Monthly Archives: March 2022

South Dakota State Extension

SDSU Extension and Molly Barari, EdD, South Dakota Humanities Scholar, will host an obituary writing workshop on April 7 from noon to 2:00 p.m. CDT via Zoom.

Benjamin Franklin said, "Nothing is certain in this world except death and taxes." In this interactive workshop, participants will learn how to write a basic obituary, capturing significant life milestones and events. However, different styles of obituaries will be presented. Barari will provide writing prompts to help identify important life milestones, and teach participants to ensure that the obituary reflects their personalities.

No matter how old you are, its important to start drafting an obituary document, said Barari. That way, its available for your family and loved ones when its needed. Most importantly, writing your own obituary gives you the opportunity to tell your life story in your own words.

Adults of all ages are welcome to attend, and are encouraged to have a notebook and pen or digital writing program available.

The workshop is free of cost, and those interested can register by visiting theSDSU Extension events pageand searching for Heirlooms. A Zoom link will be sent via email to those who have registered to join the workshop. Technical support will be available by logging on 30 minutes prior to the class start time.

This program was made possible by the South Dakota Humanities Council, an affiliate of the National Endowment for the Humanities. Space is limited, so early registration is encouraged.

For more information about the instructor, visitwww.mollybarari.com.

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SDSU Extension to Host Virtual Obituary Writing Workshop - Farm Forum

ELEVATE UC 52 met the co-primary endpoints of clinical remission at both weeks 12 and 52 and all key secondary endpoints

- Etrasimod demonstrated a safety profile consistent with previous studies

NEW YORK--(BUSINESS WIRE)--

Pfizer Inc. (NYSE: PFE) today announced positive top-line results from a second Phase 3 study of etrasimod, an investigational, oral, once-a-day, selective sphingosine 1-phosphate (S1P) receptor modulator in development for the treatment of moderately to severely active ulcerative colitis (UC). The positive 12- and 52-week results from ELEVATE UC 52 follow the recent announcement of positive 12-week findings from the ELEVATE UC 12 trial on March 23.

In this 52-week study, also known as ELEVATE UC 52, etrasimod patients achieved statistically significant improvements in the co-primary endpoints of clinical remission at weeks 12 and 52 when compared to placebo. Statistically significant improvements were attained in all key secondary endpoints at both 12 and 52 weeks. Etrasimod demonstrated a safety profile consistent with previous studies, including the Phase 2 OASIS trial.

The global Phase 3 multi-center, randomized, double-blind, placebo-controlled study enrolled 433 UC patients who had previously failed or were intolerant to at least one conventional, biologic, or Janus kinase (JAK) inhibitor therapy. Participants received etrasimod 2 mg or placebo once-daily. ELEVATE UC 52 utilized a treat-through design in which patients were eligible to continue with their randomized treatment independent of whether they reached the objective criteria of clinical response at week 12.

For patients suffering with moderate to severe ulcerative colitis, these most recent data further demonstrate the substantial potential benefits of this medicine and clearly confirm its ability to achieve significant induction of remission at 12 weeks and now clinical remission at week 52. These data underscore etrasimods potential, if approved, as a best-in-class therapy, said Michael Corbo, Chief Development Officer, Inflammation & Immunology, Pfizer Global Product Development. Etrasimod can potentially provide a new, once-daily, oral option with a rapid onset of action and without first dose titration. Further, we believe the treat-through design of the ELEVATE UC 52 study more accurately reflects a real-world treatment approach than the re-randomization design often used in UC clinical trials.

Full results from the studies will be submitted for future scientific publication and presentation. These data, along with results from ELEVATE UC 12 and the long-term extension from these two trials (ELEVATE UC OLE), are expected to form the basis for planned future regulatory filings. Pfizer expects to initiate regulatory filings later this year. Additional information about the studies can be found at http://www.clinicaltrials.gov under the identifiers NCT03945188, NCT03996369, and NCT03950232.

Etrasimod was developed by Arena Pharmaceuticals, which was recently acquired by Pfizer.

About Etrasimod

Etrasimod is an oral, once-a-day, selective sphingosine 1-phosphate (S1P) receptor modulator designed for optimized pharmacology and engagement of S1P receptors 1, 4, and 5. It is being investigated for a range of immuno-inflammatory diseases including ulcerative colitis, Crohns Disease, atopic dermatitis, eosinophilic esophagitis, and alopecia areata.

In a Phase 2, randomized, placebo-controlled, dose-ranging study (OASIS) in moderate to severe UC patients, most patients who achieved clinical response, clinical remission, or endoscopic improvement at week 12 experienced sustained or improved effects up to week 46, with etrasimod 2 mg in the open-label extension. Etrasimod also demonstrated a favorable benefit/risk profile, consistent with safety findings reported in the double-blind portion of OASIS.

About ELEVATE UC 52

ELEVATE UC 52 is one of two pivotal trials that are part of the ELEVATE UC global Phase 3 registrational program. ELEVATE UC 52 is a 2:1 randomized, double-blind, placebo-controlled trial to assess the efficacy and safety of etrasimod 2 mg once-daily in participants with moderately-to-severely active UC. This is a one-year trial evaluating clinical remission at 12 weeks, or induction, and at 52 weeks. ELEVATE UC 52 utilized a treat-through design in which patients were eligible to continue with etrasimod independent of whether they reached clinical response at week 12.

The primary objective of this trial is to assess the safety and efficacy of etrasimod on clinical remission after both 12 and 52 weeks. The primary endpoint is based on the 3-domain, modified Mayo score. Key secondary measures include the efficacy of etrasimod, symptomatic remission, endoscopic improvement, corticosteroid-free remission, and mucosal healing in these participants at time points up to 52 weeks of treatment.

About Ulcerative Colitis

UC is a chronic and often debilitating inflammatory bowel disease1 that affects many people worldwide, including an estimated 3.8 million people in North America and Europe.2 Symptoms of UC can include chronic diarrhea with blood and mucus, abdominal pain and cramping, and weight loss.3,4 UC can have a significant effect on work, family and social activities.4

About Pfizer Inflammation & Immunology

At Pfizer Inflammation & Immunology, we strive to deliver breakthroughs that enable freedom from day-to-day suffering for people living with autoimmune and chronic inflammatory diseases, which can be debilitating, disfiguring and distressing, dramatically affecting what they can do. With a focus on immuno-inflammatory conditions in Rheumatology, Gastroenterology and Medical Dermatology, our current portfolio of approved medicines and investigational molecules spans multiple action and delivery mechanisms, from topicals to small molecules, biologics and biosimilars. The root cause of many immunological diseases is immuno-inflammation, which requires specifically designed agents. Our differentiated R&D approach resulted in one of the broadest pipelines in the industry, where we purposefully match molecules to diseases where we believe they can make the biggest difference. Building on our decades-long commitment and pioneering science, we continue to advance the standard of care for patients living with immuno-inflammatory diseases and are working hand-in-hand with patients, caregivers and the broader healthcare community on healthcare solutions for the many challenges of managing chronic inflammatory diseases, allowing patients to live their best lives.

Pfizer Inc.: Breakthroughs that Change Patients Lives

At Pfizer, we apply science and our global resources to bring therapies to people that extend and significantly improve their lives. We strive to set the standard for quality, safety, and value in the discovery, development, and manufacture of health care products, including innovative medicines and vaccines. Every day, Pfizer colleagues work across developed and emerging markets to advance wellness, prevention, treatments, and cures that challenge the most feared diseases of our time. Consistent with our responsibility as one of the world's premier innovative biopharmaceutical companies, we collaborate with health care providers, governments, and local communities to support and expand access to reliable, affordable health care around the world. For more than 170 years, we have worked to make a difference for all who rely on us. We routinely post information that may be important to investors on our website at http://www.pfizer.com. In addition, to learn more, please visit us on http://www.pfizer.com and follow us on Twitter at @Pfizer and @Pfizer_News, LinkedIn, YouTube and like us on Facebook at Facebook.com/Pfizer.

Disclosure Notice

The information contained in this release is as of March 29, 2022. Pfizer assumes no obligation to update forward-looking statements contained in this release as the result of new information or future events or developments.

This release contains forward-looking information about etrasimod, including its potential benefits and planned regulatory filings, that involves substantial risks and uncertainties that could cause actual results to differ materially from those expressed or implied by such statements. Risks and uncertainties include, among other things, the uncertainties inherent in research and development, including the ability to meet anticipated clinical endpoints, commencement and/or completion dates for our clinical trials, regulatory submission dates, regulatory approval dates and/or launch dates, as well as the possibility of unfavorable new clinical data and further analyses of existing clinical data; the risk that clinical trial data are subject to differing interpretations and assessments by regulatory authorities; whether regulatory authorities will be satisfied with the design of and results from our clinical studies; whether and when drug applications may be filed in any jurisdictions for etrasimod; whether and when any such applications may be approved by regulatory authorities, which will depend on myriad factors, including making a determination as to whether the product's benefits outweigh its known risks and determination of the product's efficacy and, if approved, whether etrasimod will be commercially successful; decisions by regulatory authorities impacting labeling, manufacturing processes, safety and/or other matters that could affect the availability or commercial potential of etrasimod; the impact of COVID-19 on Pfizers business, operations and financial results; and competitive developments.

A further description of risks and uncertainties can be found in Pfizers Annual Report on Form 10-K for the fiscal year ended December 31, 2021 and in its subsequent reports on Form 10-Q, including in the sections thereof captioned Risk Factors and Forward-Looking Information and Factors That May Affect Future Results, as well as in its subsequent reports on Form 8-K, all of which are filed with the U.S. Securities and Exchange Commission and available at http://www.sec.gov and http://www.pfizer.com.

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1 Crohns and Colitis Foundation. What is Ulcerative Colitis. Available at: What is Ulcerative Colitis? | Crohn's & Colitis Foundation (crohnscolitisfoundation.org) Accessed March 18, 2022.2 Seyedian, SS. A review of the diagnosis, prevention, and treatment methods of inflammatory bowel disease. J Med Life 2019 Apr-Jun; 12 (2): 113-122. Available at: A review of the diagnosis, prevention, and treatment methods of inflammatory bowel disease - PMC (nih.gov). Accessed March 22, 2022.3 Hanauer SB. Inflammatory bowel disease. N Engl J Med. 1996;334(13):841-8. Available at: Inflammatory Bowel Disease | NEJM. Accessed March 18, 2022.4 Irvine EJ. Quality of Life of Patients with Ulcerative Colitis: Past, Present, and Future. Inflammatory Bowel Diseases. 2008;14(4):554-563. Available at: Quality of life of patients with ulcerative colitis: Past, present, and future | Inflammatory Bowel Diseases | Oxford Academic (openathens.net). Accessed March 18, 2022.

View source version on businesswire.com: https://www.businesswire.com/news/home/20220329005198/en/

Media Contact:+1 (212) 733-1226[emailprotected]

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Source: Pfizer Inc.

Excerpt from:

Pfizer Announces Positive Top-line Results from Yearlong Phase 3 Trial of Etrasimod in Ulcerative Colitis, Underscoring Best-in-Class Potential -...

Weve all been there at various times in our lives whenever life itself gets in the way. It can be picking up and moving to a new town, dating a new partner or starting a new job. Its all about grabbing the proverbial bull by the horns and adjusting. This is exactly the scenario in which nose tackle Montravius Adams and cornerback Ahkello Witherspoon were thrown into as they were picked up and integrated into the Steelers 2021 defense.

Once a third round pick of Green Bay in the 2017 NFL Draft, Adams career got off to a rocky start as he failed to live up to draft expectations, bouncing from Green Bay to New England, then to the Saints practice squad. This is exactly where Pittsburgh plucked him from late last November and he helped out tremendously down the stretch, considering the injuries that the team had sustained along their defensive front. The team just recently signed Adams to a two-year extension

Witherspoon is another former third-round pick from that 2017 draft whom the Steelers acquired early last September. He provided great depth and due to an injury by starting corner Joe Haden, Witherspoon started a few games down the stretch, and leading the team with three picks on the season. Much like Adams, he recently parlayed his play into a two-year extension with the team. Judging by Mike Tomlins comments regarding the two during an AFC coach media session at the NFL Owners Meetings this morning, count him amongst those who sees plenty of untapped potential for the upcoming season.

Its an interesting discussion because its two guys that got on a moving train a year ago, he said via the Steelers YouTube channel. Im just really excited about continuing to do work with them, to have them for the totality of the journey. Both guys gave us admirable contributions in the manner in which they came to us and so its reasonable to expect those contributions to be more significant and more fluid having an opportunity to be a part of us from day zero.

The ending there is meaningful, as day zero is very important. All the offseason workouts, the OTAs, and training camp (whether it be a return to Latrobe or held at Heinz Field) will all be something Adams and Witherspoon can take part in. An NFL playbook is no walk in the park learning, so the extra time spent working on and perfecting the nuances of the defense will not only help out the two players, but the entire defense as a unit.

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Tomlin Believes Witherspoon And Adams Can Make Jump In 2022 - Steelers Depot

In recent weeks, the world has held its collective breath as Russia shelled, and then occupied, Chernobyl, the site of the worlds worst-ever nuclear reactor disaster, and Zaporizhzhia, the largest nuclear power plant in Ukraine. Not to mention Putins thinly veiled threats of nuclear war to those who support Ukraine. With these developments, the world consciousness has been reinvigorated with concern about nuclear radiation. But, the concern over radiation never waned for those in the American West, who continue to live with the disastrous health consequences from Cold War-era nuclear testing and production.

Kael Weston, a former diplomat and Democratic challenger to Senator Mike Lees (R-Utah) seat, announced his candidacy with one issue front and center: His opponent has failed to protect Utahns by supporting the bipartisan Radiation Exposure Compensation Act (RECA), the bill championed by long-time Republican Senate leader and Utahn Orrin Hatch and currently sponsored by Senator Mike Crapo (R-ID). Can Weston win a Senate seat by advocating for RECA?

PREVENTING THE BILLS EXPIRATION

Centers for Disease Control and Prevention research shows that all people who were born in the contiguous US after 1951 have received some exposure to radiation from our Cold War-era nuclear testing. But, those in proximity to or downwind of testing sites face dramatically increased odds for cancer and other long-term health concerns. For many, including Westons father, the cost of living near nuclear testing sites has been their lives.

If Congress does not pass RECA, it is likely that impacted communities who have been waiting, some for as long as 77 years, will never see justice for the harm done to them.

Without congressional action, RECA will expire in July 2022. Because of the arbitrarily drawn lines of eligibility written into the original 1990 bill, many Downwinders and other impacted individuals, like many uranium workers, are not eligible for compensation both in Utah, and in states across the West and territories in the Pacific. Although the bill is championed by other Republican members of the Utah congressional delegation, notably Representatives Burgess Owens (R-UT) and Chris Stewart (R-UT), Weston is right that neither Utah senator is leading ongoing discussions that would expand RECA.

Currently, only Downwinders in particular counties in three states near the Nevada Test Site are eligible for any level of compensation and even existing compensation is inadequate given the soaring cost of health care. Radiation does not stop at county lines, and we have known for many years that winds carried fallout throughout Idaho, Montana, Colorado, Guam, New Mexico, Utah, Nevada, and Arizona. Shockingly, even people in the area surrounding the Trinity Test Site in New Mexico, where the first ever nuclear weapon was detonated, have never been eligible for compensation. Radiation-induced illness affects entire communities regardless of age, race, economic status, gender, or political affiliation. Expanding RECA would bring life-changing support to both potato farmers in Idaho and impacted Navajo and Pueblo people in the Four Corners region.

Its only right that the US should care for the people impacted by the development of our nuclear arsenal, the hidden victims of the Cold War. There are spaces where we have done this well that can serve as a roadmap. For example, the US government has taken care of coal miners with respiratory conditions and 9/11 first responders and victims that have been diagnosed with a related illness. RECA is very much in line with the care and concern Congress has shown other Americans harmed through no fault of their own. So, why pull the plug on Downwinders and uranium workers, especially when the bills have such bipartisan support?

RECA is a vital lifeline for individuals that live with the lifelong impacts of radiation, many of whom have been going bankrupt trying to cover the cost of cancer care. The maximum RECA compensation is $50,000. While no amount of money can bring back those killed by radiation poisoning, this pittance does not even cover the average $150,000 that cancer care costs in America today. The nuclear industrial complex already disproportionately harms the poor; to then bankrupt impacted individuals with medical debt is an additional level of harm and punishment that is beyond excuse or explanation.

MAKING IT RIGHT

Despite the fact that expanding and extending RECA is, historically, a bipartisan issue with bipartisan support, efforts to extend and expand the bill have fallen short.

In 1990, after building support in Congress for nearly 10 years, RECA was signed into law by President George H.W. Bush. An uphill battle from the beginning, Senators Hatch (R-UT) and Ted Kennedy (D-MA) worked together to ensure that at least some survivors of nuclear testing could make claims related to illnesses they endured as a result of radiation exposure. Two years before it would have expired, Congress, again on a bipartisan basis, amended RECA to expand benefits to more people and extend the benefits period for another 22 years. Unlike in 2000, however, Congress has left an extension to the eleventh hour, leaving at least tens of thousands of hopeful claimants in an anxious state of uncertainty.

As Senator Hatch stated in his testimony to the House Judiciary Committee in March 2021:

When [RECA] was passed, in 1990, it had true bipartisan support in both Houses of Congress. There were members of Congress from both sides of the aisle and from all over the Country. There were sponsors as liberal as Senator Ted Kennedy (D-Mass.) and as conservative as Congressman Jim Hansen (R-Utah). There were members of Congress from as far away as Rhode Island and Hawaii and as close to the test site as Nevada, Utah, and Arizona. It was truly a bipartisan effort then as it should be now.

Radiation affects all people, regardless of their socioeconomic status, race, or gender, and RECA claimants span the political divide. Though there are more Democratic than Republican cosponsors, the bill is far from partisan. Given the leadership of previous Utah Republicans, it is particularly glaring that both Utah Senators have thus far failed to cosponsor RECA. With Representatives Burgess Owens, Chris Stewart, and Blake Moore three of the states House members as cosponsors, and a nearly-unanimous state-passed resolution supporting RECA expansion and extension, the absence of the support of the states Senators Mitt Romney (R-UT) and Mike Lee (R-UT) feels particularly pronounced.

Skeptics of the legislation say theyre concerned about the cost. But, the human cost of radiation exposure is incalculable and the monetary cost of the RECA program is marginal, especially when compared to our continued investment in harmful weapons. The US spends just over $60 billion per year maintaining our nuclear arsenal and yet has only spent $2.5 billion on compensating RECA claimants over the past 31 years. Recently the House Republican leadership blocked adding just the extension to RECA to the Omnibus funding bill.

If Congress does not pass RECA, it is likely that impacted communities who have been waiting, some for as long as 77 years, will never see justice for the harm done to them. Senators Romney and Lee have the responsibility to act, if only to tell the American people that Congress can agree on one thing: When we poison our own people, we are willing to do what is necessary to make it right.

Tina Cordova is a seventh generation native New Mexican, a Downwinder, cancer survivor, and cofounder of the Tularosa Basin Downwinders Consortium.

Mac Hamilton is the Advocacy Director at Womens Action for New Directions, an organization committed to peace and security with justice.

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Nuclear Radiation is Becoming a Campaign Issue - Inkstick

In 2021, the gender gap in U.S. workforce participation hit an all-time low. But of course, substantial gender disparities persist in pay, leadership representation, access to resources, and many other key metrics. How can we make sense of all these different dimensions of gender equity in the workplace?

To begin to better understand these nuanced issues, its helpful to look to the broad body of research from a wide variety of academic disciplines that aims to improve our understanding of the unique challenges women face at work. Specifically, new and forthcoming research explores what happens when women are promoted into top management positions, the factors that continue to hinder female employees, and other critical questions for the modern workplace. Read on for a sampling of some of the most interesting and insightful recent research findings on these and other topics.

Much has been written about the importance of investing in more equitable promotion and development practices to improve gender representation in the higher ranks of organizations. But what changes once women actually make it to the top of the org chart? Several new research papers have explored different aspects of this question.

Firms use less gender-stereotyped language: One team of researchers conducted a machine learning analysis of 43,000 company documents and found that firms use less gender-stereotyped language after hiring women into senior leadership positions. This suggests that when companies hire female leaders, it can have a substantial, positive impact on the culture of the entire organization.

Women in top management teams earn less: On the other hand, another study leveraged 20 years of salary data from 1,500 companies to explore the impact of female leadership on pay equity, and found potentially less-encouraging results: Women (but not men) in top management teams earned less if they worked for a female CEO than if they worked for a male CEO.

Female leaders face more retaliation for moral objections: Other research looked at the impact of female leadership on an organizations ability to address unethical behavior among its employees. Researchers conducted a series of four studies, including an analysis of survey data from more than 33,000 U.S. federal government employees, and found that women in leadership positions were more likely than men to face retaliation for making moral objections to problematic behavior or activities. They argue that organizations should address this disparity by proactively (and equitably) addressing retaliatory behavior, and by encouraging all employees to speak up when they witness ethical issues at work.

Firms in crisis are more likely to appoint female leaders: In addition, an analysis of 26,000 executive appointments over 16 years found new evidence in support of the idea of a Glass Cliff (that is, the phenomenon whereby women are promoted into top leadership positions in which they may be unlikely to succeed). The study found that firms in a crisis were 50% more likely to appoint a female executive than those not in crisis. Although these appointments may have been well-intentioned, this data suggests that women may be more likely to be promoted into roles in which success is less likely, ultimately setting these leaders up to fail.

To be sure, weve made substantial progress in improving gender equity at work but research continues to shed light on the wide array of impactful (and sometimes quite subtle) barriers that still hold female employees and job candidates back. Specifically, several recent studies have looked at various factors that drive inequity in recruiting and professional development.

Firms invest less in women when regulations mandate more parental leave: One interesting study looked at how policies designed to better support women in the workplace can sometimes backfire: An analysis of 13,000 people across 19 countries found that in regions where regulations mandated that paid parental leave and childcare be more widely available, employers invested less in developing their female employees.

Female candidates who use less feminine language are less likely to be hired: Another study found that although women may feel inclined to downplay their femininity when applying to jobs in male-dominated fields, female candidates who used less feminine language in their cover letters were actually less likely to be hired. The researchers found that this is because attempting to appear less feminine can clash with hiring managers (potentially subconscious) gender stereotypes, leading them to evaluate these candidates less positively.

Gender disparities persist in many career negotiations: In addition, while gender differences in employees willingness to negotiate salary have been well-documented, a recent analysis found that there are other kinds of negotiations that can also have a similarly substantial impact on peoples career trajectories. Specifically, a review of more than 450 accounts of male and female employees career negotiations illustrated the importance of negotiations around issues such as workloads, work-life balance, and role definition. The authors suggest that while women may be more likely to experience resistance to requests for salary increases, these other areas may prove more fruitful in boosting womens long-term career prospects.

In an increasingly uncertain world, we all have more than enough reasons to be stressed out. But are there sources of workplace stress that continue to have a disproportionate impact on female employees? A handful of recent studies looked at various pressures and stresses that are more likely to affect women often in surprising and nuanced ways.

Women are more likely to experience a status-leveling burden:For example, a series of in-depth interviews with 45 surgeons shed light on a phenomenon the authors call the status-leveling burden. They find that women in higher-status, male-dominated roles are likely to feel more pressure than their male counterparts to present themselves as equal to female colleagues lower in the organizational hierarchy (in this case, nurses). This pressure can pose a challenge to women in high-ranking, traditionally male-dominated roles, as they attempt to navigate their own career growth while maintaining positive relationships with their colleagues up and down the org chart.

Women are less likely to ask for deadline extensions: Another paper found that women are less likely than men to ask for deadline extensions (even when deadlines are explicitly adjustable). As a result, female employees are more likely to experience stress related to deadlines, undermining both their wellbeing and performance. Based on these findings, the authors argue that mangers and organizations should implement formal policies to facilitate extension requests, rather than relying on individual employees to guess when it might be acceptable to ask for more time.

Women are more likely to take on menial tasks: Finally, researchers interviewed more than 100 professionals in the advertising industry over a 16-month period, and they found that female employees often end up doing menial or administrative tasks that are well outside their job descriptions in order to keep their male colleagues happy. The authors describe how women often take on roles such as mother,wife,babysitter, orcheerleader in order to reduce conflict and boost cooperation with their male counterparts. This not only means extra work for women, potentially reducing their ability to focus on more-valuable tasks, but it can also erode other peoples perceptions of these employees status (despite holding seemingly high-level job titles).

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Of course, this is just a small sampling of the wide array of research that examines the many facets of gender at work. As we celebrate the progress thats been made and continue working to address ongoing areas for improvement, its important to remember that these issues (and how we think about them) arent static. Rather, what we know about the hurdles and opportunities women face continues to evolve and improve as more data, analysis, and lived experiences come to light and we all have a shared responsibility to continue to ask questions, learn, and develop our own understandings of these critical, complex issues.

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Research Roundup: How Women Experience the Workplace Today - HBR.org Daily

Kenny Anderson hasn't been in the national spotlight nearly as much as a college basketball coach as he was as an All-American player at Georgia Tech or as an NBA All-Star during his 14-year professional career.

He will be back there Sunday.

Anderson, who just finished his third year as the men's basketball coach at Fisk, will be featured in CBS' "HBCU's Second Acts" at 2 p.m. CT on WTVF Channel 5 locally.

It is a documentary on theresurgence of Historically Black Colleges and Universities across the country drawing successful former athletes to campus and creating secondacts for both the schools and those returning.

"I'm looking forward to letting everybody know where I'm at now in my life," Anderson said. "Coaching these young men at Fisk to better themselves, not just athletically but educationally and in other ways. And I couldn't be happier."

The show will air between CBS' broadcastsof Saturday's Final Four and Monday's championship game.

Anderson led Georgia Tech to the Final Four in 1990. He was the second pick in the 1991 NBA Draft by the New Jersey Nets and played for nine teams before retiring in 2005.

He became interested in coaching a few years ago while living in Atlanta. Instead of following the paths of so many others and returning to his alma mater or pursuingopportunities at other large schools orin the NBA, Anderson chose Fisk.

"I knew it was going to take more work to get done what I wanted to do but I was so excited because that's where my heart was," he said. "I didn't mind the extra work because of the good that I felt I could do."

Anderson's decision not to pursue what would have likely been more lucrative opportunities at larger schools in order to coach at an HBCUblazed a trail for others who have followed including footballcoachesDeion Sanders at Jackson State,Eddie Georgeat Tennessee State and Hue Jackson at Grambling.

"I'm not surprised others have done what I did because this is a time when Blacks are wanting to help other African Americans," Anderson said. "We've been in sports on a big stage. Why not help and give back? It just makes sense."

A CBS crewspent three days on the Fisk campus. It was there for BulldogMadness, the team's first practice which was open to the public, for homecoming and another day later in the season.

Players, fans andadministrators were interviewed.

"This kind of recognition and publicity will be huge for Fisk," athletics director Larry Glover said. "In a city with so many professional sports and Division I teams we don't often get this kind of attention. it will be nice for Fisk to be in the spotlight andfor Kenny's story to be told. He has been a great fit."

Part of CBS'coverage on Sunday will include the inaugural HBCU All-Star Game in New Orleans, which will tip off at 3 p.m. The concept was created by former TSU coach Travis Williams.

The rosters will be comprised of players from HBCU conferences MEAC, SWAC, CIAA, SIAC along with TSU, North Carolina A&T and Hampton.

One of the teams will be named in honor of legendary TSU coachJohn McClendonand the other in honor of former Winston-Salem State coachClarence "Big House" Gaines.

TSU forwardKassim Nicholsonis on Team Gaines.

Former Centennial pitcher Kyle Brennan set theBelmontbaseball record for career saves in a 6-4 win over Austin Peay at Rose Park.

The series-clinching victory in the OVC opener was the 27th of Brennan's career breaking the mark set by Jon Ivie (2008-11) at 26.

Brennan, a senior right hander, entered the game with Belmont leading 6-3 withone out in the ninth inning. The tying run was at the plate.

Bysecuring the win, Brennan also earned his NCAA-leading 10thsave of the season.

Lipscomb basketball guard Tanner Shulman is transferring to Alabama-Huntsville.

The former Chattanooga McCallie standout played in 43 games with no starts over the last two seasons. He averaged 1.4 points this season.

Lennie Acuff spent 22 years asthe coach at Alabama-Huntsville before coming to Lipscomb in2019.

Also, Tennessee Tech guardCaleb Christopher, a sophomore transfer from Arizona State, entered the transfer portal.

He played sparingly in eight games this season andaveraged 2.1 points.

Former Vanderbilt womens basketball coach Stephanie White, who rejoined ESPN as a game and studio analyst in January, was on the broadcast Monday for the Louisville-Michigan game in the NCAA Tournament Elite Eight.

White was the analyst and Pam Ward handled the play-by-play.

White and Ward also were on the call for the Tennessee-Louisville game in the Sweet 16.

White was fired after five seasons at Vanderbilt last April.

Former Ezell-Harding and Trevecca softball standout Ashley Cozart, now the coach at North Alabama, signed a four-year contract extension.

Cozart, who also played basketball in high schooland was inducted into the Trevecca Sports Hall of Fame in 2014,is in her ninth season. Her career record is297-120. Sheis closing in on 500 career wins as a collegiate coach with a 488-166overall record that includes four seasons at Lindsey Wilson.

"The opportunity to continue to work at such a special place and around amazing people was an easy decision," Cozart said. "This is a dream job for me and my family."

Cozart began her career as the softball coach at Antioch.

Former Belmont outfielder/first baseman Matt Beaty was traded from the Los Angeles Dodgers to the San Diego Padres in exchange for pitcher River Ryan.

The 28-year-old Beaty, who is from Dresden, Tennessee, became the first Belmont player to be on a World Series team when the Dodgers won it in 2020.

AtBelmont, Beaty finished in the top 10 in doubles (59), triples (13), home runs (25),RBIs (184) and hits (262).

After being selected in the12th round of the2015 MLB Draft Beaty made his MLB debut in 2019.

The court at the Upperman gym was named in honor of girls basketball coach Dana McWilliams, who led the Lady Bees to their third national championship earlier this month.

Upperman beat Jackson South Side 48-43 for the Class 3A title.

McWilliams is in her 28h year at her alma mater. She also led the Lady Bees to the state championship in 2018 and 2017.

In February McWilliams received the TSSAA Distinguished Service Award.

A celebration of life for legendary Middle Tennessee State track and field coach Dean Hayes has been set for June 4 at 4:30 p.m. at the Dean Hayes Track and Soccer Stadium on campus.

Hayes died on Jan. 7 in his 57th year at MTSU. He was 84.

"Words can't express what Dean Hayes has meant to MTSU, the MTSU track and field program, international track and field, and the thousands of people whose lives he has impacted through his work," athletics director Chris Massarosaid. "Coach Hayes was a pioneer and an institution at MTSU. We look forward to celebrating his life and honoring his legacy."

The celebration will be live streamed atMTSU's YouTube account (GoBlueRaidersTV).A reception will follow.

Those who plan to attend should RSVP toTony StinnettatTony.Stinnett@mtsu.edu.

J.J.Clark, who spent the last three seasons as defensive coordinator at Indiana Wesleyan, is the new linebackers coach at Austin Peay.

Before his arrival at Indiana Wesleyan, Clark spent four years on the staff at Wheaton State where he also played as a three-year starter at tight end and fullback.

He worked as a football operations assistant during the Seattle Seahawks training camp from 2007-10 and then coached running backs at Humboldt State.

"J.J. is an up and comer in the profession and has a tremendous football pedigree," Austin Peay coach Scotty Walden said. "Throughout the interview process, he displayed many qualities that align with our culture and our vision.

Belmont center Nick Muszynski made the Lou Henson All-America Mid-Major Team for the third consecutive year.

Muszynski finished his career with 1,886 points. His 105 career double-figure scoring games ranksecond among all active frontcourt players behindRichmond's Grant Golden.

Muszynski was one of fourOVC players on the team joining Murray State's K.J. Williams and Tevin Brown along with Morehead State's Johni Broome.

The GoodpastureChristian Cougar Golf Classic is April 13.

The fundraiser will be atHermitage Golf Course'sPresident's Reserve.

Lunch will be served and there will be a putting contest.

The tournament begins with a shotgun start at 1 p.m. The fee is $224 per golfer or $800 for four-playerteams.

To register or for more information contactJames Dillard atjdillard@goodpasture.org.

Ed Bunio, Tom Jones, Jeannie Beauchamp and Eunice Washington will be inducted into the Austin Peay Athletics Red Coat Society as its 18th class.

The society, which is a hall of fame for service to athletics department, was established in 2004 to honor individuals who have provided longtime support.

Bunio played football at Austin Peay (1962-64) and was defensive coordinator on the coaching staff (1973-78), He was inducted into the Austin Peay Athletics Hall of Fame in 2015.

Jones played football (1963-66) and was among a group of former athletes responsible for helping return Austin Peay football back to scholarship status in 2006.

Beauchamp has provided support to Governors athletics for more than 20 years. She has been instrumental in launching several fundraising initiatives for athletics which includes golf tournaments, concerts, championship ring fundraisers and basketballevents.

Washington has led football and basketball fundraising efforts at Austin Peay for more than 30 years.

The group will be inducted atthe 2022 football homecoming Sept. 24 against Eastern Kentucky.

The 16th annual Goodguys Nashville Nationals Car Show returns to Nashville Superspeedway May 13-15.

More than 2,500 hot rods, customs, muscle cars, trucks, vintage dragsters,classics 1997 andolder will be on display.

There will be 150 vendor exhibits, a swap meet, a car-for-sale corral, kids zone and live entertainment.

Show times are 8 a.m.-5 p.m. May 13-14 and 8 a.m.-3 p.m. May 15.

For more information visitgood-guys.com.

If you have an item for Midstate Chatter contact Mike Organ at 615-259-8021 or on Twitter @MikeOrganWriter.

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