Nationwide Building Society’s television commercial, featuring actor Dominic West and satirising branch closures by rival banks, has been banned by the Advertising Standards Authority (ASA) for misleading consumers.

The advert claimed that Nationwide was not closing its branches, unlike “big banks,” which drew complaints from competitors and triggered an investigation by the ASA.

The regulator found the claim to be misleading as Nationwide had recently closed branches, even more than Santander, which was referenced in the advert. While Nationwide has made a branch promise not to close any sites until at least 2026, the ASA ruled that the advert failed to accurately convey this information, leading consumers to believe Nationwide had not recently closed branches.

Although Nationwide had closed the smallest percentage of branches compared to other financial institutions over a ten-year period, the ASA deemed the closure of 20% of their estate, amounting to 152 branches, to be significant. The regulator concluded that the adverts were misleading because they implied Nationwide would not be closing branches in the long-term future and had not recently closed branches.

In response, Nationwide stated that they acknowledged the ASA’s decision and would roll out updated versions of the adverts to clarify their extended branch promise until 2028. The building society aims to make their commitment to keeping branches open more explicit in their advertising moving forward.

NK Beale knew something was wrong when her boss started sending her listings for other job openings.

“My manager was advising me to put in my notice,” said Beale, who is 40 and lives in Washington DC. “It was kind of weird, because we had a pretty good relationship, and I felt as though he was someone I could trust.”

There had been a shift in leadership at her tech company during a tumultuous time in the industry, with mass layoffs at Google, Amazon and Microsoft. Beale wondered if maybe her boss had encouraged her to put in her notice before they had a chance to officially lay her off so the company wouldn’t have to pay severance. The stress of it all started to affect her sleep and wellbeing.

When it got to be too much, Beale’s partner suggested that she speak to an old colleague named Cierra Gross, who founded an independent human resources consulting firm called Caged Bird HR.

For $99, Gross and her staff listen to workers’ complaints about harassment, discrimination, or other job-related issues – stories those workers don’t feel comfortable sharing with their own employers’ HR representatives. Workers at Google, Netflix, Amazon, Uber and Meta have all used Caged Bird, according to Gross. She also says Caged Bird wrote the résumé for a candidate who ended up a state senator, and helped a woman who was about to quit her job negotiate a $30,000 severance.

People usually reach out to Caged Bird after experiencing discrimination or issues with compensation. Over 80% of its clients also say work has caused some sort of mental anguish, according to Gross.

A survey published last month found that more than a third of 1,005 small-business workers in the US didn’t trust their HR departments. In a 2021 survey of 1,000 workers at UK organizations with more than 250 employees, 47% reported that they didn’t trust HR to help with conflict resolution. More than two in five respondents didn’t believe that the department would act impartially, with 43% saying they think senior staff members were favored in workplace disputes.

This wariness creates an opening for an independent HR service to act as a confidant, support system, lawyer (or at least someone who knows a lawyer), and whatever else a worker doesn’t feel they can find in-house. The Guardian spoke with two companies that have jumped into this field.

Caged Bird’s clients must first fill out a form explaining who they are, where they work and what’s going wrong. A representative then calls to explain their rights as workers and to give their professional opinion on how things should be handled. Caged Bird then drafts documents that might be helpful to the client when the client speaks to their employer’s HR department, such as a letter of resignation, a script for a pay negotiation, or a letter that reports discrimination.

Caged Bird does not negotiate fair labor practices with a company on behalf of a collective workforce like unions do, and it rarely interacts directly with a company’s HR department.

“Sometimes we do allow a support person to come to meetings between a client and their employer, but then our involvement is very limited,” Gross said. “In those cases we’re not actually allowed to talk during meetings. Even when we ghostwrite documents for a client, we don’t send it directly to their employer. We give it to the client and it’s up to them to send it to whoever they need to.”

After consulting with Caged Bird, Beale decided to take a leave of absence from her job due to stress – a lifeline she hadn’t realized was available to her. “They let me know the options most companies don’t want you to know. It was pretty simple for me to get together the documents that I needed for leave,” she said. After a few months, she went back to work feeling recharged. She later found a new job in media and entertainment with a better work-life balance.

Most workers have probably heard the phrase “don’t trust HR” or “HR is not your friend” at some point in their careers. Peter Cappelli, a professor of management at the University of Pennsylvania’s Wharton School, says the problem is that many employees don’t understand how HR fits into a company as a whole, particularly when it comes to issues of discrimination.

In recent years – especially after the #MeToo movement elevated awareness of workplace sexual harassment – employers have boasted a zero-tolerance policy on the matter. “That makes workers think that HR are like the internal police,” Cappelli said.

It can also be tempting to view HR as an independent entity dedicated to workers’ wellbeing – something analogous to a union shop steward. But that’s often too idealistic of a comparison.

“What people don’t understand is that ultimately, HR works for the company and the employer organization,” Cappelli explained. “They have no particular obligations for you. What they do for the most part is try to nudge the organization and the leadership in the right direction, which is about all you can expect them to do.”

That’s not enough for some workers, especially a post-#MeToo world. In the seven years since the harassment awareness hashtag snowballed into a full-on movement, many workers have hoped that the deluge of stories might lead to better conditions. The same could be said after 2020’s so-called “racial reckoning”, when CEOs preached diversity and inclusion in a way that felt more performative than purposeful.

Gross spent years working in HR for Google and ExxonMobil, but she left corporate America in 2022 after suffering burnout and depression. As implied by the name – a nod to the poet and civil rights activist Maya Angelou’s memoir, I Know Why the Caged Bird Sings – and the fact that Gross is a Black woman with lived experience of workplace discrimination, Caged Bird’s earliest clients came due to issues of racism or sexism.

“The first year we started, it was 99% Black women and 1% everyone else,” Gross said. “Last year, it was 68% Black people, and the second highest was Latinas, white people, followed by members of the LGBT community of all demographics. So as the brand continues to grow, we’re starting to reach a broader demographic.”

If an employee wants to confront a co-worker or boss who, for example, won’t stop with the unwanted come-ons, they can enlist BeeMail, a service that sends warning emails to offenders accused of sexual harassment. The subject line of the email reads “Addressing Your Behavior”, with the body’s text written in a generic manner intended not to out a victim’s identity.

“This is not a gotcha moment,” the message reads. “We’ve all made mistakes. This email is intended to make you aware of the issue and to prevent further escalation involving your employer. We hope to see this as an opportunity to reflect on your interactions and do better moving forward.”

Cheri Wolf and Sandy Lisonbee launched BeeMail earlier this year. Each BeeMail message to an accused harasser links to their non-profit, The Wolf and the Bee, which provides resources to help workers and their employers resolve workplace disputes.

“If you Google ‘someone has accused me of harassment at work’, every single result comes from the angle of what to do if you’ve been falsely accused,” Wolf said. “But what should you do if you’ve actually done something? We found literally no tools from the harasser’s perspective. We realized this puts the burden of fixing a problem on the victim.”

It costs $25 for an accuser to send a BeeMail – the founders call the fee a “donation”, since the price helps fund their non-profit. The message can only be sent one time, so that BeeMail itself is not used as a tool of harassment. Wolf and Lisonbee worked with attorneys to make sure that the service did not violate any privacy or labor laws.

“For the most part, you’re going to have to continue to work with the person who’s harassing you,” Wolf said. “We need to start normalizing this idea that we can listen to feedback without getting defensive, and we can empower both sides of the situation to take responsibility for managing that process.”

The founders hope that their service will be used soon after someone experiences harassment for the first time, before behavior escalates.

“We understand that a BeeMail is not going to be effective for someone at a Harvey Weinstein level,” Lisonbee said. “It’s really about understanding and weighing out whether this uncomfortable process is also going to be empowering for you.”

Do not expect the BeeMail to go mainstream soon: only one person has used the service since it launched in February, though the founders say that some people have started the process but ultimately decided not to send the email.

Cappelli, the Wharton professor, says that what makes an independent HR service alluring to workers might not be its promised end result. “For a lot of people, being able to talk to someone about what’s happening and maybe having someone else know might make them feel better,” he said. “If this makes the person who’s reporting feel better, then it’s possible that these services actually do some good.”

In a world where modern lifestyles often lead to dietary imbalances and health concerns, the ancient wisdom of Ayurveda emerges as a beacon of holistic well-being. Ayurveda, the “science of life,” offers profound insights into maintaining balance and harmony within the body, particularly those grappling with diabetes. The Ayurvedic diet, deeply rooted in this ancient Indian tradition, serves as a blueprint for fostering physical health, and a sustainable and balanced way of life.

For people with diabetes, the daily struggle centres on managing blood sugar spikes and dips. But what if there existed a natural, food-based approach to navigating this challenge? Enter Ayurveda, the ancient Indian system of holistic medicine, offering a powerful lens through which to view and manage diabetes.

Understanding Ayurveda’s Foundation: Doshas

At the heart of Ayurveda lies the concept of doshas — three fundamental energies that govern our bodily functions. Vata, Pitta, and Kapha are the building blocks of our body and an imbalance in these doshas is believed to be the root cause of various health issues, including diabetes.

For those with diabetes, understanding their predominant dosha becomes crucial. Ayurveda suggests that balancing the doshas through diet can alleviate symptoms and promote overall health.

Here’s a simple guide to embracing the Ayurvedic diet for diabetes:

Pacifying Foods: Vata, characterised by air and ether elements, is associated with irregularities and fluctuations. To pacify Vata, focus on warm, grounding foods. Opt for nourishing soups, stews, and cooked grains. Include healthy fats such as ghee and olive oil to lubricate the digestive system. Avoid raw and cold foods, as these can exacerbate Vata imbalances.

Pitta-Pacifying Foods: Pitta, fueled by fire and water elements, is linked to heat and intensity. For those with a Pitta imbalance, cooling and soothing foods are key. Embrace sweet, bitter, and astringent tastes found in fruits like apples and berries as well as leafy greens. Limit spicy and acidic foods, as they may aggravate Pitta.

Pacifying Foods: Kapha, grounded in earth and water elements, is associated with stability and structure. To balance Kapha, opt for light, warm, and stimulating foods. Incorporate a variety of spices, such as ginger and turmeric, to enhance digestion. Minimise dairy and heavy, sweet foods to prevent excess mucus production.

Also Read: Why Fertility Rate Is Dropping Worldwide: Expert Explains 6 Reasons Behind Declining Birth Rate 

Mindful Eating Practices: Beyond selecting foods based on doshas, Ayurveda places significant emphasis on mindful eating practices. Chew your food thoroughly to support digestion, and savour each bite to enhance the overall dining experience. Eating in a calm and relaxed environment promotes healthy digestion and assimilation of nutrients.

Herbs and Spices as Medicine: Ayurveda harnesses the power of herbs and spices for their medicinal properties. Turmeric, with its anti-inflammatory benefits, and fenugreek, known for its blood sugar regulation, are valuable additions to the Ayurvedic diet for diabetes.

In a world inundated with fad diets, the Ayurvedic approach to nutrition stands out as a time-tested and sustainable solution for managing diabetes. By embracing the wisdom of doshas, choosing nourishing foods, and adopting mindful eating practices, individuals can cultivate a harmonious relationship between their bodies and the food they consume.

In the realm of the Ayurvedic diet, food is not merely sustenance; it is a conduit to balance, vitality, and holistic well-being. As we navigate the complexities of modern health challenges, perhaps the ancient wisdom of Ayurveda can guide us back to a place of equilibrium — a place where health is not just the absence of disease but the presence of vitality in mind, body, and spirit.

(Dr Govind is the Chief Innovation Officer of Kapiva)

Ukraine and its allies are losing the race to secure the ammunition Kyiv needs to hold off Russian attacks.

The flow of western military aid into Ukraine has tailed off dramatically, according to officials from allied nations familiar with the latest on the front line, and some Ukrainian guns are firing just a single round a day in order to preserve their dwindling stocks.

That’s set allies scrambling to try to maintain the flow of supplies to Ukraine by scouring for shells around the world. But with these initiatives slow to get off the ground, it’s unclear whether they will yield enough in the short-term to keep Ukraine’s front line stable.

Russian President Vladimir Putin has reportedly urged his government to develop video game consoles that can compete with the likes of PlayStation and Xbox.

According to the state media agency Kommersant, the Kremlin has ordered the development of new console hardware, including portable devices, with a deadline of June 15. Putin has also directed the exploration and development of “an operating system and a cloud system” for delivering games and programs to users.

This is not the first time that the issue of creating and producing game consoles and set-top boxes in the Russian Federation has been raised. In 2022, the government discussed measures to support the video game industry through 2030, calling for the establishment of a state-controlled developer and publisher, which would require an investment of up to $50 billion.

In 2023, he also ordered the creation of an esports tournament featuring various games from Russia and its allied nations, such as World of Tanks and League of Legends.

Russian gaming industry

Russia is no stranger to the gaming world, as the bestselling video game Tetris was created in 1985 by Soviet software engineer Alexey Pajitnov. The Game Boy version ranks among the best-selling games of all time, with more than 35 million copies sold. Available on over 65 platforms, Tetris has set a Guinness World Record for the most ported video game.

Although the Russian video gaming industry isn’t a major force internationally, it boasts the largest player base in Europe, with an estimated 65.2 million players nationwide as of 2018. In 2001, Russia became the first country in the world to officially recognize competitive video gaming as a sport. Russia’s largest publisher, 1C, is the developer behind the IL-2 Sturmovik series and Theatre of War series.

Vladimir Goryachev, a journalist at the Russian gaming forum Riot Pixels, has stated that he finds it “strange” that the government had to issue an order despite the presence of “many wealthy companies.” However, he added that while there is a large market and appetite for gaming, the technical skills required were lacking.

The plan comes after every major video game company in the world stopped selling its games and hardware in the country, in protest at their invasion of Ukraine.

Featured image: Canva/ Presidential Executive Office of Russia

Fabio Wardley and Frazer Clarke’s epic heavyweight clash recorded a massive television audience on Sky Sports this Easter Sunday making it one of the platform’s highest-rating boxing events in the past decade.

Billed as ‘Bad Blood’, the unbeaten rivals could not be separated on the night as they put everything on the line in a thrilling 12-round contest that is already being described as one of the greatest British heavyweight fights of all time.

The BOXXER promoted event, live from London’s O2 Arena, attracted a peak audience of 746,000 for the main event – with an average audience of 438,000 tuning in across the four hour broadcast and a reach of over 1.7million.

These impressive figures make Wardley and Clarke’s battle for the British and Commonwealth Titles the fifth-most watched boxing event on Sky Sports in the last 10 years behind only Eubank-Williams, Shields-Marshall, Khan-Vargas and Taylor-Catterall, and mark the biggest audience for a heavyweight fight.

Fans were treated to first-class shoulder programming from Sky Sports in the build up to the event including a tense face-off hosted by Johnny Nelson in ‘The Gloves Are Off’ and a look behind the scenes into each fighters’ training camp in ‘Behind The Ropes’.

Adding to the excitement on the night, a stacked undercard featured a series of mouthwatering clashes that saw Chris Kongo overcome welterweight rival Florian Marku, Viddal Riley retain his English cruiserweight title against Mikael Lawal, Ben Whittaker drop and dominate Leon Wilings, Callum Simspon score a showreel knockout win over Dulla Mbabe, and Alen Babic stop Steve Robinson.

Ben Shalom, BOXXER Founder and CEO, said: “What we witnessed on Sunday was one of the greatest British heavyweight fights of all time. At BOXXER we are committed to growing the sport to new audiences and giving our fighters the biggest possible platform to perform. The numbers are incredible. It shows the huge potential and appetite for boxing in the UK and Ireland. We’ve had an amazing start to the year and we look forward to delivering more massive nights with unmissable action in 2024.”

Rob Selmes, Sky Sports Director of Rights, said: “It was great to see such a thrilling fight for the British and Commonwealth heavyweight titles, immense bravery from both fighters and huge numbers tuning in to watch. A compelling card was part of a fantastic weekend of live sport on Sky Sports, with millions of sports fans enjoying our coverage and being taken closer to all the action.”

Having already delivered a series of spectacular events in 2024 including Jonas-Mayer, Buatsi-Azeez and Wardley-Clarke, the BOXXER and Sky Sports schedule continues on Saturday, May 11th with Lauren Price challenging Jessica McCaskill for Welterweight World Titles in Cardiff.

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McMorrow had been stabbed, with his abdomen eviscerated and his hands partially severed in what was dubbed in the media as ‘The Central Park Slaying‘.

The brutal crime soon captured the attention of the entire world, especially after it emerged that the two people arrested for his death were just 15 years old: Daphne Abdela and Christopher Vasquez.

Viewers who’ve already binged the Netflix series may be wondering what happened to Abdela and Vasquez, and where they are now. Read on for everything you need to now about the Homicide: New York subjects.

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Where are Daphne Abdela and Christopher Vasquez now?

Abdela and Vasquez were both released from prison in 2004 after serving just over six years of their sentence.

However, little is known about their whereabouts today.

What happened to Daphne Abdela and Christopher Vasquez? Crimes explained

In 1997, Michael McMorrow was found dead in Central Park. He had been stabbed, with his abdomen cut open and hands partially severed.

That night, Daphne Abdela called the police anonymously to report a body in a Central Park lake and the NYPD soon found the mutilated body.

In the episode, retired detective Rob Mooney said the teenagers had been drinking with McMorrow and a group of people in the park, and McMorrow was “in the wrong place at the wrong time”.

At first, both Abdela and Vasquez claimed they had gone swimming and McMorrow had put his arm around Abdela, which Vasquez saw as him making an advance.

Abdela claimed Vasquez attacked McMorrow, before later acknowledging that she had kicked him.

As per The New York Times, Abdela and Vasquez were found guilty of first-degree manslaughter.

Abdela pleaded guilty to manslaughter in a plea deal, while Vasquez was later separately found not guilty of murder, but guilty of manslaughter. Both teens were sentenced to up to 10 years in prison.

How were Daphne Abdela and Christopher Vasquez caught?

In Barbara Butchers book What the Dead Know: Learning About Life as a New York City Death Investigator, she wrote that the pair were found by the police washing away evidence.

Police found the two sitting naked in the bathtub, washing away blood the result, they claimed, of a rollerblading accident in Central Park, Butcher wrote.

Although Abdela called the police anonymously to report a body in the lake on the night of McMorrow’s death, presenting herself as a witness, it didnt take long for the real story to come out.

Authorities identified McMorrows identity thanks to a business card he had on him.

They later found McMorrows wallet in Abdelas room, while a knife with the victims DNA was discovered in Vasquezs possession.

Homicide: New York is available to watch on Netflix now.

Looking for something else to watch? Check out more of our Documentaries coverage or visit our TV Guideand Streaming Guide to see whats on tonight.

Try Radio Times magazine today and get 10 issues for only 10 subscribe now. For more from the biggest stars in TV, listen to The Radio Times Podcast.

As a seasoned professional in the field of recruitment, I’ve had the privilege of witnessing firsthand the transformative impact that gender diversity can have on businesses of all sizes.

From startups to established SMEs, organisations that champion gender diversity consistently emerge as leaders in their respective industries.

In the competitive landscape of recruitment, there has been a significant shift in candidate expectations and preferences. Increasingly, job seekers are drawn to companies that embrace diversity and inclusion, recognising the real value of diverse perspectives and experiences.

Working closely with hiring managers and decision-makers its clear there are tangible benefits of gender diversity within organisations. Diverse teams bring a breadth of perspectives, skills, and ideas to the table, fostering a culture of innovation and creativity that drives business growth.

Whether it’s brainstorming sessions, problem-solving exercises, or strategic planning meetings, I’ve seen firsthand how diverse teams consistently outperform homogenous ones, generating fresh insights and driving results. Inclusive workplaces where individuals feel valued, respected, and empowered regardless of gender are more likely to retain top talent and create a real ‘family’ orientated atmosphere –  a real deep rooted culture.

It goes both ways – women and men need to feel they are supported equally in the workplace and encouraged, and provided with opportunities for development, and this also has a direct impact on the bottom line.

Research has consistently shown that companies with diverse leadership teams and workforces are more innovative, resilient to downturns, and financially successful. By tapping into the full potential of their talent pool, SMEs can gain a competitive edge, attract new customers, and drive business growth.

However, achieving gender diversity requires more than just lip service—it demands a strategic and concerted effort to address those  barriers and biases that may hinder the advancement of women in the workplace.

As a recruitment expert, I’ve worked closely with companies to implement gender-neutral recruitment processes, develop inclusive leadership programs, and foster a culture of flexibility and work-life balance.

Establish a mentoring program that pairs staff of different genders to facilitate knowledge sharing, skill development, and career advancement. Encourage mentors and mentees to exchange perspectives, insights, and experiences to foster mutual learning and growth.

In addition, when forming project teams, strive for gender balance to leverage diverse perspectives and strengths. Or implement reverse mentoring programs where junior employees mentor senior executives on topics such as gender diversity, generational differences, and emerging trends.

To conclude, as SMEs navigate the complexities of recruitment and talent management, it’s essential to recognise the transformative power of gender diversity. By embracing diversity and championing inclusion, SMEs can unlock the full potential of their workforce, drive innovation, and position themselves for long-term success.

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Shares of Cava Group (NYSE: CAVA) caught investor interest when it went public last year as one of few exciting initial public offerings (IPOs). Cava operates a small chain of Mediterranean-inspired restaurants with big potential. Its stock is already up 63% this year on encouraging results and investor enthusiasm. Is it too late to buy?

Why Cava is getting investors excited

Cava is often compared to megastock Chipotle Mexican Grill. It offers a similar fast-casual experience, with healthy fresh fare at a moderate price point. Chipotle has demonstrated that it’s resilient and high-performing, and it’s rewarded shareholders handsomely. It’s no wonder investors are interested in what could be the next Chipotle.

So far, Cava has momentum. It’s still in its infancy, with 309 restaurants as of the end of 2023, or 72 more than the year before. It’s planning to open about 50 in 2024.

Sales increased 60% year over year in 2023, and comparable sales were up 18%. Average-unit volume (AUV) rose from $2.4 million in 2022 to $2.6 million in 2023, and restaurant-level profit margin rose 4.5 points from the previous year to 24.8%.

Even better, it has reported positive-net income every quarter since it went public and a full-year profit of $13 million after a $59 million loss in 2022. Who wouldn’t be interested in this stock when it’s demonstrating such fabulous performance?

What to be wary of now

Investing is about the future, not the past. Cava looks like it could have incredible potential, but it has a short track record right now. Management is guiding for comparable-sales growth to slow sharply to about 4% in 2024. It acknowledged that some of the growth it saw came from a “halo effect,” or customers being interested because of IPO hype.

That’s going to eventually disappear. Comparable-sales growth is important. It indicates that customers like the concept and that there’s organic-growth potential. It also contributes to higher profitability, since fixed costs can be spread among more revenue. This is something to watch.

The other major red flag right now is valuation. Cava stock is trading at around 10 times trailing-12-month sales and 230 times forward 1-year earnings. That’s a rich valuation. It could be justified if Cava is expected to grow at a high rate this year, but management is expecting things to slow down in 2024, with lower comps growth and margins. It did not provide guidance for net income. As growth decelerates, it might not be able to support this kind of valuation, which is a setup for a fall.

Finally, Cava is fairly new. It has a low number of stores right now that are just a sample size. Companies change as they get bigger and have different needs. Different regions also react differently to restaurant concepts, and Cava has yet to penetrate many areas of the country.

Management has to be able to grow and scale with demand. For example, coffee chain Dutch Bros has surpassed 800 stores and brought in an outside CEO to bring the company into its next growth phase. In contrast, Peloton Interactive grew very quickly, and its founder and CEO made some errors before handing over the reins to an experienced outsider.

Is this a long-term play?

Taking a position in Cava right now is investing in a company with lots of opportunity but a short track record of success. If you’ve eaten at a Cava, you might understand why the opportunity looks very compelling. But early-stage growth stocks are risky.

Cava does look like it could be an excellent long-term pick, but now might not be the right time to buy. It’s expecting pressure in 2024 with lower comps and restaurant-level profit margin. There’s a good chance 2024 won’t be as exciting as 2023. And considering the high valuation, I’d wait for a better entry point before I’d buy Cava stock.

Should you invest $1,000 in Cava Group right now?

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Jennifer Saibil has no position in any of the stocks mentioned. The Motley Fool has positions in and recommends Chipotle Mexican Grill and Peloton Interactive. The Motley Fool recommends Cava Group. The Motley Fool has a disclosure policy.

The views and opinions expressed herein are the views and opinions of the author and do not necessarily reflect those of Nasdaq, Inc.