Healthcare

Addiction Biotech Cannabis Genetics Healthcare Medical Devices Pharmaceutical Science Veterinary
News Release Digital Asset Direct

Aspira Women’s Health has Emerged as a Global Leader for Innovations in Ovarian Cancer Risk Assessment Starting with OVA1®plus, OVANex™, OVAInherit™ and ASPiRA GenetiX℠

Aspira Women's Health Inc.

September is Ovarian Cancer Awareness Month. Ovarian cancer is the deadliest gynecologic cancer¹, impacting women of all ages and ethnicities. Early warning signs, such as bloating, weight loss and constipation, are vague, difficult to recognize and usually go undetected². As a result, most ovarian cancer is diagnosed in its late stages, leading to a five-year survival rate of less than 30%³. Aspira Women’s Health Inc. ("Aspira") (Nasdaq: AWH) is evolving and accelerating risk detection solutions for this lethal disease using multi-marker proteins and state-of-the-art genetics panels. The company’s core mission is to transform women's health, globally, starting with ovarian cancer. We aim to ensure that women of all ages, stages and ethnicities have the best solutions available to assess their personalized risk of cancer at the earliest stage when it matters most. Our end goal is to serve a large global pelvic mass population and overall women’s health sector with a platform coupled with proprietary science and data tools which will drive better health and wellbeing for each patient we serve. https://www.youtube.com/watch?v=WIaBYDFxQg0 “We are focused on accelerating our research and delivering these potential lifesaving tools to women. We offer FDA-cleared, ACOG guideline-endorsed protein solutions coupled with comprehensive genetic testing panels for all known hereditary gynecological cancer risk. Each product serves to increase a woman’s awareness of her risk and to provide more opportunities for early detection," stated Valerie Palmieri, President and Chief Executive Officer of Aspira. "Also beyond ovarian cancer, we are beginning to tackle other gynecological diseases with risk management and early detection solutions. Many gynecological diseases are connected from a proteomic and genetic perspective, and we are leading the charge. Ovarian cancer is the only gender specific cancer with a greater than 50% mortality rate³. Aspira offers testing to assess genetic risk, which can change care and surveillance for high-risk women. In patients with pelvic masses, OVA1plus has been shown to be able to detect ovarian cancer at its earliest stages, where survival rate for Stage 1 and 2 ovarian cancer is 70-90%³. “OVA1plus is my go-to test as soon as I see an ovarian mass, especially since everyone is so scared of cancers and missing cancers. It just gives you a lot of confidence in diagnosis and treatment of patients,” says Kathy Anderson, MD an obstetrician-gynecologist in Costa Mesa, California. In addition to early detection of ovarian cancer, Aspira works to lessen the disparity in ovarian cancer detection that exists among different ethnicities. It has been documented that Black women have a lower expression of [the CA-125 protein], which means that using CA-125 for risk assessment will disadvantage these women⁴. OVA1plus improves the detection of the risk of ovarian cancer in Black women because of its superior sensitivity and its multi-biomarker algorithm which measures changes in nutrition and inflammation which are not ethnicity specific. In summary, Aspira provides peace of mind to both physicians and patients by increasing the ability to detect ovarian cancer at its earliest stages or, conversely, providing high negative predictive value, as most pelvic masses are benign. We are dedicated to supporting women of all ages and ethnicities, and at all stages of ovarian cancer, as we strive to detect ovarian cancer risk as early as possible. We “Aspire” women to take control of their gynecologic health and “Empower” providers to deliver optimal care. Media Contact: Jaime Abrusci RX Medical Dynamics Tel 646-599-8606 jabrusci@rxmedyn.com References “Ovarian Cancer Statistics.” Centers for Disease Control and Prevention , Centers for Disease Control and Prevention, 8 June 2020, www.cdc.gov/cancer/ovarian/statistics/index.htm . Tanne, Janice Hopkins. “US Cancer Groups Highlight Symptoms of Early Ovarian Cancer.” BMJ (Clinical Research Ed.) , BMJ Publishing Group Ltd., 23 June 2007, www.ncbi.nlm.nih.gov/pmc/articles/PMC1895679/ . “Cancer of the Ovary - Cancer Stat Facts.” SEER, seer.cancer.gov/statfacts/html/ovary.html Dunton, Charles, et al. “Ethnic Disparity in Clinical Performance between Multivariate Index Assay and CA125 in Detection of Ovarian Malignancy.” Future Oncology , 9 Aug. 2019, www.futuremedicine.com/doi/10.2217/fon-2019-0310 . About Aspira Women’s Health Inc. Aspira Women’s Health Inc. (formerly known as Vermillion, Inc. Nasdaq: VRML) has transformed women’s health with the discovery, development, and commercialization of innovative testing options and bio-analytical solutions that help physicians assess risk, optimize patient management and improve gynecologic health outcomes for women. OVA1®plus combines our FDA-cleared products OVA1® and OVERA® to detect the risk of ovarian malignancy in women with adnexal masses. ASPiRA GenetiXSM testing offers both targeted and a more comprehensive genetic testing options with a gynecologic focus. Our focus is on delivering products that allow healthcare providers to stratify risk, facilitate early detection, and optimize treatment. Visit our website for more information about our products at www.aspirawh.com. Contact Details Emily Granger +1 508-341-9331 egranger@aspirawh.com Company Website https://aspirawh.com/

September 28, 2020 08:30 AM Eastern Daylight Time

US companies spending billions each month to return staff back to work

Huma

Getting businesses back up and running and employees back to work is critical to the US economic recovery. However, there’s confusion between employers and anxiety for workers returning to work. Digital health and therapeutics company Huma asked 5,000 US employees and 2,000 US employers about their views on returning to work. Only one in five businesses feel suitably informed on the specific policies/procedures they need to ensure a safe working environment for their employees. Yet employers are spending loads of money to reopen workplaces safely. Employers estimate that they will spend $3.4 billion per month overall, and $61.23 per employee each month to ensure employee health and safety. Nearly 9 in 10 employers (86%) have instituted new hygiene protocols, updated workplace layouts, and have a smaller workforce. While employers are readying the workplace, they have not planned for managing COVID-19 cases. Few employers have made accommodations for managing COVID-19 exposure. Only one-fifth of employers have updated sick leave policies (22%) or communications policies for exposure (19%). Economic realities are scaring employees more than health and safety risks Shockingly, two-thirds of employees believe their health and safety could be compromised in the workplace. Despite these fears, most employees are eager to get back to work, with over half of workers (52%) ready to get back to work today. Of those employees who have already returned to their workplace, only one in four (27%) employees are confident in the measures in place to ensure their safety and wellbeing. What’s driving employees’ concerns are interactions with other people, with respondents citing their co-workers’ hygiene (17%) and commuters (25%) as two of the three factors they were worried about, along with the workplace environment (21%). What causes the greatest fear for nearly three-quarters (72%) of employees is their coworker’s hygiene, which they rank as the single most significant factor in COVID-19 transmission at the workplace. Managing employee health for a safe workplace Employers have invested in the physical workplace, but have not put systems in place to manage employee health and COVID-19 case communications to ensure safer workplaces. Overwhelmingly, two-thirds (67%) of employees would be willing to do a daily symptom check-in with their employers, and the majority (75%) would be comfortable with employers tracking their symptoms. Moreover, nine in ten businesses (87%) are comfortable monitoring their employees' symptoms. This research shows that there’s a willingness on both sides to manage employee health, yet few are doing so. Dan Vahdat, founder and CEO of Huma, commented : “What this research identifies are the concerns of employers and employees in managing health and safety at the workplace during the COVID-19 era. Employers are spending millions to create a safe work environment, but not on solutions to manage employee health.” “Employers need new solutions and guidance on how to manage their health and wellbeing of their employees and provide assurance that they are prepared for COVID-19. Without new solutions to help manage workplace safety, businesses and the economy are going to take longer to recover.” Digital health and therapeutics company Huma is helping businesses and employees return to work safely. Huma Health Shield gives employees an easy-to-use mobile app to confidentially self-report their symptoms, track vital signs, and see their exposure risk. Employers have access to a secure web-based portal to see their workforce’s overall health while still protecting employee privacy. Ends Notes the editor Research findings based on a survey of 5,000 US employees and 2,000 US companies conducted in September 2020. About Huma Huma partners with scientists, technologists, and healthcare professionals to understand, treat, and ultimately prevent ill health. Giving knowledge and power to those with medical conditions, while saving clinicians time, energy, and valuable resources. Because, by collectively benefiting from the data we individually generate, we can all live our longest, fullest lives. www.huma.com Contact Details Bilal Mahmood +44 7714 007257 bilal.mahmood@huma.com Company Website https://huma.com/

September 16, 2020 09:30 AM Eastern Daylight Time

Image

SullivanCotter Launches New Physician Needs Assessment Application to Support Critical Staffing and Service Line Requirements

SullivanCotter

SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of rewards programs and workforce solutions for the health care industry and not-for-profit sector, announces the launch of its new Physician Needs Assessment (PNA). SullivanCotter’s PNA is an interactive, cloud-based application that delivers actionable, data-driven insight into physician supply and demand to help organizations identify, monitor and respond to changing service line needs and physician workforce staffing requirements. By leveraging real-time market intelligence, custom analyses and tailored forecasting scenarios, this innovative new PNA application enables organizations to dynamically address emerging market trends, changing population demographics and evolving physician practice patterns. Using proprietary benchmark data from over 1,500 organizations and 400,000 physicians, SullivanCotter’s advanced methodology analyzes more than 1 billion unique claims annually to accurately calculate the physician surplus or deficit within a specific area by determining supply, forecasting wRVU utilization and adjusting to various market-specific demographics – including geography, economic factors, age/gender, payment types and managed care – to calculate subsequent demand projections. “In today’s increasingly uncertain marketplace, health care organizations remain acutely focused on recovery and what lies ahead in a post-COVID-19 operating environment. As hospitals and health systems look for better ways to support financial sustainability, assess clinical optimization opportunities, drive performance, and manage physician resources and service line needs, organizations must determine the right amount and type of physician specialties to operate effectively in the markets they serve ,” said Ted Chien, President and Chief Executive Officer, SullivanCotter. Additional features and functionality include: A rigorously researched, call-verified and editable physician and APP supply roster based on multiple data sources that includes tracking of employment and affiliations Interactive mapping tool with the ability to select specific zip codes for strategic consideration and to account for any shifts in demographic mix Predictive modeling to assess the impact of virtual care, urgent care, retail health and more Advanced Practice Provider calculator to measure the impact of this workforce across specialties and their corresponding effect on physician supply and demand Comprehensive, customizable reports with 5-year rolling projections and automatic annual updates to demand defined by demographic and geographic data Archived reports providing strategic service area information and annual Stark compliance insights for measuring community need and assessing fair market value and commercial reasonableness considerations Designed with the unique needs of leadership, physician and administrative stakeholders in mind, SullivanCotter’s PNA combines data-driven technology, industry-leading benchmark data and years of physician workforce consulting experience to provide organizations with the information and insights they need to inform key service line, practice and payer strategies in an evolving health care environment. To learn more, request a demo, or view a full list of features and functionality, visit sullivancotter.com/PNA or call 888.739.7039. About SullivanCotter SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights and expertise to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision and values. Contact Details Becky Lorentz +1 314-414-3719 beckylorentz@sullivancotter.com Company Website https://sullivancotter.com/

September 15, 2020 01:00 PM Eastern Daylight Time

How to Break Through in Telehealth with Marketing and PR

Merritt Group

Contact Details Katie Pesek +1 703-390-1505 pesek@merrittgrp.com Company Website https://www.merrittgrp.com/

September 15, 2020 10:10 AM Eastern Daylight Time

Video

5 Tips to Turn Your CEO into a Telehealth Thought Leader

Merritt Group

Sporadic tweets, the occasional blog post, or distributing a one-off press release and believing that, “if you write it, they will come,” simply does not work when it comes to establishing industry thought leadership. For a company to be seen as an innovator in telehealth, it’s vital that you have a holistic strategy for positioning your CEO (or other execs) in the public eye. But building credibility and clout is not as easy as just “being there.” He or she must demonstrate a willingness to take a stand on critical (and sometimes controversial) telehealth issues and be a sentinel for where telehealth delivery is headed. Here are five tips for helping your company stand out in the crowded market by positioning your CEO as a true thought leader. Define Your Thought Leader’s Brand CEOs (and their personalities) come in all shapes and sizes. Before doing anything else, the CEO and communications team must work together to understand and define the executive’s brand and tone of voice. Research shows that 90 percent of consumers view authenticity as an important factor when choosing brands to support. Your CEO’s personal brand should be true to their own personality, strengths and vision—both personally and professionally. At Merritt Group, we do custom persona building to help build an executive’s persona, as well as the channels that will be most effective to communicate with audiences through. For example, is the CEO a medical provider? An academic? A technical innovator? What are they passionate about? What is their vision? Are they casual or formal? Pragmatic or idealistic? The answers to these questions determine the topics, channels and opportunities most appropriate to deliver the thought leadership platform and your CEO’s message. Have a Compelling and Consistent Point of View Nobody wants to hear more of the same. Help your CEO flip norms on their head, take a counter-intuitive approach and be edgy . Audiences want a fresh take, so position your CEO as the leading authority to listen to. To develop a unique voice and point of view (POV), use tools such as BuzzSumo and Google Trends to search for trending topics and identify ones that are most important to your target audiences — such as providers, medical professionals and insurers. From there, develop a solid message platform (value proposition, elevator pitch, positioning statements, proof points, etc.) to determine how those topics are discussed externally—from industry or customer challenges to competitive differentiators—and the unique perspective the CEO adds to the discussion. Where possible, infuse new data and research into your messaging to back your POV to add something new to the conversation and lend credibility. Update and refine the CEO platform as needed, but the key messages should always be clear and consistent with supporting talking points or soundbites to match. Whether it’s a virtual webinar, an op-ed, a media interview or LinkedIn post, any public remarks from the CEO should reflect the central message of his or her key POV. CEO thought leadership is most effective when it’s consistent across all channels. Master the Art of the Soundbite Thought leadership isn’t just about what you say, it’s also about how you say it. With the CEO’s personal brand, tone of voice and unique perspective defined, it’s time to focus on their delivery. As much as your CEO wants to pontificate on their favorite topics, media train your CEO to talk in short, punchy phrases that have a greater likelihood of being picked up by media—and understood by customers. Work out those quotes in advance alongside your messaging platform and put your executives in the “hot seat” to practice. Conducting mock interviews can help refine their delivery skills, but also get executives comfortable with key message points so delivery is more natural and powerful. Keep practicing the key messages and soundbites until it becomes second nature. Drive Home Thought Leadership via Earned, Paid and Owned Channels Your perfect soundbites mean nothing if no one can hear or see them. Whether your buyer is reading an online article, listening to a podcast or watching a publication video, your CEO/execs need to be front and center. Develop PR platforms for your executives around key telehealth issues and trends and bring those to market in leading healthcare publications your buyers are reading, such as Healthcare Innovation , Modern Healthcare and others. Focus your thought leadership campaign on multiple strategies, including proactive media pitches, bylines, rapid response, paid content, (virtual) events and social media platforms. For example: Leverage breaking news stories, data and timely hooks to connect to develop media pitches, op-eds and bylines that showcase your CEO’s fresh perspective. Use your company’s owned channels to create thought leadership-driven assets like blog posts, LinkedIn content and videos that use the CEO’s platform to deliver the company’s vision and approach to the market. Have your CEO meet your prospects and peers where they are online, from landing a keynote at now virtual conferences like ATA2020 and HIMSS21 to hosting an intimate remote roundtable discussion with press and/or analysts on the latest telehealth trends. Use paid promotion via social, SEM and programmatic media buying as a complementary tool to amplify the CEO content you create. Stay Engaged A proper thought leadership campaign takes time and effort—building credibility and visibility doesn’t happen overnight. To achieve the ultimate goal of reporters coming to your CEO for comment and perspective (versus you pitching them ), you’ll need to keep your foot on the gas. This includes reading news headlines and social media feeds to proactively develop commentary that showcases the CEO’s perspective on important issues through some of the tactics above. Above all else, make sure you’re regularly checking in with your CEO and adjusting your efforts as the business evolves. Your campaign will lack authenticity if it doesn’t reflect their current thinking, and key audiences can tell when thought leaders are truly knowledgeable and passionate about a topic (or not). Want more information developing a thought leadership strategy for your CEO? Download our Telehealth Marketing & PR Guide or contact Alisa Valudes Whyte to discuss more. Contact Details Katie Pesek +1 703-390-1505 pesek@merrittgrp.com Company Website https://www.merrittgrp.com/

September 15, 2020 10:10 AM Eastern Daylight Time

Bactro Responds to COVID-19 Precautionary Trends with New Consumer Offerings

Bactro LLC

Bactro LLC has responded to the changing COVID-19 pandemic precautions and developed unique PPE kits available direct to consumers. As the country starts to return to community activities with social distancing interactions, many state and county authorities require masks to participate in daily routines and community activities. Further evidenced by the CDC report on August 3, 2020, that recommends people that have contracted COVID-19 should be isolated for at least 10 days after symptom onset, and also quarantine for an additional 24 hours after their fever subsides. These recommendations have led Bactro to find ways to help people return to their normal daily routines with the protective equipment they need, all in one convenient package. “When the pandemic first hit, we saw consumers struggling to find all of the PPE items they needed. One might find sanitizing wipes, but no masks, or sanitizer. Though now as Americans get back to their lives we have found that consumers are needing supplies that are suited to a one-use purpose, such as traveling, or returning to their place of work,” said Bactro creator Tim Svitak. “It provides people with the protection they need in one convenient kit.” As our economy restarts, with people returning to their place of work, children returning to their classrooms, and stores opening their doors, it is vital that individuals have the protective equipment they need. Buying in bulk serves certain workplace demands, however, PPE in bulk is not typically individually wrapped, which can allow the PPE to be susceptible to germs and bacteria. Also, washing cloth masks daily, especially for parents of school children, is not an easy or convenient task. Bactro is dedicated to providing safer, healthier products through innovations to all. To learn more about Bactro's protective products visit bactro.com. Contact Details Tim Svitak Jr. +1 720-805-3763 timsvitak@bactro.com Company Website https://www.bactro.com

September 03, 2020 08:00 AM Eastern Daylight Time

Image

SullivanCotter Develops Powerful New Clinical Compensation Management Capabilities for its Growing PPMT™ Platform

SullivanCotter

SullivanCotter, the nation’s leading independent consulting firm in the assessment and development of total rewards programs and workforce solutions for the health care industry and not-for-profit sector, announces the addition of highly anticipated new Clinician Pay functionality to its growing Provider Performance Management Technology™ (PPMT) platform. PPMT™ is an industry-first, cloud-based solution that enables provider engagement through transparent performance-based compensation administration and analytical capabilities. Clinician Pay enables administrative stakeholders to easily manage annual compensation draws and payroll adjustments through a centralized, secure and auditable source within PPMT™. The new functionality can be added as part of the platform’s comprehensive Compensation Management Analytics module for an additional licensing fee. This module’s broader capabilities allow organizations to integrate physician compensation earned from all sources, review dollars paid and balances due, facilitate settlement reporting, project year-end results, model improvement scenarios and generate accruals for Finance. “With this automated new functionality, health care organizations can significantly reduce manual intervention and potential for human error when managing important pay adjustments for a large clinical workforce. Not only does this help to free up administrators to work on more critical projects, but it also helps to ensure data quality and instill greater trust in the reporting process by seamlessly communicating important information straight to payroll for payment,” said Shelly Slowiak, PPMT™ Product Director, SullivanCotter. PPMT’s Compensation Management Analytics module plus the new Clinician Pay feature also provides the option to utilize payroll data for settlement processing - allowing for a comprehensive end-to-end solution for processing clinician payments and compensation adjustments. “To help organizations navigate an increasingly complex and uncertain health care environment, we are continuously refining our product roadmap and enhancing PPMT™ based on the evolving needs of our clients. Clinician Pay is an exciting new addition to the platform and demonstrates our commitment to developing one of the industry’s most innovative clinical compensation and performance management solutions,” said David Schwietz, Chief Information Officer, SullivanCotter. Designed to address a spectrum of physician, leadership and other key stakeholder needs, PPMT™ combines years of health care compensation insight and expertise with an intuitive and automated technology platform to help drive provider performance and support the transition from volume- to value-based care. For more information on Clinician Pay or our entire suite of Provider Performance Management Technology™, visit www.sullivancotter.com/PPMT or contact us at 888.739.7039. About SullivanCotter SullivanCotter partners with health care and other not-for-profit organizations to understand what drives performance and improve outcomes through the development and implementation of integrated workforce strategies. Using our time-tested methodologies and industry-leading research and information, we provide data-driven insights and expertise to help organizations align business strategy and performance objectives – enabling our clients to deliver on their mission, vision and values. Contact Details Becky Lorentz +1 314-414-3719 beckylorentz@sullivancotter.com Company Website https://sullivancotter.com/

September 01, 2020 04:12 PM Eastern Daylight Time

Global Business Ethics Survey: Top managers twice as likely to experience pressure to bend the rules in organizations.

Ethics & Compliance Initiative

Employees are twice as likely to experience pressure if they are top-management than compared to line-level employees, according to the Ethics & Compliance Initiative’s ™ (ECI) latest Global Business Ethics Survey Report ™ (GBES) . The data suggest that the higher up the “totem pole” an employee is, the more likely they are to experience pressure to bend the rules. Overall, about 1 in 5 employees experience pressure to bend the rules. Pressure to bend the rules, as defined by the GBES report , can be caused by meeting performance goals, attempting to save one's own and others' jobs, supervisory pressure, advancing one's career or financial interests, and demands from people who support or invest in the organization. According to the data, of those that experience pressure, 30% are top management employees, 25% are middle management, 22% are first-line supervisors and 17% are individual contributors. The first 2020 report of ECI’s premier, longitudinal study on global workplace behavior, published four times per year, also found that when top management show a strong commitment to ethical leadership and organizational values, their employees are 3X less likely to experience pressure. “The data continue to suggest that high-pressure environments are not only stressful for employees, but they can actually cause a negative ROI when it comes to ethical behavior,” said Patricia Harned, CEO of ECI. “Expanding KPIs and stretching financial goals may result in a short-term gain, but the long-term consequences to the organization is a net negative.” Other Findings and Key Indicators of Pressure The report found that employees experiencing pressure was linked with the prevalence of observing various types of misconduct found in organizations across the globe, all of which were about twice as likely to occur in pressure environments versus non-pressure environments. Employees are twice as likely to observe misconduct in organizations where they feel pressure to compromise ethics standards. “As companies around the globe respond to the unprecedented challenges of the COVID-19 pandemic, the important research in ECI’s Global Business Ethics Survey (GBES) report presents a timely and accurate overview of pressure in the workplace,” said Michele M. Brown, SVP, Chief Ethics and Compliance Officer and Deputy General Counsel, Leidos. “These findings provide best practices to balance organizational change while upholding the highest ethical standards. Leidos is proud to support ECI research, which is helping the member community build and maintain strong ethical cultures.” Download the latest GBES report at ethics.org/gbes Methodology The 2019 GBES is the 15th iteration of the GBES (formerly the National Business Ethics Survey). In 2019, the GBES surveyed over 18,000 employees in 18 countries (approximately 1,000 employees per country). ECI established the survey questions and sampling methodology. About the Ethics & Compliance Initiative The Ethics & Compliance Initiative (ECI) is a non-profit organization that empowers organizations to build and sustain high-quality ethics and compliance programs. The organization provides research and a best practice community, as well as certification opportunities for ethics & compliance professionals. Through its membership, ECI represents entities across nearly every industry, located in 37 countries on six continents each dedicated to promoting the highest levels of integrity. Visit www.ethics.org to find out more about our research, membership or funding the GBES. The GBES is made possible with the support of its funders: Google, Boeing, Eli Lilly & Company, Altria, BP, GE, KPMG, Pacific Gas & Electric, L'ORÉAL, Leidos, University of Arkansas and PricewaterhouseCoopers. Contact Details Brad Fulton +1 210-278-4809 brad@ethics.org Company Website https://www.ethics.org

August 31, 2020 11:00 AM Eastern Daylight Time

Uyghurs for Sale

21Wilberforce

Seventy-five years after the Holocaust concentration and labor camps are still in existence. Today the Chinese Communist Party (CCP) is interning more than one million Uyghur Muslims in concentration camps – striping them of their fundamental rights to peacefully practice their faith. Now new information has surfaced showing that not only is the Communist Party oppressing Uyghur Muslims, they are profiting from them – and worse – Americans are at risk of being duped into paying for it . Groups working on international religious freedom issues have now added their voice to a coalition of civil society organizations and trade unions calling for fair labor practices. Spearheaded by 21Wilberforce and other organizations working through the International Religious Freedom Roundtable , religious freedom advocates are asking Congress to quickly pass the Uyghur Forced Labor Prevention Act (H.R.6210 / S.3471). This legislation would make it more difficult for products produced by people enslaved by the CCP because of their faith to enter Western markets . “We commend Congressman McGovern (D-MA) and Senator Rubio (R-FL) for their bipartisan efforts to confront this horrific exploitation of people because of their religion,” said Randel Everett, President of 21Wilberforce. “One hundred fifty (150) organizations and experts of different beliefs and ideologies have come together to ask Congress to pass this important legislation.” 21Wilberforce encourages Americans to reach out to their representatives in Congress and ask them to enlist more co-sponsors, give speeches, and make statements in support of stopping the Chinese Communist Party from exploiting and profiting from religious discrimination and slavery. Citizens can make a difference by using and sharing a free online tool that directly connects Americans with their elected representatives. Dr. Everett noted that “Our namesake, William Wilberforce, was a man of faith who stood up to free people who were enslaved based on their race. Today we stand up to free those enslaved for their faith.” 21Wilberforce is a Christian human rights organization dedicated to defending the universal rights of religion, belief, and conscience for all people. Our vision is to empower people to collaboratively support persecuted communities, challenge repression, and expand freedom of religion and belief globally. Contact Details Lou Ann Sabatier +1 703-216-2941 Lsabatier@21Wilberforce.org Company Website https://21Wilberforce.org

August 26, 2020 08:00 AM Eastern Daylight Time

Image

1 ... 203 204 205 206 207 ... 212