About time, am I right?

Climate change is making everything worse — including apparently threatening the dairy that makes our precious cheese.In interviews with Science News, veterinary researchers and dairy farmers alike warned that changes to the climate that affect cows are impacting not only affects the nutritional value of the cheeses produced from their milk, but also the color, texture, and even taste.Researchers from the Université Clermont Auvergne, which is located in the mountainous Central France region that produces a delicious firm cheese known as Cantal, explained in a new paper for the Journal of Dairy Science that grass shortages caused by climate change can greatly affect how cows' milk, and the subsequent cheese created from it, tastes.At regular intervals throughout a five-month testing period in 2021, the scientists sampled milk from two groups of cows, each containing 20 cows from two different breeds that were either allowed to graze on grass like normal or only graze part-time while being fed a supplemental diet that featured corn and other concentrated foods.As the researchers found, the corn-fed cohort consistently produced the same amount of milk and less methane than their grass-fed counterparts — but the taste of the resulting milk products was less savory and rich than the grass-fed bovines.Moreover, the milk from the grass-fed cows contained more omega-3 fatty acids, which are good for the heart, and lactic acids, which act as probiotics."Farmers are looking for feed with better yields than grass or that are more resilient to droughts," explained Matthieu Bouchon, the fittingly-named lead author of the study.Still, those same farmers want to know how supplementing their cows' feed will change the nutritional value and taste, Bouchon said — and one farmer who spoke to Science News affirmed anecdotally, this effect is bearing out in other parts of the world, too."We were having lots of problems with milk protein and fat content due to the heat," Gustavo Abijaodi, a dairy farmer in Brazil, told the website. "If we can stabilize heat effects, the cattle will respond with better and more nutritious milk."The heat also seems to be getting to the way cows eat and behave as well."Cows produce heat to digest food — so if they are already feeling hot, they’ll eat less to lower their temperature," noted Marina Danes, a dairy scientist at Brazil's Federal University of Lavras. "This process spirals into immunosuppression, leaving the animal vulnerable to disease."Whether it's the food quality or the heat affecting the cows, the effects are palpable — or, in this case, edible."If climate change progresses the way it’s going, we’ll feel it in our cheese," remarked Bouchon, the French researcher.More on cattle science: Brazilian "Supercows" Reportedly Close to Achieving World DominationShare This Article

Like a good pair of Basquiat Crocs, there are innumerable bad ways to license an artist’s work. So when Airstream looked to partner up on a project with the Frank Lloyd Wright Foundation, the aluminum-clad trailer brand could have just printed one of the architect’s famous patterns on a limited run of its vehicles and called it a day. It probably would have even sold well. But that is decidedly what Bob Wheeler, Airstream’s president and CEO, did not want to do.  “We said, ‘All right, let’s make sure that everything has a purpose and a function—that way it’s not just a pastiche, or some kind of lame attempt to mimic something,’” Wheeler recalls. “We didn’t want it to seem overdone or kitschy.” Instead, the brand embarked on a multiyear collaboration with the experts at Wright’s Taliesin West home and studio in Scottsdale, Arizona, and today the two are rolling out the 28-foot Airstream Frank Lloyd Wright Usonian Limited Edition Travel Trailer. With just 200 numbered vehicles that retail for $184,900 on offer, you—like me—might not be able to afford one at the moment, but they just might also restore your faith in the art of the artist collab at large.  [Photo: Airstream] BETTER LATE THAN NEVER Wheeler has a passion for midcentury design (as you might expect of Airstream’s CEO), so it tracks that he’d be a natural fan of Wright’s organic architecture. “Honestly, this has been a dream of mine for the last 20 years, which is about as long as I’ve been president of Airstream,” he says. “Why are Wright’s designs so celebrated today? It’s because they’re timeless. I think there are values there that incentivize someone to buy an Airstream that overlap in some meaningful ways.” Though Wright and Airstream founder Wally Byam were active at the same time and likely shared some of the same design fan base, there’s no record of them ever meeting. But a collaboration between the two ultimately proved inevitable when Wheeler reached out to Wright’s foundation in 2022. Foundation historian Sally Russell says her team wasn’t initially sure how robust a joint project could be. They eventually toured the Airstream factory in Ohio where the trailers are handmade using 3,000 rivets over the course of 350 hours, and saw how much customization was truly possible. Then she realized that it could be a great showcase of Wright’s work.  Beyond an Airstream’s signature aluminum exterior, Wheeler says the trailer is essentially a blank canvas. “And that’s where we can really flex some design muscle and allow others to do so.”  Russell says the foundation first explored whether to make the trailer feel like an adaptation of a specific Frank Lloyd Wright home. “The answer to that was no,” she says. “We didn’t want to try to re-create the Rosenbaum House and shove it into the size of a trailer. It didn’t make sense, because Frank Lloyd Wright certainly designed for each of his individual projects—he created something new, something that expressed the individual forms of the project, the needs of the client. So there was a great awareness of wanting to continue that legacy through the work that we did on the trailer.” The two teams ultimately homed in on the concept of Usonian design, a style that aimed to democratize design via small, affordable homes with a focus on efficient floor plans, functionality, and modularity.  In other words: an ideal fit for an Airstream. [Photo: Airstream] COLLAPSIBLE CHAIRS AND CLERESTORY WINDOWS When you approach the trailer, the connection to Wright is immediate on the custom front door featuring the Gordon leaf pattern, which the architect commissioned his apprentice Eugene Masselink to design in 1956. It’s a tip of the hat to nature, presumably an Airstreamer’s destination, and can be found subtly throughout the trailer in elements like sconces and cabinet pulls—but not too much, per the design mission at the outset. (“At one point we had a lot more of that Gordon leaf in there,” Wheeler notes. “We dialed that way back.”) With the push of a button, the bench seating converts into a king-size bed—one of Wheeler’s favorite elements. It is the largest bed in any Airstream, and is a first for the company, he says.  [Photo: Airstream] Another convertible element, in line with that focus on modularity, is the living space at the front of the trailer. Here, a dining table, desk, and seating inspired by the slant-back chairs that Wright used throughout his career collapse into a wall cabinet. Wheeler says Airstream used to deploy clever features like this in the midcentury era, before modern preferences trended toward built-in furniture. “So in some ways, this is a bit of a flashback to an earlier design in the ’50s, which is appropriate.” The teams also honored Wright’s focus on natural light, relocating Airstream’s usual overhead storage in favor of clerestory windows, which are prominent in Usonian homes. Meanwhile, the overall color palette comes from a 1955 Wright-curated Martin-Senour paint line. Russell says the team selected it for its harmonious blend with the natural settings where the trailer is likely headed, featuring ocher, red, and turquoise.  Ultimately, “It’s like a Frank Lloyd Wright home, where you walk into it, and it’s a completely different experience from any other building,” Russell says. “I hope that he would be very happy to see that design legacy continue, because he certainly did that with his own fellowship and the apprentices that he worked with.” [Photo: Airstream] USONIAN LIFE Starting today, the limited-edition, numbered trailers will be available for order at Airstream dealerships. Wheeler says the company was originally going to release just 100 of them, but got so much positive feedback from dealers and others that they doubled the run.  On the whole, the collaboration comes in the wake of a boom time for Airstream, which is owned by Thor Industries. Airstream experienced a surge during the pandemic, resulting in a 22% jump in sales in 2021 as people embraced remote work or realigned their relationship to the world.  “We’ve come back to earth now, and now we’re much more tied to actual market retail rates, which is what we know,” Wheeler says. In its third-quarter financials, Thor reported $2.89 billion in revenue (up 3.3% from previous year). While the company declined to provide Airstream-specific numbers, its overall North American towable RV division is up 9.1% from the same period in 2024. But there’s a problem afoot: The current administration’s tariffs, which Wheeler says made settling on the price for the Frank Lloyd Wright collaboration tricky. He adds that the company is struggling with shortages caused by the disruption in the supply chain, and high interest rates are also a problem.  [Photo: Airstream] “Look, we’re 94 years old,” he says. “We’ve been through more of these cycles than we can count, so we’re fine, and we’ll continue to trade on authenticity, quality, great service and support, a great dealer network, and a brand that really has become part of the fabric of the U.S. traveling adventure.”

June 5, 20253 min readNew Hires Will Still Leave the NWS Dangerously Understaffed, Meteorologists SayNearly 600 employees left the National Weather Service or were fired in recent months. Meteorologists say 125 expected new hires will still leave the agency dangerously understaffedBy Chelsea Harvey & E&E News A tornado struck communities in Somerset and London, Ky., on May 16, 2025, leaving 19 dead and more injured. Michael Swensen/Getty ImagesCLIMATEWIRE | New hiring efforts at the National Weather Service won’t be enough to overcome staffing shortages and potential risks to human lives this summer, meteorologists warned Wednesday at a panel hosted by Democratic Washington Sen. Maria Cantwell.NOAA will hire around 125 new employees at the NWS, the agency said in an announcement first reported Monday by CNN. But nearly 600 employees have departed the NWS over the last few months, after the Trump administration fired probationary federal employees and offered buyouts and early retirements.That means the new hires will account for less than 25 percent of the total losses.On supporting science journalismIf you're enjoying this article, consider supporting our award-winning journalism by subscribing. By purchasing a subscription you are helping to ensure the future of impactful stories about the discoveries and ideas shaping our world today.“A quarter of the staff are not going to do the job when, let’s just say, both hurricane and fire risks are increasing,” Cantwell said during Wednesday’s panel. “[The Trump administration’s] approach in response to this has been a flimsy Band-Aid over a very massive cut.”Cantwell added that the National Hurricane Center is not fully staffed, as NOAA officials suggested last month when announcing their predictions for the upcoming Atlantic hurricane season outlook. The NHC has at least five vacancies, she said, representing meteorologists and technicians who help build forecasts for tropical cyclones in both the Atlantic and Pacific oceans.Meanwhile, NOAA is predicting above-average activity in the Atlantic this hurricane season. Updated fire maps also suggest that nearly all of Cantwell’s home state of Washington, along with Oregon and large swaths of California, will experience an above-average risk of wildfires by August.Kim Doster, NOAA’s director of communications, did not immediately respond to a request for comment on NOAA’s staffing shortages or the NHC’s vacancies.Three meteorologists speaking on the panel echoed Cantwell’s concerns, suggesting that staffing shortages at weather offices across the country risk forecasting errors and breakdowns in communication between meteorologists and emergency managers.At least eight local weather offices across the country are currently so short-staffed that they can no longer cover their overnight shifts, said Brian LaMarre, a former meteorologist-in-charge at the NWS office in Tampa Bay, Florida. Some of these offices may have to rely on “mutual aid,” or borrowed staff, from other NWS locations to cover their shifts during extreme weather events.But Cantwell and other panelists expressed concern that staff-sharing across the NWS could erode the accuracy of forecasts and warnings for local communities.Cantwell pointed to the meteorologists that specialize in fire weather forecasts. NOAA typically deploys those experts to provide forecasts and recommendations to firefighters on the ground when wildfires strike.“If you think you're gonna substitute somebody that’s gonna be somewhere else — I don’t know where, some other part of the state or some other state — and you think you're gonna give them accurate weather information? It just doesn't work that way,” she said.Washington state-based broadcast meteorologist Jeff Renner echoed her concerns.“The meteorologists that respond to [wildfires] have very specific training and very specific experience that can’t be easily duplicated, particularly from those outside the area,” he said.Meanwhile, LaMarre’s former position in Tampa is vacant, and around 30 other offices across the country are also operating without a permanent meteorologist-in-charge.“That person is the main point of contact when it comes to briefing elected officials, emergency management directors, state governors, city mayors, parish officials,” LaMarre said. “They are the individual that’s gonna be implementing any new change that is needed for hurricane season, blizzards, wildfires, inland flooding.”The NWS suffered from staffing shortages prior to the Trump administration. But LaMarre said he never saw such widespread vacancies, including offices unable to operate overnight, in his 30 years at the agency.He emphasized that NWS meteorologists will do whatever it takes to ensure accurate forecasts when extreme weather strikes. But too many gaps at local offices mean that some services will inevitably suffer, LaMarre added.“Whenever you look at an office that is short-staffed, that means a piece of that larger puzzle is taken away,” he said. “That means some outreach might not be able to occur. Some trainings might not be able to occur. Some briefings to officials might not be able to occur.”Reprinted from E&E News with permission from POLITICO, LLC. Copyright 2025. E&E News provides essential news for energy and environment professionals.

It has long been said that an organisation’s greatest asset is its people. Employees are the driving force behind innovation, customer engagement, revenue growth, and company culture. In an era where political, social, and economic climates are in constant flux, particularly with ongoing debates surrounding diversity, equity and inclusion (DEI), it is more critical than ever for organisations to recognise the value of an inclusive workforce. There is a well-known saying: “When America sneezes, the rest of Europe catches a cold.” (often attributed to Charles Maurice de Talleyrand, a French diplomat from the 18th and 19th centuries). It rings particularly true today, as shifts in political and social climates challenge the notion of diversity programmes. This is evident in the recent ruling by the UK Supreme Court that the legal definition of a woman is based on biological sex. However, history has shown that political regimes and societal norms can change rapidly. Regardless of where one stands on these issues, the reality remains that for an organisation to thrive, its people must feel valued, supported, and included. Despite the growing focus on DEI programmes since 2020, many past initiatives have not been as effective as hoped. To move forward, the DEI industry and DEI professionals must conduct a rigorous retrospective analysis: What has worked? What hasn’t been effective? How can we improve? Without tangible metrics and data-driven insights, it becomes difficult to measure the success and impact of these initiatives, and this lack of clear outcomes may have contributed to what some define as the “backlash against DEI.” A common challenge has been the prioritisation of diversity over inclusion, leaving organisations ill-prepared to integrate diverse talent effectively. This has often resulted in short-term disruption - what change management refers to as the "storming" phase of team development - which in turn has led to team friction, a lack of belonging, and ultimately higher turnover rates among underrepresented employees. Organisations have not allowed enough time for teams to progress to the "norming" and "performing" periods in the face of high pressure to deliver results. To counter this, organisations must shift their mindset to focus on inclusion and belonging first. When a workplace fosters an inclusive culture, diverse talent is naturally welcomed, supported, and empowered to succeed. Rather than viewing differences as an obstacle, businesses must embrace them as strengths that drive innovation and growth. I often advocate for culture “add” rather than culture “fit”. As a former project and programme manager who transitioned into HR, I have witnessed firsthand the value of applying change management principles to DEI efforts. A successful change programme requires clearly defined goals, strong leadership buy-in, stakeholder engagement, a structured delivery methodology, and measurable outcomes. When these elements are absent, initiatives tend to falter. By adopting a structured, results-oriented, and data-driven approach, organisations can embed true inclusion into their core business strategy rather than treating it as a secondary initiative or a “nice to have”. It’s also important to regularly assess and reflect on what has worked, what hasn’t, and adapt and improve accordingly. In agile methodology, we call these retrospectives. Inclusion is key to successful DEI initiatives. In the past, these efforts may have created exclusion by failing to involve those who do not identify with the Equality Act's nine protected characteristics (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation). This has led to defensiveness and fear instead of an understanding of historical inequity. When you are accustomed to privilege, equality can feel like oppression or exclusion and so we need to focus on how we can reframe inclusion work as being beneficial to all rather than to a few. Using storytelling, education, and relatability helps onboard more allies, understanding that equity is crucial to achieve equality. Inclusion means widening opportunities for everyone rather than limiting them to a select few. A wealth of research underscores the positive impact of inclusivity on business success. According to CIPD, 70% of employees report that a strong DEI culture positively impacts their job satisfaction. Forbes also discovered that 88% of consumers are more likely to be loyal to a company that supports social and environmental causes. Additionally, employees working in inclusive environments are 50% more likely to stay with their current employer for more than three years. Just over half of UK consumers (53%) say a brand's diversity and inclusion efforts, influence their purchase decisions. In fact, brands failing to act on Diversity, Equity and Inclusion risk losing out on £102bn annual spend from marginalised groups. Boston Consulting Group’s research demonstrates that organizations with diverse leadership see 19% higher innovation revenues. Beyond traditional meritocratic arguments, one principle is clear: inclusivity must be at the heart of every business strategy. Organisations where employees feel seen, heard, and valued naturally attract a broader, more diverse talent pool. Such employees tend to be more engaged, loyal, and productive, further strengthening the organisation's overall success and their bottom line. The UK tech industry is poised for continued growth and innovation, with a focus on emerging technologies like AI and quantum computing, however there is also a need to address challenges like talent shortages and international competition to maintain its position as a global leader.  Almost 95% of employers looking for tech talent have encountered a skills shortage in 2022, according to HR and recruitment firm Hays. In today’s job market, competitive salaries alone are not enough to attract and retain top talent. Employees now prioritise benefits, flexible working arrangements, career growth opportunities, and a sense of belonging. Organisations that prioritise inclusion, equal opportunities, and adaptability will be better positioned to navigate the evolving talent landscape and sustain long-term success. Ultimately, fostering an inclusive workplace is not merely a moral obligation; it is a business imperative. Companies that prioritise inclusion are more likely to attract top diverse talent, enhance employee engagement, and drive sustainable growth. Companies that fail to create inclusive environments are setting themselves up for failure. We are seeing more and more cases of sexual harassment, bullying and discrimination cases with high price tags. So, whether through loss of business, bad publicity or legal consequences, the price tag on exclusion can be staggering. Inclusion should not be seen as a separate HR initiative but as an integral part of an organisation’s DNA with all leaders owning an inclusion goal as part of their performance management. What gets measured, gets done! However, this can only happen if leaders and managers understand what inclusion truly means and they recognise that a diversity of voices, experiences and opinions will benefit their teams rather than hinder them. The future of work is about more than just employment—it is about providing opportunities for people to live, support their families, and achieve personal and professional growth. A poll, conducted by Ipsos for PA Mediapoint, indicates widespread support among the British public for key workplace DEI drives, including flexible working (71%), gender pay gap reporting (65%), and inclusivity training (64%). People care about wellbeing, inclusion and culture, which is why it is so important that organisations create workplaces where everyone is valued, empowered, and given the chance to succeed. True prosperity comes from ensuring that every individual, regardless of background and differences, can flourish. So, Inclusion does matter, particularly if you value creating a positive work environment that benefits employees, impacts the bottom line, and ensures everyone feels included rather than excluded. Read more about DEI in tech A lack of work-life balance and discrimination are among the biggest challenges for women in tech, finds Lorien When asked their opinions on the growing use of AI, girls expressed concerns about possible biases it will perpetuate, while boys were worried about cyber security