Ageism: the same old story

first_img Comments are closed. Despite the Government’s code of practice, ageism is still all too obvious in the workplace and calls for legislative force are growing louder. Dominique Hammond reportsLast summer the Government published a code of practice to encourage employers to take a stand against ageism in the workplace. One year on, a review of that voluntary code shows that ageism is still alive and well.In fact, most employers do not even know the code exists, and of the less than three in 10 who have heard of it, less than a quarter have seen a copy.The findings of the Evaluation of the Code of Practice on Age Diversity in Employment, the DfEE’s second review of the code’s impact, published in June, have led to a growing call from groups such as Age Concern to legislate against ageism. They argue that awareness raising and spreading good practice have their place, but without legal force little will change. Others argue that the Government needs to make a more concerted effort to publicise the code. The Employer’s Forum on Age – a network of 168 employers from the private and public sector – says the findings are evidence of the woeful lack of muscle being flexed.“After a year nobody has heard of the code,” says Ruth Jarratt, development director at EFA. “We have badgered the Government to publicise it. There has been some publicity but you couldn’t really call it a concerted campaign. There has been no consistent lobbying or real work with employers’ groups. Soap powder“Their spokespeople need to be out there talking to key employers. We also need some research to back the business case with figures. Maybe you can sell soap powder with billboard adverts but you need a bit more to bring about this kind of change.”Equal opportunities minister Margaret Hodge says there has been change but it is too early to tell whether it is happening fast enough. As far as the evaluation goes, she says it should not be taken too seriously as the publicity campaign only got off the ground at the beginning of this year, less than six months before the review.She points to forthcoming campaigns, including mailshots to recruitment consultants, adverts and articles in regional newspapers, and the sponsoring of awards such as the Personnel Today age diversity award, as examples of the on-going drive to raise awareness of the issue among employers. The rolling-out nationally of the New Deal for the over-50s is another catalyst for change, she says.As reported in Personnel Today last week, the DfEE is to give employers until October 2001 to get the message. By then the Government will have a better idea of whether the voluntary route is working, says Hodge. If it is not it will consider legislation, but this is not a route Hodge favours. “Those countries that have legislation, such as Spain, actually have a worse record on diversity than those in countries that don’t like Sweden and Denmark,” she says.“What we need is a culture change. Although I accept that a framework of rights can support this, I don’t believe that legislation alone transforms cultures.”Hodge argues that laws force people to pay lip service without making any real steps forward.“The last thing we want is for people to get an interview because it is illegal to discriminate against them for their age in the recruitment process, then once they get through the door they are rejected on some other pretext,” she says.“If legislation worked we wouldn’t have racism. But we are still in a position where a young black man is three times more likely to be out of work.”Hodge adds that employers are unlikely to welcome any more legislation, but they seem to be split on this issue. The CBI opposes legislation, which it says will be unworkable and will leave employers open to widespread litigation. Local government personnel group Socpo supports it on the grounds that the only way HR can get line managers to change their behaviour is by telling them they are breaking the law. The Employer’s Forum on Age found equal support for and against in a members survey.“If you talk to the chief executives you tend to get more against legislation on the grounds that employers don’t like red tape,” says Ruth Jarratt, EFA development director.“But many of the people we talk to are diversity champions so they have a different view.Convincing arguments“Our members have come together because they can see the business case in their own organisations. They want to network to pick up tips on how to get the best out of diversity. These organisations have convincing arguments in favour of diversity for the sake of business. What we would like to see is enough change so that legislation wouldn’t be necessary.”According to the CBI – which helped draft the code – it is up to business to make it work. Concerned that it has not been getting enough exposure, six weeks ago it wrote to the chief executives of its 1,000 largest members urging them to champion the code in their businesses. Trade association members such as the Engineering Employers Federation are being asked to promote it too.Dominic Johnson, head of employee relations, says the response has been positive and 100 companies have already written back to say what they are doing about tackling ageism.This is just the kind of action within the business community that Hodge wants to see. She says that business talking to business is “much more powerful than the Government preaching about the advantages of age diversity”. Hodge believes that attitudes are already changing and that employers can make the transition without the need for legislation. Figures from the last few months show that unemployment is dropping faster among the over-fifties than other age groups – evidence, she says, that the message is at last getting across.“By the time we carry out the next review of the code I am confident that we will see a big shift,” she says.Whether the momentum is there or not remains to be seen. What is certain is that if employers do not want legislation, the time to act is now.• The code is available free from DfEE publications. Tel: 0845 6022260; fax: 0845 6033360 Previous Article Next Article Ageism: the same old storyOn 25 Jul 2000 in Personnel Today Related posts:No related photos.last_img read more

BAE Systems bags contract for US Coast Guard gun mounts

first_img BAE Systems bags US Coast Guard gun mount delivery contract Authorities View post tag: US Coast Guard Share this article View post tag: BAE Systemd The US Naval Sea Systems Command has awarded BAE Systems Land and Armaments L.P. a $16.8 million contract to deliver two 57mm MK 110 Mod 0 gun mounts and associated software for the US Coast Guard.The MK 110 Mod 0 gun mount is fielded on the service’s National Security and Offshore Patrol Cutters and consists of a 57mm gun, ammunition hoist, power distribution panel, muzzle velocity radar, barrel-mounted television camera and a ruggedized laptop computer gun control panel.The gun mount is required to defeat medium and short-range surface targets, and provide warning and disabling fire in support of anti-surface warfare.BAE Systems will perform the work in Louisville, Kentucky, and is expected to deliver the systems by November 2019. August 15, 2017 Back to overview,Home naval-today BAE Systems bags US Coast Guard gun mount delivery contract View post tag: Mk 110last_img read more

Associate Professor or Professor and Director

first_imgPosition Function:The Director is the administrator of the School of Architecture,and provides leadership in the areas of pedagogy, curriculum,research, student recruitment and retention, and facultydevelopment, as well as interdisciplinary initiatives within theCollege and the University. The Director initiates dialogue aboutstudio teaching, historical and technical education, and supportsand advances intergenerational relationships through an activedialogue about architecture education and research within theSchool, College, and University with leaders in the architectureprofession and other educators.The candidate should demonstrate leadership qualities to supportthe program’s goal of excellence by supporting and mentoringfaculty teaching, research, and service; by creating and supportingresearch and funding opportunities; by fostering programdevelopment and growth; by expanding relationships with thearchitectural profession; and by leading the program to continue toachieve accreditation.Salary Grade : UCPlease see Staff Compensation Structure orSkilled Crafts and ServiceMaintenance Compensation Schedule for salary ranges. For salarygrade UC, these positions are “Unclassified” and salary ranges aredetermined by the hiring department.Department Profile:The School of Architecture (housed in the College of Architecture,Art+ Design) is a 5-year bachelor of architecture (B.Arch) degreegranting program. The only NAAB accredited program in the state ofMississippi, we have a diverse student body of more than 200students, and graduates who are highly sought after by theprofession. We offer unique opportunities for innovative teaching,creative research, and substantive interdisciplinary collaboration;including the pioneering Collaborative Studios with the BuildingConstruction Science program in the College, and the fifth-yearprogram in Jackson, MS. We pursue these commitments with a diversefaculty of approximately 15 people, all of whom teach both in thedesign studios and in the area of their specialization. We arecommitted to the challenges of twenty-first century architecture;collaborative practice and community engagement, ecological andcultural sustainability, tectonics of making and building, as wellas exploring digital fabrication and digital design and itsrelationship to architecture. All of these issues are intertwinedin our research and teaching, and our connection to place.Area of Specialization:ArchitectureEssential Duties and Responsibilities:• Advance student, faculty, and staff successes through engenderingexperimentation and development of new ideas and programs.• Lead, manage, and administer all aspects of the School ofArchitecture including curriculum, program development, faculty andstudent recruitment and retention, human resources, physicalresources, and fiscal resources.• Foster collegiality, build consensus, and articulate and promotethe School’s goals and interests, through both academic andprofessional venues, associations, and organizations.• Experience with leading architecture programs in preparation forcontinued accreditation. The School of Architecture will bepursuing reaccreditation in 2024.• Work productively with the Office of the Dean of the College ofArchitecture, Art, and Design, the MSU Office of Research andEconomic Development, and the MSU Foundationto increase private and institutional support for research,facilities, scholarships, endowments, and advancement.• Develop and maintain University and community relationships andoutreach including the fifth-year program in Jackson, MS, the GulfCoast Community Design Studio, and the Carl Small TownCenter.• Continue individual research/creative achievement at the nationaland/or international level.Duties shall include those outlined in the Position Function andother such duties, including teaching, as mutually agreed upon withthe Dean of the College of Architecture, Art, and Design. As anemployee, the Director is expected to comply with all federal andstate laws, all policies of the Board of Trustees, and allUniversity policies.The Director of the School of Architecture is committed to themission and vision of the School of Architecture, the College, andthe University including values of excellence, diversity,sustainability, and global involvement.The Director of the School of Architecture reports to and serves atthe pleasure of the Dean of the College of Architecture, Art, andDesign. This appointment is subject to approval by the UniversityPresident.The successful candidate is expected to begin employment on orbefore July 1, 2021.Minimum Qualifications:· The candidate must hold a Master’s Degree in Architecture or aclosely related field.· Must have university teaching and administrativeexperience.· Professional licensure in the U.S. or an internationalequivalent.· The candidate must have received tenure at their previousinstitution and be eligible for, or demonstrate sufficient academicaccomplishment to qualify for, appointment at the AssociateProfessor level with tenure.· An established national reputation in research and/or creativeachievement, teaching, and service.· Scholarship, academic achievement, and the energy and intellectto work collaboratively with the faculty to develop a challengingand compelling vision of architecture education, particularly inthe area of studio-inquiry and problem-based instructionalpedagogies.Rank will be commensurate with experience and qualifications.Preferred Qualifications:· The rank of Professor with tenure.· Experience with institutional and professionalcollaboration.· Experience with community engagement.· Experience developing graduate programs.· A Ph.D. in architecture or in a closely related field.Knowledge, Skills, and Abilities:The successful candidate must meet or exceed the followingcriteria:• Demonstrated effectiveness to serve as a dynamic and effectiveleader, advocate, and mentor.• Proven ability to effectively communicate with diverse internaland external audiences through written, oral, and socialmedia.• Proven ability to effectively interact with and support diversestudents, alumni, faculty, staff, administrators, and externalstakeholders.• Commitment to the mission and vision of the School, the College,and the University including values of excellence, diversity,global involvement, and accountability.Instructions for Applying:All applicants must apply online athttp://explore.msujobs.msstate.edu and attach a cover letter,current resume or curriculum vitae, and the complete contactinformation for at least five professional references. In addition,please upload the following application materials in the followingformat:1. Cover letter (PDF)2. Statement of administrative philosophy (PDF)3. CV (PDF)4. Names and contact information (address, telephone number, andemail address) of five references (PDF)5. Portfolio demonstrating teaching, research, and serviceaccomplishments.6. Academic transcripts for all degrees (PDF) Any social numbersincluded on requested transcripts should be redacted prior tosubmitting online.Please note: Incomplete applications will not be reviewed.Due to COVID-19 circumstances, review of materials has beenextended to begin on January 15, 2021, and will continue untilfilled.Equal Employment Opportunity Statement:MSU is an equal opportunity employer, and all qualified applicantswill receive consideration for employment without regard to race,color, ethnicity, sex, religion, national origin, disability, age,sexual orientation, genetic information, pregnancy, genderidentity, status as a U.S. veteran, and/or any other statusprotected by applicable law. We always welcome nominations andapplications from women, members of any minority group, and otherswho share our passion for building a diverse community thatreflects the diversity in our student population.last_img read more

GARLAND, FLORENCE (Johnson)

first_img85, passed away July, 24, 2017. Florence was born on October 7, 1931 in Bayonne to the late Florence and William Henry Johnson. She met and married Willie Garland, in Bayonne in 1964. Florence is preceded in death by her husband Willie Garland, her siblings Elsie Edwards, Ellen McDaniels, Georgia Wilson, Leroy, Floyd and Sherwood Jones, her daughter Wendy Garland and her son Willie Johnson. She is survived by her brother William Johnson, remaining children; Jeffrey and Lisa Chambers, Helene Garland Hutchinson and Michael Garland. She has 10 grandchildren, 12 great grandchildren, a host of nieces and nephews and countless lifelong friends. She was a lifelong Bayonne resident and after suffering a stroke and battling Alzheimer’s disease, she was called to be with the Lord in Heaven. Funeral arrangements by JACKSON FUNERAL RESIDENCE-CWO, 384 Communipaw Ave., Jersey City.last_img read more

Indiana Supreme Court Chief Justice Loretta Rush tests positive for COVID-19

first_img Google+ Facebook By Network Indiana – September 14, 2020 0 183 CoronavirusIndianaLocalNews WhatsApp Photo supplied/State of Indiana courts.in.gov) Loretta H. Rush, Chief Justice of the Indiana Supreme Court, has tested positive for coronavirus.The Chief Justice tested positive on Sep. 13 after a family member tested positive, according to the Office of Judicial Administration.Chief Justice Rush self-isolated after learning of the relative’s positive test, has been working remotely and has not been to the State House since Sep. 1.She is currently quarantined and continuing to work remotely.The Indiana Supreme Court and Clerk’s Office remain open, with continued adjustments in place to protect the health and well-being of employees and the community. Pinterest WhatsApp Twitter Indiana Supreme Court Chief Justice Loretta Rush tests positive for COVID-19 Previous articleHidden camera found in woman’s shower leads to Michigan City man’s arrestNext articleGas price watchers predict pump prices will continue to decrease Network Indiana Twitter Pinterest Google+ Facebooklast_img read more

Radiohead’s Show In Scotland Disrupted By Palestinian Activists

first_imgLast night, Radiohead performed at TRNSMT Festival in Glasgow, Scotland. Their performance comes ahead of their controversial show scheduled next week on July 19th in Tel Aviv, Israel, at Park Hayarkon. The scheduled performance has drawn criticism from Palestinian activists and spurred an open letter from a number of musicians—including Roger Waters (Pink Floyd), Thurston Moore (Sonic Youth), and Tunde Adebimpe (TV On The Radio)—calling for the English group’s upcoming performance to be canceled. In response to these criticisms, frontman Thom Yorke has been open in his disagreement, telling Rolling Stone that the reaction “has been extremely upsetting” and that “I don’t agree with the cultural ban at all.”Radiohead Shares Previously Unreleased “Man Of War” From Upcoming “OKNOTOK”For Radiohead’s Glasgow appearance last night, Consequence of Sound cites that activists from Glasgow Palestine Action, Glasgow Palestine Solidarity Campaign, and Radiohead Fans for Palestine protested both outside the festival ahead of the group’s performance as well as for the show itself. Activists within the crowd held signs and raised Palestinian flags in protest throughout the performance, ultimately getting a reaction from Thom Yorke before the group played “Myxomatosis.” Yorke, clearly exasperated, repeatedly uttered “Some fucking people,” as he looked out at the crowd and was allegedly caught giving the middle finger to protesters.#Radiohead fans in Glasgow at #TRSNMTfest called on the band to respect the cultural boycott of Israel in solidarity with Palestinians #BDS pic.twitter.com/Ts7OZmlOp2— Hilary Aked (@hilary_aked) July 8, 2017 [H/T Consequence of Sound]last_img read more

The Meters Members To Appear On PBS’ ‘Great Performances’ & ‘Grammy Salute To Music Legends’

first_imgBack in January, New Orleans funk icons The Meters found out that they group would receive a Grammy Lifetime Achievement Award along with Queen, Neil Diamond, Tina Turner, Emmylou Harris, Louis Jordan, and famed “Wrecking Crew” studio drummer Hal Blaine in 2018. As part of this honor, members of the longstanding and innovating funk act will perform for at a special concert, Grammy Salute To Music Legends, a live award ceremony and show honoring the recipients of this year’s Grammy Special Merit Awards.The show, which will take place this Saturday, July 14th, at Los Angeles’ Dolby Theatre, will see performances by original Meters members and founders, drummer Joseph “Zigaboo” Modeliste, bassist George Porter Jr., and guitarist Leo Nocentelli. The trio will also be joined by Cyril Neville, a longstanding member of the band who was brought on by his brother, The Meters’ founding keys player, Art Neville.Following the show in July, which will be recorded, the performance will be aired on television on PBS’ Great Performances series. Given that The Meters are celebrating their 50th anniversary this year, fans can check out Zigaboo Modeliste, George Porter Jr., and Cyril Neville perform a special Meters tribute at LOCKN’ this year, also featuring Dumpstaphunk’s Ian Neville, Ivan Neville, and Tony Hall.Head here to see our interview with Zig and George on their Grammy Award and upcoming LOCKN’ performance.[H/T Jambase]last_img read more

How cells divide

first_imgBy Cat HolmesUniversity of GeorgiaAnyone who made it to high school biology has learned about mitosis, or cell division: One cell divides into two, two into four and so forth in a process designed to pass on exact copies of the DNA in chromosomes to daughter cells.New research, by a University of Georgia team, shows how the genes that control this process are regulated.The study is important for cancer research because in tumors, the regulation of cell division goes awry and normal cell growth and behavior are lost.Understanding how normal cell division is regulated will allow scientists to identify potential targets for cancer therapeutics, said Stephen Dalton, the molecular geneticist who led the UGA team.“This is fundamental molecular cancer research,” Dalton said. “One major problem in cancer is mis-segregation, [when the cell’s] ability to equally divide chromosomes is lost. One [daughter] cell might get too much genetic information and the other too little.“This is why many tumors have unbalanced genetic makeup,” he said. “ The cells lose the ability to accurately segregate their chromosomes because control mechanisms, known as checkpoint controls, are lost.”Dalton worked with Bruce Kemp, deputy director of St. Vincent’s Institute for Medical Research in Melbourne, Australia and UGA graduate student Cameron McLean.Using Brewer’s yeast (Saccharomyces cerevisiae) as their model system, the group found that molecules called cyclin-dependent kinases drive the mitosis process. More than 30 genes are switched on at the beginning of the process and switched off after chromosome segregation is complete.“The yeast is easily manipulated genetically,” Dalton said. “And because the mechanisms of cell division are conserved between yeast and humans, the observations we make in yeast, in general, are applicable to humans.”Now, Dalton and his team have turned their attention from yeast to human cells. They are focusing primarily on a group of molecules that have been implicated in many tumors. Collectively, these genes are known as oncogenes and tumor suppressor genes.“Our work is now focusing on how some of these initial observations in yeast can be applied to understanding molecular control of cell division in human cells,” Dalton said, “and how that can be applied to understanding cancer.”The researchers have already made some novel observations about how the cyclin-dependent protein kinases function in human cells. Their findings will be published soon in a separate report.“We’ve identified some new mechanisms by which oncogenes and tumor suppressor genes are controlled,” Dalton said. “Over the next year, I think we’ll get a clear idea of new roles these molecules play in early cell development and then try to fit the pieces together to see how they may influence cell behavior in the context of cancer.“We’ve made some observations which fly in the face of the [scientific] literature,” he said. “It’s going to be quite controversial but very exciting. It’s going to have some strong implications for the role these molecules play in cancer development.”The paper outlining the initial research with yeast was published in the July 15 issue of Genes and Development.A geneticist of international renown, Dalton joined the faculty of the UGA College of Agricultural and Environmental Sciences in January.He is a Georgia Research Alliance Eminent Scholar, a Georgia Cancer Coalition Distinguished Cancer Scientists and a consultant for BresaGen, a cell therapy biotech company in Georgia.Cat Holmes is a news editor with the University of Georgia College of Agricultural and Environmental Sciences.last_img read more

Lance: It’s My Fault

first_imgI’ve reluctantly come to accept a painful truth: Lance cheated. I denied the lie for as long as I could. I wanted to hold out for the hero who had inspired me. I didn’t want to see the cheat beneath the champion. But I can’t fool myself any longer. If you’re innocent of a crime, you don’t say you’re guilty just because you’re tired of controversy. You fight to the end. Lance should know that better than anyone.But before I add Lance to the scrap heap of other fallen heroes like Barry Bonds, Marion Jones, and Mark McGwire, I have to accept another painful truth: Lance cheated because of me.I am a sports fan who cheers for home runs, world records, and hard-hitting, bone-crushing tackles. I want my team and my athletes to win. I continue to attend professional sports games, even though I know half of the players out there are dopers. I vote with my beers, hot dogs, and season tickets for more steroids in sports.I cheer for American athletes like Lance, even when he is taking performing-enhancing drugs, because it would be unpatriotic—and, let’s face it, uncool—to cheer for the little guy in the back of the peloton who is playing by the rules and getting dropped by the pack.Who can blame Lance for cheating? The stakes have never been higher. Athletes are better trained than ever before. Competition has never been more intense. Prize money and endorsements have never been more lucrative. Fans like me are funding it. We get what we pay for.Lance cheated because we wanted him to. We wanted him to win, at any cost. That American mindset infiltrates more than our sports. We want our Wall Street bankers to cheat the system to keep our investment returns in the double digits.  We want our politicians to cheat if it means cheaper gas at the pump.If we want our heroes to stop cheating, we have to stop cheating ourselves. We have to hold our heroes to higher standards than just earning the top spot on the podium. We have to cheer for honesty, integrity, and second place. That’s not easy for winner-take-all Americans to do. It’s even harder for my four-year-old son to grasp. Last month, we watched the Olympic 800 meter race, cheering for American Nick Symmonds to catch Kenyan David Rudisha. Symmonds made a late surge but couldn’t reel him in down the final straightaway. Symmonds ultimately finished fifth, but he beamed as brightly as the Kenyan gold medalist.“Why is he so happy?” my son asked. “He didn’t even get a medal.”“He ran his fastest time ever.”“Oh.” He thought for a moment, and then asked, “So I don’t have to win to be happy?”Then he went outside and pretended to be Nick Symmonds, stumbling across the finish line, digging deep for his best, even if it wasn’t the best, and finishing with a smile on his face.That’s a hero I can be proud of.last_img read more

Let’s Be Smart About Where Long Island Places Multifamily Housing

first_imgSign up for our COVID-19 newsletter to stay up-to-date on the latest coronavirus news throughout New York Millennials. The Brain Drain. Jobs. What do these terms all have in common?Apparently, the connection is multifamily housing. According to proponents, multifamily housing will allow Long Island to retain its millennials, who are reportedly fleeing in droves, aka the Brain Drain, and developing mixed-use multifamily housing will generate jobs.Is this type of development the solution to our region’s economic malaise? Yes, and no—depending on where they crop up.The theory is that multifamily housing, placed within a “walkable” distance from the Long Isand Rail Road station, is the best way to reinvigorate Long Island’s burned-out villages and downtown areas. Transit-oriented development (or TOD for short) is rooted in a relatively new kind of urbanism that calls for “Smart Growth” to cure the ills of suburban sprawl. Much of our clogged traffic, high property taxes and lack of job opportunities stems from the fact that we all live in our own separate piece of paradise. Increasing Long Island’s population density, the measure of people per square mile, will cure the suburban sickness that ails us.For far too long, Long Islander builders have focused on supplying single family homes, but the tide has turned. Suddenly, it seems that both stakeholders and developers are united in saying that Long Island needs more apartments, in other words multifamily housing. So, like any responsive capitalistic endeavor, that’s what developers have started to build. Certainly, compared to our neighbors, Long Island has the lowest supply of apartments in the metropolitan area outside of New York City.According to U.S. census data, 21 percent of Long Island’s households live in rentals, compared with 33 percent in western Connecticut, 34 percent in the Hudson Valley, and 37 percent in northern New Jersey.Various stakeholder groups like the Suburban Millennial Institute, which recently held a conference at Hofstra University dedicated to the creation of jobs on the Island for this younger generation; Destination Long Island, a nonprofit organization that pushes for “triple-bottom-line economic development”; and other advocates have embraced this statistical shortfall, regularly pushing for the creation of more apartments Island-wide. As Suburban Millennial Institute’s founder, Jeffrey Guillot, put it, “I’m happy to join the chorus of stakeholders who call for transit-oriented development as a method by which we can make the region more attractive.”One has to walk around the Village of Patchogue to experience the turnaround the area has seen in the last decade, when half the store fronts were empty and the place had the feel of a ghost town, especially at night. The sound of power tools echo off of the store fronts as development after development crops up, while every weekend sees packed restaurants and people walking down Main Street or taking in a show at the theatre.The Village has been hailed as an example of what unfettered local development can bring to an area, with groups like Vision Long Island consistently  heaping praise on the municipality’s willingness to break ground on new complexes. While other municipal areas on Long Island seem to shun growth, the Village of Patchogue has embraced it under Mayor Paul Pontieri.Mayor Pontieri has found much success with this approach, but there are downsides to such rapid growth. He’s had to deal with complaints from long-time residents that he’s turning Patchogue into “another Queens!” Other villagers beef that there’s no place to park. Anecdotally, current vacancy rates of the new developments may not be meeting expectations, but a spokesperson for one of the major developers, Tritec Real Estate, says the opposite is true, at least at New Village at Patchogue, a $100 million project at the corner of North Ocean Avenue and Main Street, which offers 291 apartments ranging from $1,400 for a studio up to $2,900 for a three-bedroom unit.While some would argue that it’s better to deal with the after-effects of growth as opposed to having none in the first place, a balance still has to be achieved.Patchogue’s turnaround is worth further analysis, but over-enthusiasm about replicating the village’s model elsewhere on Long Island needs to be toned down. Simply put, not every community is Patchogue, so throwing high density at, say, downtown Rocky Point isn’t exactly sound planning.TOD is ideal for burned-out villages, but oftentimes municipalities look to emulate Patchogue’s model disregarding whether the area’s infrastructure  can actually handle it, or even if the demand is there.  It would be great to build a shiny new apartment complex near the LIRR’s Yaphank station, but exactly how many people are going to take the train to work that far east of Manhattan? Even in the Village of Patchogue, if TOD was so successful, why is parking still a problem? Isn’t the point of transit-oriented growth to reduce automobile traffic and increase LIRR ridership?As cited previously, Suffolk County found that around 8 percent of residents in these projects use the train when they live near it, so how do these developments nurture job creation, create affordable units and plug the ever-serious brain drain? Developers will say that they care about the region’s apartment stock, but let’s not forget that single family homes drove developer profits for decades. In some areas, they still do. When land became scarce and permits were suddenly harder to acquire, the development community shifted their focus to multifamily housing and other high-density endeavors, not out of the kindness of their hearts, but out of economic necessity.  Developers will supply whatever gets approved and sold, and since open space is a rare commodity on Long Island these days, the climate has since shifted to these new TOD projects.One could bet that if single family homes were easier to build, they would be built, and if they were cheaper, a millennial would prefer homeownership to an apartment near a train station.As for the regional comparisons, Long Island does need more apartments, but they must go in the appropriate areas. Currently, municipalities are building at higher densities, but aren’t preserving equal amounts of open space elsewhere. Like with Islip’s Heartland, municipal officials argue for walkable downtowns, but are still creating new developments instead of putting their focus on existing downtown areas, and other municipalities are trying to create supposedly “walkable downtowns” out of nowhere. Look at AVR’s The Meadows in Yaphank in the Town of Brookhaven, or WinCoram Commons in Coram. Instead of simply building single-family units, we now have much denser developments cropping up—in unprecedented rates. According to U.S. Census Data, in 1989 Long Island had 52,402 units of multifamily housing. In 2014, that amount grew to 83,986 units. In Suffolk County, the number of multifamily units changed by a whopping 60 percent. Anybody saying that Long Island isn’t building enough apartments just needs to look at the data to see that it is, in fact, being built at a rapid pace.The key to Long Island’s future may not be just multifamily. Yes, the developments are needed, but it is one piece of a much larger, complex and nuanced puzzle. Long Island’s policymakers need to stop throwing developmental density at the problem and focus on jobs. In fact, the Suburban Millennial Institute was on to something by having their event highlight job creation efforts tailored to the next generation of Long Islanders. If the group can focus solely on economic growth, and detach from the developer rhetoric of plugging the Brain Drain and building Smart Growth, the region would be much better off.Like everything else, growth on Long Island is about finding the right balance. Now, the dialogue is too focused on throwing high density housing at the problem, without addressing the next generation’s lack of economic opportunity, or that many residents quite simply don’t want to see more apartments in their backyard. We need to start embracing and maximizing the assets of suburbia, instead of trying to fundamentally change it.last_img read more