reporting service.
* Using the same enforcement mechanisms - the Equality and Human Rights Commission (EHRC) will be responsible for enforcing reporting annually, however, comments were made in responses that there should be "further accountability" placed on employers (including monitoring of how employers work to decrease pay gaps and implement their action plans). In response to this, the Government has said it will work further with the EHRC.
* Introducing mandatory action plans - as noted above, the Government is introducing via the ERA 2025 and associated regulations and guidance, the requirement to publish equality action plans for gender pay gap reporting. The Government has confirmed that large employers will also need to publish action plans to tackle ethnicity and disability pay gaps as part of mandatory ethnicity and disability pay gap reporting. However, the approach will be harmonised so that employers can produce a single equality action plan on the same service covering sex, race (including ethnicity) and disability when all the reporting requirements are in force.
Workforce Reporting and Declaration Rates
Of course, there are some key differences with ethnicity and disability reporting due to the complexity of the data that needs to be collected and analysed. It is for this reason that the Government has also said that it will include the following requirements to provide additional context to the figures:
* Workforce reporting - i.e., reporting the overall breakdown of their workforce ethnicity and disability pay.
* Reporting declaration rates - i.e., including details of employees who did not disclose their ethnicity and/or disability, on the basis that employers do not generally hold ethnicity and disability data about their employees.
Ethnicity Data Collection and Calculations
The Government's proposed approach for ethnicity data collection and calculations for mandatory ethnicity pay gap reporting is as follows:
* Employees' ethnicity data must be collected voluntarily with a "prefer not to say" option, using the questions set out in the GSS harmonised ethnicity standard (noting guidance will be needed as there are slightly different questions across England, Wales and Scotland).
* Employers should report a binary comparison as a minimum, provided they have the minimum threshold of employees to make the comparison without compromising confidentiality/data privacy. The binary comparison will be between White (including White Other) with all other ethnic groups combined. Where possible and the minimum employee thresholds in each group are met, employers will also be required to report comparisons between five broad ethnic groups (White, Asian or Asian British, Black/Black British/Caribbean or African, Mixed or multiple ethnic groups, Other ethnic groups). The White ethnic group would be the main "comparator" against which the other four groups would be compared. Employers are encouraged to conduct a more detailed analysis where possible.
* A de minimis threshold for reporting will be applied for employees in each ethnic group for data privacy and identification reasons. A threshold of 10 employees was suggested, however the Government is considering this further in conjunction with the Information Commissioner's Office (ICO).
Disability Data Collection and Calculations
The Government's proposed approach for disability data collection and calculations for mandatory disability pay gap reporting is as follows:
* Employees' disability data must be collected voluntarily with a "prefer not to say" option.
* Disability will be defined in line with the Equality Act 2010 definition as the basis for identification - although the Government has said it will use "careful consideration" of the language used to collect disability data to help respondents ensure a consistent understanding of how this definition is applied.
* Employers should report on disability using a binary approach, reporting on differences in pay between disabled employees and non-disabled employees.
* A de minimis threshold for reporting will be applied for employees in each category for data privacy and identification reasons. As for ethnicity, a threshold of 10 employees was suggested, however the Government is considering this further in conjunction with the ICO.
Impacts
This proposal represents a ground-breaking piece of pay transparency legislation, which is largely unprecedented worldwide. Further guidance is awaited, however there are a few areas in particular that raise potential complexities for employers:
* Data privacy - a minimum dataset of 10 is being considered by the Government as a way to safeguard the personal data of respondents, however this remains under review. The input of the ICO in this respect will be welcomed to help employers understand how to balance their data privacy obligations against the requirement to report statistics for potentially small groupings of employees.
* Data security - employers will need to collect and process large volumes of special category personal data in a way they have not done in the past. It will therefore be critical for employers to ensure that appropriate technical and organisational safeguards are in place to manage this data.
* Response rate - it remains to be seen to what extent employees will be willing to disclose their ethnicity and health data to employers for the purposes of reporting these statistics. Unlike gender data, which employers are required to collect in any event, this data will need to be collected on a voluntary basis. The Government has said it will not impose a minimum declaration threshold, but intends to produce specific guidance for employers on how they can improve declaration rates.
* Communications strategy - employers will need to consider their communications strategy when it comes to reporting their statistics and action plans. These statistics and the public discussions surrounding them are likely to draw high media interest and scrutiny by internal and external stakeholders.
* Pay transparency - with the upcoming implementation of the EU's Pay Transparency Directive, and global drives towards greater gender pay reporting and transparency, multinational employers are increasingly needing to have a well prepared and thorough strategy on how they approach pay structures, job architecture and pay reporting. These new reporting requirements will add an additional layer of complexity for which organisations will need to consider preparing sooner rather than later.
Next Steps
No specific time frame for the changes has been provided. For the Government to introduce mandatory ethnicity and disability pay gap reporting for large employers, it will need to make primary legislation and regulations. The consultation response sets out draft clauses, but these are high-level regulation-making powers and so the details are not provided. The Government has also confirmed that it will provide guidance and practical tools, including how to improve employee declaration rates, step-by-step guidance on how to make calculations and advice on how to address ethnicity and disability pay gaps.
These reforms had been promised in the King's Speech in July 2024 as part of the broader Equality (Race and Disability) Bill. This Bill may also include equal pay and pay transparency laws for race and disability following a call for evidence in April 2025 (see our articles here and here). It is unclear whether the Government still plans on bringing in legislation to cover all of these changes together and therefore when these changes will come into force.
However, the commitment from the Government is clear - this change is coming.
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Authors
Donall Breen
Senior Associate
London
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Original text here: https://www.littler.com/news-analysis/asap/uk-government-confirms-commitment-introduce-mandatory-ethnicity-and-disability
[Category: BizLaw/Legal]
Leonardo DRS Schedules First Quarter 2026 Earnings Conference Call for May 5, 2026
ARLINGTON, Virginia, April 7 -- Leonardo DRS, a company that says it provides advanced defense technology to U.S. national security customers and allies around the world, issued the following news release on April 6, 2026:
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Leonardo DRS Schedules First Quarter 2026 Earnings Conference Call for May 5, 2026
Leonardo DRS, Inc. (Nasdaq: DRS) has scheduled a conference call for Tuesday, May 5, 2026 beginning at 10:00 a.m. (ET) to discuss its first quarter 2026 results. The company plans to issue its quarterly earnings press release prior to the conference call.
The live audio broadcast of Leonardo
... Show Full Article
ARLINGTON, Virginia, April 7 -- Leonardo DRS, a company that says it provides advanced defense technology to U.S. national security customers and allies around the world, issued the following news release on April 6, 2026:
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Leonardo DRS Schedules First Quarter 2026 Earnings Conference Call for May 5, 2026
Leonardo DRS, Inc. (Nasdaq: DRS) has scheduled a conference call for Tuesday, May 5, 2026 beginning at 10:00 a.m. (ET) to discuss its first quarter 2026 results. The company plans to issue its quarterly earnings press release prior to the conference call.
The live audio broadcast of LeonardoDRS's conference call with corresponding press release and supplemental information will be available on the company's investor relations website. To attend the conference call or webcast, participants should register online at https://investors.leonardodrs.com.
A replay will be available on the company's website approximately two hours after the conclusion of the conference call and will remain available for 90 days.
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About Leonardo DRS
Headquartered in Arlington, VA, Leonardo DRS, Inc. is an innovative and agile provider of advanced defense technology to U.S. national security customers and allies around the world. We specialize in the design, development and manufacture of advanced sensing, network computing, force protection, and electric power and propulsion, and other leading mission-critical technologies. Our innovative people are leading the way in developing disruptive technologies for autonomous, dynamic, interconnected, and multi-domain capabilities to defend against new and emerging threats. For more information and to learn more about our full range of capabilities, visit www.LeonardoDRS.com.
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Forward-Looking Statements
This communication contains statements that constitute "forward-looking statements" within the meaning of the Private Securities Litigation Reform Act of 1995. Those statements reflect current expectations, assumptions and estimates of future performance and economic conditions. The company cautions investors that any forward-looking statements are subject to risks and uncertainties that may cause actual results and future trends to differ materially from those matters expressed in or implied by such forward-looking statements.
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Original text here: https://www.leonardodrs.com/news/press-releases/leonardo-drs-schedules-first-quarter-2026-earnings-conference-call-for-may-5-2026/
[Category: BizNational Defense]
Kilpatrick Attorneys Named to Law360's 2026 Editorial Advisory Boards
ATLANTA, Georgia, April 7 -- Kilpatrick Townsend and Stockton, a law firm, issued the following news release on April 6, 2026:
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Kilpatrick Attorneys Named to Law360's 2026 Editorial Advisory Boards
Kilpatrick announced today that 10 of the Firm's attorneys have been named to Law360's 2026 Editorial Advisory Boards. Kilpatrick continues to rank among the top firms with the most editorial board members. Members of the editorial advisory board provide feedback on Law360's coverage and expert insight on how best to shape future coverage.
The following attorneys were named editorial advisory
... Show Full Article
ATLANTA, Georgia, April 7 -- Kilpatrick Townsend and Stockton, a law firm, issued the following news release on April 6, 2026:
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Kilpatrick Attorneys Named to Law360's 2026 Editorial Advisory Boards
Kilpatrick announced today that 10 of the Firm's attorneys have been named to Law360's 2026 Editorial Advisory Boards. Kilpatrick continues to rank among the top firms with the most editorial board members. Members of the editorial advisory board provide feedback on Law360's coverage and expert insight on how best to shape future coverage.
The following attorneys were named editorial advisoryboard members:
Carrie Barbee joins Law360's 2026 California Editorial Advisory Board. Ms. Barbee, Office Managing Partner of the Firm's Los Angeles office, focuses her practice on policing and enforcing trademarks and copyrights - through both pre-litigation enforcement and enforcement litigation - for companies across industries, including some of the world's largest technology and consumer products companies. She has designed and implemented intellectual property enforcement programs protecting against all types of copyright and trademark violations, including counterfeiting, gray market, infringement, phishing, hacking, and cybersquatting
Steve Berlin joins Law360's 2026 North Carolina Editorial Advisory Board for the third consecutive year. Office Managing Partner of the Firm's Winston-Salem office, Mr. Berlin has significant experience in several areas of environmental law, including environmental litigation, business transactions involving environmental issues and environmental compliance matters. Since joining the Firm, he has worked in most areas of environmental litigation, both in federal and state courts with an emphasis on private environmental costs recovery actions and representations of potentially responsible parties at Superfund sites and RCRA issues.
Tamara Caldas joins Law360's 2026 Access to Justice Editorial Advisory Board for the third consecutive year. Ms. Caldas heads the Firm's Pro Bono Program and leads the Firm's attorneys in providing pro bono legal services to low-income clients, community groups and nonprofit organizations.
Lauren Ferrante joins Law360's 2026 State & Local Tax Editorial Advisory Board. Ms. Ferrante, Counsel in the Firm's Chicago office, focuses her practice on state and local taxation. She represents clients at all stages of state and local controversy disputes at the audit, administrative, and judicial levels. She also counsels clients on planning, transactional, and compliance matters with respect to various state and local tax issues. In particular, Lauren has extensive experience defending clients against qui tam (False Claims Act) claims filed in the state tax arena.
John Jett joins Law360's 2026 Telecommunications Editorial Advisory Board for the second consecutive year. Mr. Jett, Partner in the Firm's Atlanta office, represents plaintiffs and defendants in commercial and intellectual property litigation before state and federal courts as well as in arbitration. John primarily works with clients operating at the intersection of two or more of the technology, financial, telecommunications, franchising, and entertainment industries.
John Livingston joins Law360's 2026 Real Estate Editorial Advisory Board for the second consecutive year. As Partner in the Firm's Raleigh office, he is leader of the Firm's Real Estate Investment and Development Team and a member of the Firm's Energy Team. He devotes his practice to sustainable development, including mixed-use projects, LEED certified projects, and renewable energy transactions.
Hillary Rightler joins Law360's 2026 White Collar Editorial Advisory Board. Ms. Rightler, based in the Firm's Atlanta office, focuses her practice on white collar criminal defense matters including internal, criminal, and SEC investigations. Hillary has experience representing both individuals and corporations in handling government enforcement issues, including the Foreign Corrupt Practices Act, the False Claims Act (including government contracting and healthcare matters), Civil Investigative Demands, securities fraud allegations, and grand jury investigations.
Rachel Saimons joins Law360's 2026 Native American Editorial Advisory Board for the third consecutive year. Based in the Seattle office, she focuses her practice on litigation, including Native American Affairs and Labor & Employment-related matters. Ms. Saimons has represented tribes and tribal entities in all stages of litigation before state, federal, and tribal courts in a variety of matters.
Burleigh Singleton joins Law360's 2026 Georgia Editorial Advisory Board for the third consecutive year. Mr. Singleton serves as the Managing Partner of the Firm's Atlanta office. He represents clients in a variety of commercial disputes, including commercial real estate matters, transactional/cross-border litigation, partnership disputes, business torts, and contract claims.
Roger Wylie joins Law360's 2026 Washington Editorial Advisory Board for the second consecutive year. Mr. Wylie is the Managing Partner of the Firm. He focuses his practice on patent prosecution and counseling and advises start-up and established corporations, venture investors, and other intellectual property stakeholders on all aspects of patent prosecution and acquisition, counseling, licensing, and litigation.
Learn more at www.ktslaw.com and follow the Firm on LinkedIn for the latest updates.
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Original text here: https://ktslaw.com/en/insights/news/news%20release/2026/3/kilpatrick%20attorneys%20named%20to%20law360s%202026%20editorial%20advisory%20boards
[Category: BizLaw/Legal]
Kathleen Keen Named 2026 BusinessWoman of the Year Honoree
WATERTOWN, Massachusetts, April 7 [Category: BizEngineering] -- Vanasse Hangen Brustlin Inc., a provider of transportation planning, engineering, design, land development and environmental services, posted the following news:
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Kathleen Keen Named 2026 BusinessWoman of the Year Honoree
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Kathleen Keen, Gulf Coast Managing Director, has been named a 2026 BusinessWoman of the Year honoree by the Tampa Bay Business Journal. Kathleen was recognized alongside 29 other leaders at an awards celebration on March 27 at the Hilton Tampa Downtown.
The annual BusinessWoman of the Year program honors
... Show Full Article
WATERTOWN, Massachusetts, April 7 [Category: BizEngineering] -- Vanasse Hangen Brustlin Inc., a provider of transportation planning, engineering, design, land development and environmental services, posted the following news:
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Kathleen Keen Named 2026 BusinessWoman of the Year Honoree
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Kathleen Keen, Gulf Coast Managing Director, has been named a 2026 BusinessWoman of the Year honoree by the Tampa Bay Business Journal. Kathleen was recognized alongside 29 other leaders at an awards celebration on March 27 at the Hilton Tampa Downtown.
The annual BusinessWoman of the Year program honorswomen who are shaping the Tampa Bay region through professional excellence, leadership, and community impact. Kathleen's selection reflects her growing influence across Florida's infrastructure, planning, and development landscape, as well as her commitment to building strong teams and lasting partnerships.
"Kathleen made a bold move from Boston to Tampa to lead VHB's Gulf Coast operations, and that decision speaks to both her leadership and her belief in this market," said Matt Lamb, Southeast Regional Manager. "Her ability to lead high-performing teams while strengthening client relationships has made a meaningful impact."
Kathleen's leadership extends beyond project delivery. She serves as a corporate director for VHB Cares, the firm's employee-led community engagement program, helping guide fundraising and volunteer initiatives that connect VHB employees with causes across the communities they serve.
A 16-year VHB veteran who began her career as a Cooperative Education student, Kathleen's journey reflects a deep commitment to mentorship, service, and professional growth, qualities that continue to shape her impact across Tampa Bay and beyond.
Learn more about the BusinessWoman of the Year awards and this year's honorees.
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Original text here: https://www.vhb.com/news/kathleen-keen-businesswoman-of-the-year/
His Former Commanding Officer is Now His Junior?! Park Hyung-sik and Park Gyu-young to Star in Netflix's Role-Reversal Rom-Com 'Fall In! Love'
LOS GATOS, California, April 7 -- Netflix, a content provider, issued the following news:
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His Former Commanding Officer is Now His Junior?! Park Hyung-sik and Park Gyu-young to Star in Netflix's Role-Reversal Rom-Com 'Fall in! Love'
Netflix has confirmed production of its new romantic comedy Fall in! Love, starring Park Hyung-sik and Park Gyu-young. This role-reversal office romance follows Jung-seok, the flawless CEO of an outdoor camping brand, whose orderly life is shaken when his former military superior A-mi, a.k.a 'Viper', joins his company as a rookie employee.
Once a timid soldier,
... Show Full Article
LOS GATOS, California, April 7 -- Netflix, a content provider, issued the following news:
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His Former Commanding Officer is Now His Junior?! Park Hyung-sik and Park Gyu-young to Star in Netflix's Role-Reversal Rom-Com 'Fall in! Love'
Netflix has confirmed production of its new romantic comedy Fall in! Love, starring Park Hyung-sik and Park Gyu-young. This role-reversal office romance follows Jung-seok, the flawless CEO of an outdoor camping brand, whose orderly life is shaken when his former military superior A-mi, a.k.a 'Viper', joins his company as a rookie employee.
Once a timid soldier,Jung-seok has reinvented himself as a confident, self-made leader. But his composure is tested when A-mi, once a legendary Special Forces officer, struggles to find her footing in civilian life, and in his office. The reunion of these two, now as CEO and an entry-level employee, sets the stage for an unpredictable, high-stakes romantic tug-of-war.
Park Hyung-sik (Strong Girl Bong-soon, Suits, Happiness, Doctor Slump) brings both charm and humor to Jung-seok's transformation from nervous recruit to polished CEO. Park Gyu-young (Sweet Home, Celebrity, Squid Game, A Good Day to Be a Dog) plays A-mi with boldness and depth, showcasing a new side of herself as a tough but endearing newcomer.
The series is helmed by director Nam Seong-woo, renowned for weaving natural emotional arcs into high-concept premises, as seen in My Lovely Liar and My Roommate Is a Gumiho. The script is penned by Kim Ha-na, the writer behind fan-favorites like Heartbeat and My Secret Romance, promising a perfect blend of heart-fluttering moments and relatable humor.
A role-reversal, hilariously eventful romantic comedy between former superior and subordinate -- Fall in! Love premieres exclusively on Netflix.
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Original text here: https://about.netflix.com/en/news/fall-in-love-production-announcement
[Category: Media]
'Building a Better Future': UCLA Receives $33 Million to Address LA's Youth Mental Health Crisis
LOS ANGELES, California, April 7 -- The UCLA Health issued the following news release:
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'Building a better future': UCLA receives $33 million to address LA's youth mental health crisis
Ballmer Group investment supports academic, clinical training that will bring more Bruin practitioners into local communities
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More young Californians than ever are reporting mental health issues, with wide disparities in access to support, particularly in low-income, underserved "behavioral health care deserts." At the same time, a critical workforce shortage persists -- both in the number of available
... Show Full Article
LOS ANGELES, California, April 7 -- The UCLA Health issued the following news release:
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'Building a better future': UCLA receives $33 million to address LA's youth mental health crisis
Ballmer Group investment supports academic, clinical training that will bring more Bruin practitioners into local communities
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More young Californians than ever are reporting mental health issues, with wide disparities in access to support, particularly in low-income, underserved "behavioral health care deserts." At the same time, a critical workforce shortage persists -- both in the number of availableprofessionals and in the level of training needed to effectively serve these diverse Los Angeles communities -- limiting access to care that can be lifesaving.
Thanks to a $33 million award from the philanthropic organization Ballmer Group, UCLA will address this issue by broadening its efforts to improve youth mental health across Los Angeles. Beginning this fall, the university intends to launch or expand three coordinated initiatives across campus. These initiatives -- designed to leverage UCLA's robust population of undergraduate, graduate, medical and postdoctoral trainees eager to be part of the solution -- will increase access to training, academic resources and early-career opportunities, ultimately strengthening and enlarging the pipeline of current and future professionals who are able to prevent and respond to youth mental health issues.
Funding will be distributed across three distinguished programs: the department of psychology in the UCLA College, the department of social welfare at the UCLA Luskin School of Public Affairs and the department of psychiatry and biobehavioral sciences at the David Geffen School of Medicine at UCLA. Additionally, the investment will build on UCLA's longstanding Public Partnership for Wellbeing training and professional development programs with the Los Angeles County Department of Mental Health, administered by the Jane and Terry Semel Institute for Neuroscience and Human Behavior at UCLA.
"UCLA is not just a university in Los Angeles, it is a university of Los Angeles -- so it is critical for us to address the growing youth mental health crisis in our community," said UCLA Chancellor Julio Frenk. "The generosity of Ballmer Group will enable UCLA to equip more professionals with the skills and deep knowledge needed to care for young people and their families."
This grant is part of an overall $110 million investment that Ballmer Group simultaneously made to Cal State Los Angeles and Cal State Dominguez Hills. Addressing a significant portion of Los Angeles County's projected workforce need, the three universities will support almost 2,600 new behavioral health graduates by 2031, with exponentially more on the horizon.
A campuswide push to expand compassionate, informed care
The three selected Bruin programs are ideally positioned across UCLA and throughout LA communities to make the most of this investment, which dovetails with the spirit of UCLA's Hope Connects Us student mental health campaign as well as recent gifts to UCLA from Stewart and Lynda Resnick and Rose and Allen Nelson to advance mental health care and research.
The department of psychology -- UCLA's largest undergraduate program -- intends to use its portion of the funding to support and expand a new minor in youth behavioral health, led by Bruce Chorpita, a professor of psychology and of psychiatry and biobehavioral sciences.
Through its highly innovative curriculum and internships in community settings, the minor will prepare students for careers in behavioral health at an even greater scale. Students who complete the minor will have met all the requirements for the California Wellness Coach credential, as well as the majority of hours required for the Managing and Adapting Practice therapist credential -- currently the most in-demand youth public behavioral health credential in LA County.
"We are grateful for and energized by this exciting chapter for our psychology department," said Tracy Johnson, dean of the life sciences division in the UCLA College. "Every student UCLA empowers with the knowledge, empathy and skills they need to create meaningful change in the lives of individuals and communities benefits us all. Together, we're building a better future of expanded access to compassionate, informed care."
UCLA Luskin's social welfare department will increase the pipeline of licensed clinical professionals providing youth with behavioral health and well-being services. This effort, guided by Poco Kernsmith, professor and chair of the department, will involve simultaneously developing fellowships, more hands-on training opportunities and expanded partnerships with community nonprofits to support innovative prevention and intervention programs.
"We are absolutely delighted and grateful to Ballmer Group for making this transformational investment in UCLA Luskin, where our department of social welfare is dedicated to tackling a worsening youth mental health crisis in our country," said Anastasia Loukaitou-Sideris, the school's interim dean. "The fellowships from the grant will train the best and brightest social workers, equipping them with the knowledge and tools to improve community mental health in our city and beyond."
The David Geffen School of Medicine will use its portion of the grant to further prepare and empower postdoctoral trainees to help shape the mental health treatment landscape of Southern California.
Under the leadership of Dr. Helena Hansen, interim chair of the medical school's department of psychiatry and biobehavioral sciences, the invesment will enhance three fellowships currently run by the department: the child and adolescent psychiatry fellowship, the child-focused public psychiatry fellowship and the recently launched child psychology postdoctoral community-focused fellowship.
"We are deeply grateful for Ballmer Group's generous investment, which expands our ability to recruit and train exceptional postdoctoral fellows," said Dr. Steven Dubinett, dean of the Geffen School of Medicine. "This grant will strengthen our partnership with the LA County Department of Mental Health and build a robust pipeline of future leaders skilled in policy advocacy and prepared to serve underresourced communities. It will have a lasting impact on the accessibility and quality of mental health care across our region."
Looking forward
UCLA's new collaboration with Ballmer Group -- which acknowledges and builds on the university's deep ties across Southern California and its active engagement with the region's diverse communities -- will help magnify the critical impact of the departments of psychology, social welfare, and psychiatry and biobehavioral sciences, along with the Semel Institute, in educating future practitioners and addressing regional mental health challenges.
"Los Angeles County's youth mental health crisis demands a stronger pipeline of clinicians and community-based providers -- and that starts with training, early-career opportunities and partnerships that meet young people where they are," said Kim Pattillo Brownson, director of strategy, policy and partnerships for Ballmer Group Los Angeles. "UCLA's ability to bring together world-class research, workforce development and deep community collaboration makes it a powerful partner in expanding access to care for families and communities across Los Angeles County."
With hundreds of UCLA students at every level projected to take part in the new and enhanced programs beginning this fall -- from undergraduate education and graduate student training to advanced clinical preparation -- the impact will be felt immediately, UCLA officials said. And the new investment is expected to spark even farther-reaching collaborations, signaling an important step toward realizing a more holistic and impactful approach that elevates all aspects of mental health care for young people across the region.
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Original text here: https://www.uclahealth.org/news/release/building-better-future-ucla-receives-33-million-address-las
[Category: Medical]
