Andraya Carson- Exploring Sex Trafficking and Prostitution Demand During the Super Bowl

Much has been said about the impact of the Super Bowl on sex trafficking, most of which indicates it is a key variable leading to a dramatic increase in commercial sexual exploitation and victimization. Recent reports and dozens of news articles strongly point to the Super Bowl as the most prominent national event where sex trafficking flourishes, with estimates of as many as 10,000 victims flooding host cities to be offered to willing purchasers intent on buying sex. While this has attracted a great deal of attention in the media and has served as a key point in the national dialogue on sex trafficking, support for such assertions has been sparse. While some such inquiries have been conducted capably, evidence supported research on the influence of the Super Bowl on sex trafficking has been limited.

With the support of the McCain Institute, researchers from Arizona State University sought to investigate and understand the true impact of the Super Bowl on sex trafficking, to further the national discussion on sex trafficking and its local and national impact as well as to develop a baseline understanding of regional sex trafficking trends for the 2015 Super Bowl which is to be held in Phoenix. What follows is what we believe to be the first comprehensive and systematic review of the quagmire that is the Super Bowl and sex trafficking and the first attempt to add clarity to a complex, national epidemic.

Source Credit: This article first appeared on the McCain Institute Website

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Dray Carson: Workplace Buyllying has to end

Unfortunately either yourself or someone you know how or will experience workplace bullying. Sometimes this may even occur after someone leaves the job, and by former employees. It is a horrible situation to be in, and from a human resources standpoint, can not be ignored.   Read the article below for more information, and contact Andraya Carson with G&A  Partners to see how you can help reduce bullying in the workplace.

Vol. 59   No. 10

With no anti-bullying workplace laws in the U.S., HR shouldn’t ignore the issue.

By Kasi McLaughlin, PHR  9/24/2014 (originally posted)

Bullying is the last form of workplace abuse that is not considered taboo in the United States. Although it is four times as prevalent as some forms of illegal harassment, there is no anti-bullying workplace legislation in the U.S.—unlike in England, Sweden and Australia.

You may wonder whether a concept as nebulous as workplace bullying could possibly be legislated. Won’t employees start filing frivolous complaints against people they don’t like or bosses with lousy management skills? No. In fact, most of the bills that have been proposed to date precisely define an abusive environment and require proof of harm by a mental health professional. They also allow the bully to be sued as an individual while enabling the company to preserve its right to provide at-will employment.

What Is Bullying?

Gary Namie, president of the Workplace Bullying Institute (WBI), and Ruth Namie, CEO of the campaign, define workplace bullying as the malicious verbal mistreatment of a target that is driven by the bully’s desire to control him or her. Tim Field, author of Bully In Sight: How to Predict, Resist, Challenge and Combat Workplace Bullying (Success Unlimited, 1996), defines it as a continual and relentless attack on other people’s self-confidence and self-esteem.

However it is defined, workplace bullying does not always include yelling, screaming or fits of rage. In fact, it usually takes place on a much quieter scale—in the form of exhibiting unwarranted criticism or intimidation, blaming someone without factual justification, unfairly singling someone out, or spreading rumors.

No matter what form it takes, bullying leaves people feeling powerless and confused. Some may suffer from post-traumatic stress disorder years after the bullying occurred. According to the WBI’s 2012 Impact of Workplace Bullying on Individuals’ Health survey report, bullying drove 71 percent of targets to seek treatment from a physician; an alarming 29 percent contemplated suicide.

Who Are the Bullies?

It may not come as a surprise that women are often the victims of workplace bullying—but some people may not realize that the majority of bullies are also female. In fact, according to the results of the 2014 WBI U.S. Workplace Bullying Survey, 68 percent of reported cases involve women-on-women bullying.

Like bullies at children’s schools, workplace bullies are not all evil sociopaths. Normal, well-adjusted members of society can fall prey to destructive bullying tactics when their authority is questioned. They often bully because they are afraid of seeing their own shortcomings exposed. Often, they feel threatened by the abilities or career ambitions of the people they bully and opt to use them as scapegoats.

Why Is Bullying Prevalent?

The authors of Mobbing: Emotional Abuse in the American Workplace (Civil Society Publishing, 1999) suggest that workplace bullying occurs as often as it does because such behaviors are ignored, tolerated, misunderstood or instigated by the company.

People don’t identify this behavior as workplace harassment, and thus many victims don’t realize that something unethical is happening to them. Since 2003, more than half of the states have introduced legislation that would allow workers to sue for harassment without requiring discrimination based on a protected class status—and yet no such proposals have made it into law.

Finally, victims of bullying often become so worn down that they no longer feel capable of defending themselves. In fact, according to 2007 WBI U.S. Workplace Bullying Survey data, only 3 percent of bullied targets file lawsuits and 50 percent never even complain. This explains why more than three-fourths of targets choose to leave the battlefield of abuse and start fresh somewhere else.

How Can HR Help?

There are several things HR can do to help reduce workplace bullying:

Make the business case. Top management will be more likely to listen to you if you present a business case for the bottom-line costs of bullying. These costs generally fall into three categories: the cost of replacing staff; the cost of lost productivity as staff copes with the bullying; and the costs associated with investigations, potential legal action and loss of the company’s reputation.

Create an anti-bullying policy or update your harassment policy. This could be as simple as adding verbiage to your current harassment policy that states that harassment of any individual—not just those in a protected class—will not be tolerated. According to a 2011 survey on workplace bullying by the Society for Human Resource Management, 56 percent of companies have an anti-bullying policy.

Hold awareness training. It is not enough to create a policy. HR professionals must make sure that employees understand the issue and its consequences.

Establish a contact for reporting claims. Employees will feel comfortable reporting incidents only to independent employee advocates. If an employee feels that the person in whom they are confiding may have a relationship with the bully, you will never get the full story.

Promptly address complaints. It is not easy for people to report bullying incidents; it would likely be devastating if nothing is done after they’ve come forward. Employees may leave or, worse, advise other co-workers that their reports were not taken seriously.

Hopefully the law will catch up with the brutal reality of bullying. Until then, HR can help give voice to this silent epidemic by displaying compassion, developing fair policies and showing prompt follow-up.

Kasi McLaughlin, PHR, is a former banking officer and human resources manager with First Fidelity Bank.

– See more at: http://www.shrm.org/publications/hrmagazine/editorialcontent/2014/1014/pages/1014-viewpoint-workplace-bullying.aspx#sthash.4uGN37QA.dpuf

– For complete article: http://www.shrm.org/publications/hrmagazine/editorialcontent/2014/1014/pages/1014-viewpoint-workplace-bullying.aspx

Andraya Carson: Negative Posts on Websites and Companies I Have Worked For

Hi, my name is Andraya Carson. Yes, I am actually the real Andraya Carson and not the impersonator that is all over the internet trying to discredit my name. I guess that I really made it in life to have someone else who I don’t even know, pretend to be me, Dray Carson, and post things on the internet. Now I really know that there is reality behind the saying that ‘just because it’s on google doesn’t make it real!’. Don’t trust everything on the internet. I personally have never ever written something negative about another person or a company that I have worked with, on the internet. As a matter of a fact, I have never helped anyone else who may be doing that type of work with negative postings. I am from the thought that if you can’t say something nice, don’t say it all at. Especially on the internet. But for some reason, someone who I don’t even know, thinks that I have posted something about a company that I worked with, and so they are threatening me and blackmailing me openly on blogs until I ‘take down the posts’. Unfortunately, there is no way that I, Andraya Carson, can do that, since I NEVER POSTED ANYTHING TO BEGIN WITH! And this ‘person’ is saying that I am involved in Sex trade, that I- Dray Carson- am a sex prostitute and have aids and other diseases, and they also name people (who I have never met) that I am involved with for these illegal actions. The irony is that I am actually an activist against Human Trafficking- Sex and Labor Trafficking, and this mysterious person is saying that I am a part of the very industry that I am against. What a joke. And their language is so poor, it’s a strange combination of painful to try and figure out what they are trying to say, and hilarious when realizing how outlandish what they are saying really is, to anyone who reads the remarks. So, for those of you out there who have the misfortune to come across this type of content, my apologies in advance for that trouble. For those of you reading this who may be actually doing that drama of posting those things- realize please that you are misguided and think this through clearly- If I could take down the ‘information’ you claim I am posting, trust me I would have. There are so many things that are important to me that I don’t have enough time as it is to do- I would NOT WASTE my time posting nonsense about companies that I no longer am affiliated with. And to be honest- I don’t have anything negative to even say about any company I have worked with. I was always in the right place at the right time, and fortunate for all experiences (good and bad) that I have had while working with various companies and persons. I have learned all along the way!

 

Peace!

Andraya Carson against Sex Trafficking

Andraya Carson is passionate about people and life, valuing highest the human body, and feels that people are not meant to be traded as a commodity. Therefore Andraya Carson is involved with organizations that promote social awareness and relief support to help in ending the ongoing issue of modern slavery, known as human trafficking. Andraya Carson’s long term goal is to exclusively dedicate her time towards the mission of eradicating sex and labor trafficking in the United States and worldwide.

Andraya Carson has a blog that is dedicated to the purpose of social awareness in the areas of sex trafficking, prostitution, labor slavery, and other forms of oppression that hides under the category of Human Trafficking.

Blog: http://andrayacarsonagainstprostitution.wordpress.com/

Andraya Carson- 5 Tips for Creating Successful Business Development

When it comes to business development, there are so many areas to cover, that sometime it can be overwhelming. Taking it one step at a time and focusing in on several areas, is key to success. Andraya Carson works with her clients to help them navigate their way through areas of business that could use expansion, and Dray Carson helps them prioritize. Andraya Carson shares some simple steps:

1. Hire the right person at the right time. Timing is everything. Understand the life cycle of business and where you are at. Sometimes we try to save money and hold back from hiring the right talent that your organization needs to get to the next level. Invest in your business, and enjoy the returns!

2. Business Development focuses on relationship building. This is very different than sales. You are not just closing a deal, you are building something that should pay you tenfold over time.

3. After the Sale, the deal isn’t over. Managing the process that happens after the client says YES, is just as important. Don’t get sloppy because you closed the deal. Remember you are developing relationships- and that process is ongoing.

4. Support is important. Each department should be a support to one another in all areas of business development. This is not a one person show- it takes a team effort.

5. Get Legal Council. Have a support of knowledgable professionals that care about your business and can guide you along the path of decision making, so that you are aware of how today’s issues will impact tomorrow’s success level. Don’t play lawyer- pay a lawyer, and get the right guidance you need to avoid major hurdles.

 

Andraya (Dray) Carson is an entrepreneur with over a decade of experience in business development, operations, sales, marketing and consulting. In 2009 Miss Carson launched Carson Connections, a boutique business development firm, and enjoys working personally with small to mid-size business owners, helping them identify the possibilities of their business and find solutions to significantly improve productivity and profitability. Andraya Carson is also a Business Advisor with G&A Partners, a licensed professional employer organization (PEO), providing best-in-class solutions that help take businesses to the next level, creating a more streamline approach to managing Human Resources, and gaining access to better benefits, stress-free payroll and administrative relief. 

 

Andraya Carson is in Business Development

Andraya Carson works with businesses to help them grow in many areas. There are people on the internet that are trying to say horrible things about Andraya Carson, but those who know Dray Carson know that she is kind, caring, loving, and there to help people. It is unfortunate that the internet is such a positive but yet also negative place to be. People can do and say things with no merit and that is what they are doing to Andraya Carson. Andraya Carson is a remarkable person, and a gift for any business she is in.

Andraya Carson- Business Development Manager and Personal Friend

I just wanted to say a few things about Andraya Carson. I have known her now for eight years and since the day we meet I knew she was a quality, caring and sincere individual. Andraya Carson or (Dray) as I call her has always had a very impressive  spirit and way of jumping into difficult situations and finding answers. Every job she has had she jumps in 150% as I like to say, she gives it her heart and soul. Andraya is very passionate about everything she does and also has a lot of integrity.  In her personal life, I have always been impressed with how muchshe treasures the people close to her. She takes the time to listen and give whatever supportshe can.  She takes people in whole and sees the best in them. She is not only beautiful on the outside but also on the inside.

– S. Smith