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Over the past two weeks, a series of actions by Robert F. Kennedy Jr.’s Department of Health and Human Services (HHS) has seemed to validate the concerns of those who warned about having an outspoken vaccine skeptic in the nations leading health role. As the U.S. experiences its worst flu season in more than a decade, a multistate measles outbreak, and surging cases of avian flu in poultry, dairy cattle, and people, federal agencies under Kennedy’s command have put the brakes on key initiatives designed to protect us against these very problems. On February 20, the Centers for Disease Control confirmed the postponement of a scheduled March 13 meeting of the Advisory Committee on Immunization Practices (ACIP), an expert panel that develops national vaccine recommendations. On February 27, the Food and Drug Administration confirmed that an upcoming meeting of an independent advisory panel that recommends which variant of the seasonal flu vaccine should be produced was canceled. The same week, Bloomberg broke the news that HHS is reevaluating a $590 million contract with Moderna for the development of an mRNA vaccines for bird flu that was granted in the last days of the Biden administration. Fast Company spoke, on record and on background, with experts in industry, government, and public health about the potential impact of impact of these decisions nowand in the future. Will drugmakers know what flu vaccine to make next year? Heres the good news. The flu vaccine strain selection is part of a global process led by the World Health Organization, says Rick Bright, who served as director of Biomedical Advanced Research and Development Authority (BARDA), an agency within HHS, from 2016 to 2020. Bright explains that after the WHO’s annual meeting to determine the next year’s flu strain, the U.S. government holds a duplicate meeting to where they consistently endorse he same strain selection. “If the FDA were to come through a month after the WHO meeting and say, we would prefer to have a different strain, it would be a significant delay because the manufacturer would have to make a specific vaccine just for the United States,” says Bright. “Thats never happened and never will. The WHO announced its northern hemisphere recommendations for the viral composition of influenza vaccines for the 20252026 flu season on February 28, which the WHO says were informed by input from the CDC. (President Trump has signed an executive order withdrawing the U.S. from the WHO, but it won’t go into effect until January 2026.) “We have already begun production for the 20252026 flu season in the Northern Hemisphere and will be ready to support final strain selections in time for the season,” said a spokesperson for Sanofi, the largest seasonal flu vaccine manufacturer globally, via an emailed statement. Even without the meeting, there still seems to be some form of guidance coming from the U.S. government. HHS spokesperson Andrew Nixon has stated that the FDA will make public its recommendations to manufacturers in time for updated vaccines to be available for the 20252026 influenza season. A spokesperson for GlaxoSmithKline, a major producer of flu vaccines, said via email: We continue to work with the FDA on its flu strain recommendation for the U.S. Will there be delays in other vaccines? The postponement of the February meeting of the Advisory Committee on Immunization Practices (ACIP) set off alarms among health experts, prompting an open letter from the nonprofit Partnership to Fight Infectious Diseases. Signed by dozens of medical associations, advocacy groups, and leaders in medicine and public health, the letter calls for the meeting to be rescheduled to ensure Americans receive the information needed to protect themselves against vaccine-preventable illnesses, confirming immunizations importance in the mission to make America healthier. The American Academy of Pediatrics joined the call for prompt rescheduling. Were alarmed that the meeting has been postponed, particularly in one of the worst flu seasons in years, AAP president Susan J. Kressly, MD announced. The AAP relies on this information when forming our own recommendations for child and adolescent vaccine schedules. The meeting delay could also impact the ability of insurers to make coverage decisions about vaccines for the coming year, a process that often begins in the spring. A draft agenda for the meeting included votes on new meningococcal, chikungunya, flu, and RSV vaccines, and discussion of an FDA-approved influenza nasal spray. According to a statement on the ACIP website, the meeting was postponed to accommodate public comment in advance of the meeting, and ACIP workgroups met as scheduled this month and will present at the upcoming ACIP meeting. When that meeting will happen isnt cleara new meeting date has not been announced. (Politico has reported that Kennedy is considering removing members for alleged conflicts of interest.) Its also worth noting that the ACIP meeting information page has no updated instructions or the required docket number for submitting a public comment. Drugmakers are expressing confidence they can continue to deliver vaccines in timeat least for now. The 2025 Immunization Schedules approved by ACIP were adopted by the CDC last October. Its important to note that this does not affect current CDC recommendations for available vaccines, a spokesperson for Pfizer said via email. We will be prepared to address any future ACIP agenda items pertaining to Pfizer when the meeting is rescheduled. Whats happening with bird flu vaccines? Variants of H5N1 highly pathogenic bird flu have moved from poultry to dairy cattle in 17 states. And there are now 70 confirmed cases in people. So far, the virus has not been transmitted from person to person. But if that happens, were going to want a vaccine right away. Will we have one at the ready? There are currently three licensed H5N1 vaccinesmade by GSK, CSL Seqirus, and Sanofi. The GSK and Sanofi vaccines are made in eggs. The CSL vaccine is produced by growing viruses in cell culture. There is a stockpile of these vaccines, but none are currently available commercially, and none of it is matched to the most recently circulating strains of the virus, says Bright. If a pandemic were to take off, they would need to refresh and update those vaccines and using the egg-based technology, it would take six to nine months to make that new strain to get it out on the street. As we saw during COVID, mRNA-based vaccines can quickly target new virus variants, and are much faster to produce. With support from BARDA, Moderna has been developing an mRNA-based vaccie for avian flu for the past several years. That vaccine candidate is on the verge of entering pivotal Phase 3 trials. So, it was a surprise when last week, Bloomberg reported that the government was reviewing a nearly $600 million contract with Moderna, signed in the last days of the Biden administration. The funding was intended to to help the company develop and test its H5N1 vaccine and vaccines for four other subtypes of pandemic-potential influenza. (Currently, there are no mRNA-based flu vaccines.) Four years of the Biden administrations failed oversight have made it necessary to review agreements for vaccine production, Andrew Nixon, the HHS director of communications, told Stat, to explain the contract review. If the funding goes away, I dont see Moderna pursuing this, says a source familiar with BARDAs drug-development partnerships. Theres no other purchaser for avian flu vaccine. Jonathan Kagan, the scientific cofounder and president of Corner Therapeutics, a biotech developing mRNA-based immunotherapies for cancer, says, if I were in the business of making an infectious disease vaccine, I would be sweating a lot more about what happens with Moderna. They are a bellwether, a canary in a coal mine. (A spokesperson for Moderna had no comment on the contract review.) It’s worth noting that Pfizer is also developing an mRNA based avian flu vaccine, now in a Phase 1 study. Kagan and others are hopeful that if U.S. funding goes away, a well-funded international nonprofitThe Coalition for Epidemic Preparedness Innovations, Gavi, UNICEF, Wellcome Trust, or the Gates Foundationmight step in to maintain the momentum. And the review could be just a review. However, says Bright, everything that this new administrations done in the first month regarding H5N1 indicates they don’t take this threat seriously. Theyll be flat-faced when they see this virus take hold and start spreading human to human. Within weeks of a human-to-human transmission of H5N1, they will tuck their tails and run.
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E-Commerce
Powerful storms were threatening communities across the country Tuesday with weather ranging from fire in the Southern High Plains to blizzards in the Midwest. Forecasts also predicted dust storms in the southwest, tornadoes in the South and blizzard conditions in the Central Plains, and were forcing forcing some changes to Mardi Gras in New Orleans. The city moved up and shortened the celebration’s two biggest parades. Police were also expected to help keep the parades moving to the finish before winds picked up, authorities said. The weather wasnt stopping Shalaska Jones and her 2-year-old daughter from waving at passing Mardi Gras floats Tuesday and hoping to catch one of the coveted coconuts thrown to the crowd. We was coming out rain, sleet, or snow, Jones said. The alarming forecast was one of the first big tests for the National Weather Service after hundreds of forecasters were fired last week as part of President Donald Trump’s moves to slash the size of the federal government. Former employees said the firing of meteorologists who make crucial local forecasts across the U.S. could put lives at risk. Country faces a number of weather threats Dust storms brought near-zero visibility to parts of New Mexico and west Texas on Monday, prompting the National Weather Service to issue Dust Storm Warnings. Widespread blowing dust” was expected Tuesday, said the weather service office covering Midland and Odessa, Texas. The week’s strong weather system will bring a threat of blizzard conditions, high winds, flash flooding, severe weather, dust storms, and critical to extreme fire weather conditions to the nations heartland, according to a weather service update Monday. The Central Plains and Midwest were bracing for blizzard conditions later Tuesday that forecasters warned could make travel treacherous and potentially life-threatening. The Nebraska Department of Transportation warned that conditions could mean low visibility and whiteout conditions across the state and urged travelers to adjust their plans for Tuesday afternoon and into the night. On Tuesday, twisters, damaging winds, and large hail were all possible as a strong storm system was set to move across the nation’s midsection into Arkansas, Louisiana, and Mississippi, the federal Storm Prediction Center warned. Tornado watches and warnings were issued Tuesday morning in Oklahoma, Texas, and Arkansas. Storms that swept through Texas and Oklahoma early Tuesday morning brought high winds and rain, overturning tractor-trailers and damaging roofs. Power outages were climbing Tuesday morning in the storms wake, with nearly 400,000 customers without power in Texas and another 25,000 knocked offline in Oklahoma, according to PowerOutage.us, which tracks outages nationwide. The bull’s-eye for a heightened risk of severe weather was an area stretching from east Texas to Alabama thats home to more than seven million people. Cities under threat included Baton Rouge and Shreveport in Louisiana; Jackson, Mississippi; and Mobile, Alabama. Region braces for severe weather during Mardi Gras New Orleans Police Superintendent Anne Kirkpatrick ordered parade-goers to not bring umbrellas, tents, or anything that could fly in the wind and cause mayhem. Just outside New Orleans in neighboring Jefferson Parish, officials canceled planned Mardi Gras Day parades due to anticipated high winds and thunderstorms. This is disappointing, but our top priority is ensuring the well-being of everyone in our community, and we must always prioritize safety above all else, Jefferson Parish President Cynthia Lee Sheng said in a statement. Mardi Gras floats could become unstable and heavy winds could blow down trees and power lines, the National Weather Service warned, adding gusts of up to 60 mph (97 kph) were expected Tuesday afternoon. In Pointe Coupee Parish, near Louisianas capital city of Baton Rouge, the incoming weather forced drastic changes to one of the oldest Mardi Gras celebrations in the state. The parade there was scheduled to roll without any bands, marching teams, or dance groupsa staple of Carnival Season parades. Officials also moved up the start time and urged residents to immediately remove all tents and trash afterward due to the dangers they can present during weather. Other cities with Mardi Gras parades watching forecasts Elsewhere, large crowds were expected Tuesday for Mardi Gras celebrations in Mobile, Alabama. Police said they were monitoring the forecast and would announce any celebration changes. Other cities hosting large events included Biloxi, Mississippi, where an annual parade was set for Tuesday afternoon. In downtown Pensacola in the Florida Panhandle, organizers were planning a Big Easystyle festival that included food trucks, dancing, live entertainment, and a low country seafood boil. Jeff Martin and Jack Brook, Associated Press Associated Press writers Sara Cline, Freida Frisaro, and Susan Montoya Bryan contributed to this report.
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E-Commerce
Jennifer Moss is a journalist, internationally acclaimed keynote speaker, and co-founder of the Work Better Institute. Her book The Burnout Epidemic was among Thinkers50s 10 Best New Management Books for 2022. Whats the big idea? Leaders dont need to take a ton of time overhauling company culture to create workplaces where employees want to spend their time. Simple shifts and incremental changes can foster community, fuel purpose, boost productivity, and deliver meaning to every team member. Jobs that employees actually like are the ultimate capitalist business strategy. Below, Jennifer shares eight key insights from her new book, Why Are We Here?: Creating a Work Culture Everyone Wants. Listen to the audio versionread by Jennifer herselfin the Next Big Idea App. 1. Hope. We cant blame growing detachment from work on one thing. A behavioral mindset shift has happened in response to polycrisis, meaning multiple crises that collided to make each individual crisis worse. The pandemic, climate disasters, accelerated AI adoption, political and economic instability, and war have changed our collective psychology and priorities. The American Psychological Association reports that roughly seven out of ten people feel overwhelmed by the number of crises in the world, with climate anxiety topping the list. This is why we are asking ourselves big existential questions: Why am I here? What is the point? Is this worth my time? Research finds that when facing the finitude of life, you start mentally reorganizing your priorities. If work feels like a grind, our subconscious brain sees it as a threat. We will have less patience for what we see as wasting precious time. If we want a thriving work culture, leaders need to burn past playbooks. The strategies we used to rely on for motivation, engagement, productivity, and retention are no longer effective. People dont just want better jobsthey want better lives. The strategies we used to rely on for motivation, engagement, productivity, and retention are no longer effective. We are in the middle of a global hope crisis. The 4th Annual Mental State of the World Report reveals that global mental well-being has remained at a post-pandemic low, with 41 percent of adults experiencing significant worry, and one in three attributing declining mental health to work. Yale researchers have found that feelings of powerlessness against complex environmental issues contribute to despair and anxiety in workers. Without hope, organizations stagnate and people lose the ability to imagine their role in a better future. Some say hope isnt a strategy, but I interviewed military leaders who told me that hope is the only strategy in their world. They shared that hope develops resilience. It gives people the courage to be steadfast in their goals despite extreme adversity, helps them thrive in uncertain environments, and strengthens team cohesion. Hope activates the brains problem-solving regions, making employees more effective under pressure. Leaders can build an evidenced-based hope strategy that increases optimism and moderates uncertainty. 2. Purpose. The workforce is rejecting meaningless work: 63% of employees say they dont feel their jobs contribute to something meaningful, and over 40% are considering switching jobsor even careersto find more purpose in their work. Meanwhile, employees who feel their work aligns with their values are three times more likely to stay, even in high-pressure environments. Purpose is the ultimate retention tool. I spoke with Adam Grant, world-renowned psychologist and best-selling author, who has a deep understanding of the importance of purpose-driven work. He advised that we stop worrying so much about getting people aligned with the companys mission statement. Instead, we should attach individuals values and goals to their jobs daily tasks to help them see how their effort counts for the bigger picture. With interviews and insights from companies doing it right, the examples in my book demonstrate novel ways to connect meaning and purpose to work. 3. Community. Work feels like going to school without art, gym, or recess. We are not having fun. We have stopped focusing on building friendships because we are so time-starved. But loneliness is a real threat to mental health, and it negatively impacts business outcomes like productivity and retention. Leaders need to rebuild relational and social energy at work. We need friendships to make the workday feel energizing and joyful. Employees with strong social connections at work are 50% more productive and three times more likely to stay with their company. Its easy to blame remote and hybrid work as the culprit for lack of cohesion, but that is a myth. Community comes from reestablishing rituals and making them fit new work modes. Just putting people in a physical space together is not the answer. I suggest rethinking building community not as a question of where, but more so as a matter of when, how, and with whom. 4. Compassion. Empathy in leadership requires active listening. Compassion is actioning what was heard. In the age of rapid technology adoption, fear of obsolescence is at an all-time high. 78 percent of workers are anxious about losing their jobs to automation. Leaders must lead with compassion to address these fears. 78% of workers are anxious about losing their jobs to automation. Compassionate leadership is kind and strategic. It builds psychological safety, allowing employees to adapt to change and embrace innovation. Compassion is the skill that leaders require if they want to calm anxiety and create teams that trust the future. In the book and my recent LinkedIn courseFrom AI Anxiety to Action: A Leaders Guide to AI ReadinessI offer tips for leaders to meet fear and uncertainty with open conversations about AI, validating fear of the unknown, sharing the vision, and showing employees how AI will support their roles. 5. Freedom. Flexibility has become a right, not a perk. Data shows that 87% of employees want flexible work options, yet there has been a growing divide between what employees and leaders define as flexibility. A return-to-office mandate may seem like a completely fair request from an employers perspective, but employees see it as a clawing back of their fundamental right to freedom. Interviews with economists like Nicholas Bloom and Mark Ma offer interesting data on how companies thrive with more flexibility and what happens when that goes away. There are ways to rethink the office and make it a place where people choose to come. 6. Openness. Generational divides are massive. The American Psychological Association says that ageism is the last socially acceptable prejudice, especially with the rise of what researchers are calling youngism, which is anger and criticism toward younger cohorts. But on the other end of the spectrum, boomers have told me, I dont see how I fit intothis current workforce, and its why theyre retiring en masse and earlier than our labor force can afford. We need to do an audit of the language we use at work. Are we rolling our eyes as we speak about the other generation? Do we laugh at headlines that read, Boomers Cant Even Google or Millennials Could Afford a Home if They Stop Eating Avocado Toast? Are we using terms like lazy, entitled, or past their prime? If so, this needs to stop. Cross-generational collaboration can unlock innovation, creativity, and mutual respect. We need a nuanced approach to supporting each generation, such as life stage benefits that recognize different needs at various ages. Different generations have surprisingly vast similarities as well as unique, distinctive work needs. 7. Belonging. Diversity and inclusion efforts have become a hot-button topic. I add an A for accessibility at the end of DEI, making it DEIA. I find it more helpful to think of DEIA as a belonging strategy. Part of why these programs have been so openly attacked is that they havent performed well. These programs have also created a lot of othering, putting people on opposite sides of the fence. I find it more helpful to think of DEIA as a belonging strategy. Completely eradicating DEIA is not the answer. It focuses on diversity as a core component of a good culture, and it is also the right move for capitalists. It would be catastrophic to lose diverse talent because data shows they exponentially improve business outcomes. I suggest we go back to the drawing board on our DEIA efforts. Belonging is about creating spaces where people feel seen, heard, and celebrated. Belonging must be systemic, not situational, because employees who feel they belong are 167% more likely to recommend their workplace to others, amplifying recruitment and retention. 8. Recognition. Work isnt working for women. In the U.S., we have the narrowest executive pipeline for women. Globally, we saw a decrease of females in the C-suite for the first time in over two decades. That representation is already marginal, with only 11% holding these positions. Keeping women in these roles is critical. We have to stop talking about retaining and promoting women as some sort of benevolent strategy that is easy to scrap when cost-cutting. Instead, we need to look at this as a business strategy. Women in leadership are good for business. A recognition strategy by leaders means recognizing peoples worth regardless of demographic data. Research by O.C. Tanner indicates that employees are 18 times more likely to produce great work if they are recognized for the value they contribute. I spoke with scientists like Nobel prize-winning economist Claudia Golden, experts like Rachel Thomas from LeanIn.org, and academics like Anita Williams Woolley from Carnegie Mellon to dissect why work is holding women back and what leaders need to do to fix it. Despite the heaviness we may feel about work, it is not impossible to turn things around. Simple strategies and tactics can cause incremental changes that build something better. Leaders have a chance to build cultures that inspire, connect, and bring out the best in people. This article originally appeared in Next Big Idea Club magazine and is reprinted with permission.
Category:
E-Commerce
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