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Corporate wellness programs or corporate health checkup in UAE can help to maintain healthy work culture and employee can surely give their 100% .

Indian food consists of a large variety of traditional and regional cuisines native to the Indian sub-regions. Given the range of broad diversity in climate, soil type, culture, occupations, and ethnic groups, these cuisines vary substantially from each other and what adds to their uniqueness are the locally available spices and herbs. It comes as a no brainer that Indian cuisine is one of the most popular cuisines across the world. , but people in North America, Europe, Australia, and Africa can not have enough of it.

Today, with the Americanization of Indian culture, fries and hamburgers have taken the place of green vegetables and legumes. No wonder this generation has the greatest number of lifestyle-related diseases.

Now a days due to various work culture life is getting stressful and due to this more people are suffering from heart diseases so to avoid it all should choose Preventive Heart checkup packages to stay healthy.

Later this week I will be speaking at the Pharmacy Business Diversity Conference on a panel exploring LGBTQ+ inclusion in the workplace. I came out as a gay man at 15 and have been out (openly gay) at work ever since. I've never knowingly suffered homophobia at work, and I know how lucky that makes me. Too many LGBTQ+ people's experience of work is not as positive as mine. Addressing microaggressions When reflecting for the upcoming panel, I realised that, even for people who were not subjected to some of the awful examples I've heard about, working life can be exhausting. Although microaggressions can seem trivial to those not on the receiving end, they create a culture where people feel the need to hide who they are and make work unwelcoming. Most people can understand that shouting homophobic language across an office is wrong. Talking about microaggressions seems to be much more challenging, which is why addressing them in a workplace requires conscious and positive action.

The strength of any organisation lies in its people. This being a common norm in the world of business, several of them are taking healthy initiatives and opening discussions around gender diversity and equality. Panelists during a session on Empowering Women In the Workplace held during the Pharmacy Business Diversity Conference on Thursday (December 9), agreed that having gender diversity in business, not just benefits women, but the whole organisation. "It drives engagement, diversity of thinking and ultimately performance," said Ifti Khan, pharmacy superintendent at Well Pharmacy, in the session moderated by the conference chair and BBC presenter Clive Myrie. To substantiate his point, he cited a recent report by McKinsey & Company, as per which companies in the top quartile for ethnic and cultural diversity are 36 per cent more profitable than those in the fourth quartile.

The General Pharmaceutical Council is appointing a new Chief Pharmacy Officer to strengthen the professional voice within the senior leadership team. This introduction is aimed at fostering a culture of enterprise leadership, inclusion and collaboration within the organisation, GPhC said in a statement. According to GPhC, the Chief Pharmacy Officer will serve as the authoritative representative of the pharmacy regulator in public, within the pharmacy professions, and increasingly in multi-disciplinary teams and collaborative regulatory work. "They will act as the executive lead on pharmacy inspection and regulatory insight, providing professional leadership within the GPhC and collaborating closely with pharmacist and pharmacy technician colleagues across the organisation." The Chief Pharmacy Officer, reporting to the Chief Executive and Registrar, will hold the highest professional position within the GPhC executive, providing pharmacy leadership across the organisation, GPhC said.

The Pharmaceutical Services Negotiating Committee (PSNC) has reminded Community pharmacy contractors to ensure that the correct flu vaccines are being used for each patient cohort. The pharmacies have also been asked to ensure that they recorded accurately in the patient's clinical record for the NHS Flu Vaccination Service. The move was followed by PSNC after the cases where the standard egg-cultured quadrivalent influenza vaccine (QIVe) was administered in the 65 years and over patient cohort. PSNC said: "On investigation, it appears that a number of these errors are due to data input errors; however, it is important to be careful when selecting a flu vaccine for this patient cohort as there is no provision for the use of the QIVe vaccine in patients aged 65 years and over in the NHS Flu Vaccination Service." The Joint Committee on Vaccination and Immunisation has advised it is not an effective intervention for patients aged 65 years and over.

Ceuta Group, a global brand building business providing end-to-end outsourcing services in the health and wellness industry has appointed David Wright as a non-executive board director. With extensive experience of leading global consumer healthcare companies, David joins Ceuta Group following five years as CEO/President of global pharmaceutical company, HRA Pharma and six years as Global Head of Boehringer Ingelheim's consumer business. During his time at HRA Pharma and Boehringer Ingelheim GmBH, David led both companies through substantial organisational and strategy re-design which led to sustainable growth and profitability. The company said: "David has a strong belief that combining the right structure, operational priorities and processes, with a strong focus on company culture, are critical factors in building successful businesses. This approach saw him lead a period of transformation at HRA Pharma resulting in the company's successful acquisition by Perrigo Company plc." David will take an active role on the Ceuta Group Board supporting and building the company's strategic vision and priorities. He will also help shape the company's growth plans on an operational level to ensure Ceuta Group continues to meet client's needs today and into the future.

There are few conditions that bring the degree of isolation, embarrassment and self-consciousness that bowel and urinary incontinence does. In the UK, about 14 million adults experience bladder control problems and 6.5 million have bowel control difficulties. Additionally, there are just under a million children in the UK experiencing continence conditions at any one time. Over £200 million is spent on personal incontinence products; this is in addition to over three times the same amount spent by the NHS. With a rapidly ageing population and unaddressed contributing factors, the significant financial burden, but importantly, the impact on the quality of life and dignity is devastating. We also know that cultural and communication difficulties can create barriers making treatment access and symptom alleviation more difficult. Considering the demography that this has a greater impact on - patients with a learning disability, non-English speakers and disabled patient - it becomes apparent this is a form of health inequality. However, pharmacy teams are best placed to tackle this head-on. Incontinence is the inability to control your bladder or bowel, so you accidentally lose urine from the bladder (urinary incontinence) or faeces from the bowel (bowel incontinence).

Boehringer Ingelheim UK & Ireland has appointed Vani Manja as its new Country Managing Director and Head of Human Pharma. Manja has been associated with Boehringer Ingelheim for over 11 years, in successful leadership roles in Germany, the United States and most recently as General Manager, India. Her career started as a commissioned officer in the Indian Army Ordnance Corps which preceded leadership roles at Becton Dickinson and McKinsey. She brings extensive experience of strategy, marketing, sales, business development, people management, and cultural transformation and is passionate about tackling healthcare inequalities and advancing sustainable healthcare. Commenting on her new role, Manja said: "It is with great heart that I bring the spirit of conscious leadership to my new role. I look forward to being fully present and partnering with key stakeholders in the healthcare ecosystem in our collective quest to improve health for humans and animals in the UK and Ireland."

Pharmaceutical giant Bristol Myers Squibb has become the first pharmaceutical company in the UK to be accredited as a 'menopause friendly workplace'. The accreditation, awarded by an independent panel of judges, recognises employers who put diversity, inclusion and wellbeing at the centre stage of their business. Bristol Myers Squibb (BMS) said it rung in the changes in recognition of the fact that nearly eight of 10 menopausal women are in work and that this is the fastest growing demographic in the workforce. Panel members described BMS UK&I's application as "outstanding" and acknowledged "the huge strides they have made to help normalise the menopause" by fostering an inclusive culture.

The General Pharmaceutical Council (GPhC) has initiated the evaluation of its five-year strategy for changing the way it manage concerns about pharmacy professionals. It has urged people to share their experience of fitness to practice. The evaluation will look at how the strategy has improved the experience of people involved in fitness to practice (those who raise concerns, professionals, witnesses etc.); impacted the culture amongst pharmacy professionals and their attitudes to openness and honesty; improved the process and made it fairer and changed perceptions of fitness to practice. The first phase of the evaluation process will take place from July to September 2023. The council said: "We are committed to making our ambitions a reality for the benefit of everyone involved and your contribution will help us to make sure patients and the public continue to be protected while being fair to pharmacy professionals." In June 2021, GPhC published its five-year strategy- Managing concerns about pharmacy professionals: Guided by its 2030 vision and commitment to equality, diversity and inclusion, the strategy outlines a programme for change.

Ethics in Psychotherapy Volume 15 is organized by Hatherleigh Medical Education. Understanding Multicultural Mental Health & cultural Competence & More

The Pharmaceutical Services Negotiating Committee on Tuesday (June 30) renamed itself as Community Pharmacy England, promising a "strengthened commitment" to champion and engage with the sector. "The name Community Pharmacy England better reflects the breadth of work that we do to both represent and support community pharmacies in England. We are their champion," the pharmacy negotiator said. Explaining that the rebranding exercise was in line with proposals put forward by the Review Steering Group (RSG), it said the rebrand was part of its Transforming Pharmacy Representation (TAPR) work and that it would signal the beginning of a "new engagement strategy" to build stronger relationships with pharmacy owners. "Becoming Community Pharmacy England is much more than a name change or a new logo, it is a driver for cultural change across our organisation. "Our members want us to be more authoritative, representative, and influential, and rebranding gives us a clearer and stronger voice, helping us to better speak out for community pharmacy."

NHS England and NHS Improvement (NHSE&I), in association with the Royal Pharmaceutical Society (RPS) and the Association of Pharmacy Technicians UK (APTUK), has published its first inclusive pharmacy practice (IPP) bulletin, with an overarching ambition "to make community pharmacy a more inclusive environment for all pharmacy professionals". The IPP programme will take practical steps to improve the awareness and understanding at all levels of different cultural beliefs and attitudes, according to the Pharmaceutical Services Negotiating Committee (PSNC). As a member of the IPP Improving Practice and Engagement Group, PSNC has contributed to this issue of the Bulletin, which focuses on how pharmacy professionals can help to reduce health inequalities via the detection and prevention of cardiovascular diseases. The IPP programme, of which the Bulletin forms a part, aims to engage with local communities to help improve their health and reduce inequalities in care - particularly among those from ethnically diverse and disadvantaged backgrounds.

The Pharmacists' Defence Association's anti-racist pharmacy toolkit was launched at the 2022 Clinical Pharmacy Congress. The event also included a demonstration of how members could use the toolkit to work together to address inequality and discrimination in their workplace. Elsy Gomez Campos, president of the PDA BAME Pharmacists' Network, gave an overview of issues raised by network members as well as broader professional issues including over-representation of BAME pharmacists in fitness to practice complaints, under-representation of BAME pharmacists in leadership roles, limited access to post-graduate education, and bullying and discrimination in the workplace. She concluded her opening statement by reminding members of what an exemplary pharmacy profession should look like which is about "being treated fairly and being offered the same opportunities to those that do not look like us." Manuella Asso, organising assistant and PDA BAME Pharmacists' Network coordinator, explained that the toolkit for was representatives, members, and other pharmacists to assess their workplaces and to help them take collective action to create an anti-racist workplace culture and environment.

It was my great privilege be appointed by Her Majesty Queen Elizabeth II to serve as her representative in South Glamorgan as Deputy Lord Lieutenant and also as Honorary Captain in the Royal Navy. During that time I was incredibly lucky to have met her on a number of occasions, including the state opening of Parliament, the Buckingham Palace Summer Garden Party, the Commonwealth reception and at various culture celebrations. I remember clearly the first time I met her at Buckingham Palace in 2010. Her Majesty looked at my name badge and saw that I had an OBE, and said: "Oh, did I do that one?" I replied: "No Ma'am that was bestowed by the Prince of Wales." She looked at me kindly, smiled and said: "That's a shame, I missed out on that one." I replied, slightly cheekily: "It was a shame for me too."

Covid-19 has accelerated a culture change for community pharmacists. Throughout the pandemic, they have been the first line of advice, treatment and referral for common illnesses, and they have Successfully prevented countless unnecessary visits to A&E. The commitment of the profession to patient care has been widely recognised by both the government and the public. Despite immense pressure, pharmacy teams have risen to the challenges posed by a Global pandemic. "The extent to which pharmacists went over and above the call of duty, acting outside of their licences from a humanity point of view was extraordinary," said Tess Player, vice president and global head of expert and health influencers at GSK Consumer Healthcare, calling them the "unspoken heroes" of Covid-19. Pharmacy teams from around the world have shared with her their experiences. Pharmacists in China remained open round the clock and sourced face coverings for their community and metered out the short supply for their patients.

WHAT IS PROTEINASE K MADE OF? Proteinase K is known enzyme belonging to the class of serine proteases that cleave adjacent to the carboxylic group peptide bonds of aromatic and aliphatic amino acids. It's also exhibited a very broad cleavage specificity. The enzyme was discovered in extracts of the fungus Engyodontium album. HOW DOES PROTEINASE K WORK? In molecular biology, main application of proteinase K is to digest proteins during nucleic acids purification in order to remove protein contaminants: - Proteinase K quickly inactivates nucleases (enzymes that digest nucleic acids) that degrade DNA or RNA molecules during the cleansing. - Proteinase K is activated by calcium. It does not affect the activity of the proteinase, but protects again autolysis, improves thermal stability, and regulates substrate binding capacity. To increase the stability of Proteinase K, thereby enhancing its action, Urea as well as SDS (sodium dodecyl sulfate) or elevated temperature at 37-60C is commonly used. Inactivation of Proteinase K is occurring at temperature above 65C. WHAT IS THE PURPOSE OF PROTEINASES? Proteinase K is used to break down proteins in cell lysates (tissues, cell culture cells) and to release nucleic acids due to its action described above. Proteinase K application purpose: DNA isolation from various tissues; Removal of DNAses and RNAses: Proteinase K and RNases can act together in the lysis buffer to degrades contaminating RNAs and proteins;