Profile of six personnel headsOn 20 Jun 2000 in Personnel Today Comments are closed. Previous Article Next Article Related posts:No related photos. Age 46Head of HR programmes, EricssonFurther education BSc (Open University)First job in HR Three and a half years ago when I moved from engineering to HR to work on competence management and implement the PeopleSoft HR Information System. I decided to stay in HR because I was interested in why things go wrong in organisations and in the positive impact that HR can have in addressing lack of skills and poor communication/information. I developed an interest in encouraging the use of competence management and process mapping to improve the way an organisation works.First senior role HR systems manager to support a shared service. The move from traditional HR to a service centre environment had a dramatic impact on HR skills requiring a new mixture of IT literacy, call centre and people skills.What do you like about your present job? I love the Ericsson management style which is highly consensus-driven.What do you dislike? Dealing with constant change is quite difficult because I think it is human nature is to look for periods of stability and recovery. However, I believe rapid change is necessary, especially if HR wishes to be seen as a business partner.Career high-points Launching the employee self-service on our intranet. Employees can view/update their personnel record and line managers can make changes using the intranet. It has reduced the amount of HR administration.Dream HR job It hasn’t got a title but it is about making a difference to the success of the business and believing that I can personally contribute to it.Who do you admire? My first shopfloor foreman when I started off as an engineering apprentice who taught me that taking time to listen was more important than giving advice.The next step Moving into global outsourced HR services.Where do you want to be in 10 years?Working a shorter week so that I can spend more time with my family.Helen FroudAge 36Director of corporate services, Worcestershire County CouncilFurther education/qualificationsBA(hons) geography; IPD via the Open Business School; MBA from Henley Management College.First job in HR HR consultant, Nationwide Building SocietyFirst senior role County personnel officer, Hereford & Worcester County Council.What do you like about your present job? The diverse nature of the role, managing a wide range of council services, including HR.What do you dislike? The sandwiches in the staff restaurant are dreadful.Career high points My current role has been the high point so far.Dream HR job Global head of HR for Disney – my children would love it.Who do you admire? The late David Hopkins, a former head of HR for Nationwide Building Society. He was an incredibly charismatic and supportive manager. Sadly, he was killed in a road accident in 1996.The next step I am happy where I am right now – I’ve got a large pile of projects to deliver on.Where do you want to be in 10 years?In a more senior role – I love local government but I would be happy to move back into the private sector.Sarah ChurchmanAge 38Senior HR manager PricewaterhouseCoopersFurther education/qualifications I did two years of a law degree but hated it and took time out. I am a member of the IPD and I am applying for fellowship.First job in HR With Coopers & Lybrand as a personnel administrator supporting a manager. I did that for about a year.First senior role This was a generalist role, looking after a regional office in Croydon with about 100 people in one location.What do you like about your present job? I love the fact that no one has ever been in this role before. I am focusing on work/life balance which is becoming a wider diversity issue.What do you dislike? Feeling that masses of creative potential is often stifled by processes.Career high points I focused on remuneration and on implementing a bonus scheme to replace an overtime system which was heavily entrenched in the culture of the organisation. A bonus plan, as opposed to overtime, is appropriate for efforts on work/life balance because it concentrates on outputs as opposed to inputs.Dream HR job Heading a team to do what I am doing, which recognises that sources of growth and innovation come from a diverse workforce and that we can relish that diversity.Who do you admire? Nelson Mandela – for everything he has done.The next step Who knows? I have always been mobile.Where do you want to be in 10 years?I want to be fit and healthy and for my children to be a continued source of joy. But in terms of my career I want to be doing something that makes a difference like this role – something which is increasingly important to me.Marc AucklandAge 43Chief knowledge manager BT WorldwideFurther education/qualifications MBA, Fellow of the IPD; City & Guilds in telecommunications.First job in HR As training consultant in what was BT’s management consultancy unitFirst senior role Head of interpersonal skills development.What you like about your present job? BT has been a great employer, providing me with 14 careers within one company. I am privileged to work with some key and visionary players both in the company, across business and government who see the new economy changes underway. Knowledge management and intellectual capital are new fields and key to the emergent economy. HR will become as, if not more important than the “senior ” company functions such as finance… and not before time. My job allows me to learn, take risks and share learning.What do you dislike? People and organisations who wait for change instead of creating or influencing change. People who measure worth purely on tangible assets. People and organisations who suck the fun out of work.Career high points MBA graduation (because I passed the entrance exams to join the Royal Navy just before O levels and later left the Royal Navy on mutual agreement based on my inability to accept orders without offering alternative options). There have been lots of other high points such as being headhunted or my CEO accepting my report and recommendations but recently invitations from businesses and institutions like the EU to present on the mergent economy and knowledge management.Dream HR job I would create and work in the job of chief knowledge officer for Europe as a community – helping people, organisations and governments identify and exploit the collective knowledge and learning contained in this diverse community.Who do you admire? Many personal acquaintances but at the renowned level it would be Mother Theresa for the perfect blend of faith, conviction, obstinacy and humility. Leonardo da Vinci for creativity, individuality and self-belief. The next step Helping my company and the networks I am involved in to develop the new business models, employment contracts and environments for the new economy. To help people see learning as lifelong and knowledge as the critical, personal and organisational capital for success.Where do you want to be in 10 years?Financially secure, enjoying life with my family, friends and colleagues. Still learning and exploring but with a greater emphasis on putting something back into the community.Andrew ForrestAge 63Learning and development director, the Industrial SocietyFurther education/ qualifications BA (in PPE from Oxford) Fellow of the Royal Geographical Society; Fellow of The Royal Society of ArtsFirst job in HR About 100 years ago! I was recruitment and training officer for engineering firm Dexion’s manufacturing division.First senior role Calor Gas group personnel manager.What you like about your present job?The sheer variety. I’m dealing at any one time with between six and 12 different clients from all sectors including large multinationals and tiny charities.What do you dislike? Clients who say something is urgent when it isn’t.Career high points Going to Calor Gas which had 3,500 employees at the time. It was a green field job – with the opportunity to create salary structure, and management development from scratch for a company that had 100 sites across the country.Later on, with the Industrial Society I designed a self-managed learning programme for a big government department. It became large scale but it was also state-of-the-art.Dream HR job I’m almost in it. I’m very happy and very fortunate.Who do you admire? Those managers and people who are fighting a lonely battle, such as team leaders in a company where the atmosphere is horrible and there is no support. I admire people who are up against it but hanging on through sheer guts.The next step Retirement and consultancy work.Where do you want to be in 10 years?I am exceptionally busy with work at the moment and haven’t thought far ahead but I’d like to be hanging on with some consultancy work and taking a promised trip across Canada and the Rockies.
Previous Article Next Article This week’s lettersLet’s aim high together for HR’s sakeThere is no doubt that HR leaders and the CIPD have a job to do inconvincing employers that effective people management pays (Leader, 5 March). We have made huge progress over the past decade in compiling evidence of howpeople contribute to competitive success. Your Leader is wrong to say the CIPD is not addressing issues of relevanceto senior professionals. Apart from our long-running projects demonstrating thelink between people management and business performance, our frequent surveys,research reports, books and executive guides are widely valued as promoters ofbest practice. Our magazine and website also provide extensive information from whichpeople learn, benchmark and innovate. Our courses, conferences and branchevents are well attended – and senior professionals rate them highly. Furthermore, many senior professionals are actively involved with the CIPD,contributing time and energy to the institute and getting back value in termsof their own development. The CIPD’s initial qualification is designed to provide professionals withknowledge for the early stages of their career and prepare them for a move tostrategic partner work when they have more experience. But we have alsoadvanced practitioner standards for those with more experience, involvingformal programmes, networks and steering groups at the leading edge ofpractice. HR professionals have their work cut out to demonstrate their value in aharsh competitive world. The CIPD is with them every step. Surely it is time westopped putting up divisions so we can all move forward together in raising thestandard of people management. Ward Griffiths Assistant director general, CIPD Sex bias is bad for business The report behind the news story ‘Putting family first holds back careerwomen’ (News, 5 March) has some salutary messages for employers. Opportunity Now’s research into women in non-management roles in the UKshows that the barriers to women’s advancement are subtle but firmlyentrenched. HR needs to drive cultural change programmes to develop greaterunderstanding between genders at work. Flexibility has a positive impact on retention, and it also enables betterpay, more interesting work and promotion. Line managers must also be given the right tools and training to get themost out of their non-managerial staff. Better access to training is vital ifthese women are to achieve their potential. Over half of respondents did notbelieve their potential was being fulfilled – a waste of talent and bad for UKbusiness. Sue Morrell Communications manager, Opportunity Now Don’t relax the rules on stress The recent Court of Appeal ruling overturning three awards for stress atwork (News, 12 February) should ring alarm bells. Not because of unshackled compensation culture, but because of the dangerthat employers will use this as an excuse to sit back and relax. It is vital the mental health of staff is a priority. The CBI estimates thatworkplace stress was the second biggest cause of mental illness in 2000 andcost £5.6bn. The Court of Appeal backed a pre-emptive approach, so any problems can beidentified and support given early. Employers who ignore this will be thelosers. Gil Hitchon Chief executive, Mental After Care Association LettersOn 12 Mar 2002 in Personnel Today Comments are closed. Related posts:No related photos.
Previous Article Next Article Employeescan no longer claim compensation for injury to feelings in unfair dismissalcases, following a judgment at the Employment Appeal Tribunal last week.MrJustice Burton ruled in the case of Dunnachie v Kingston upon Hull City Councilthat non-pecuniary losses are not recoverable in employment tribunals in unfairdismissal claims.Thismeans tribunals cannot award damages for personal injuries, aggravation andinjury to feelings caused by the manner (or fact) of dismissal.JohnMcMullen, national head of employment law at law firm Pinsents, said:”This judgment should be a great relief to employers.” Under sexdiscrimination claims, awards of up to £25,000 can be made for injury tofeelings. Judge rules out ‘unfair’ claimsOn 27 May 2003 in Personnel Today Related posts:No related photos. Comments are closed.
Deflation means that students may be given rebates on student loans unless interest rate calculations are changed.Interest on student loans is calculated with reference to the Retail Prices Index (RPI), which in March showed inflation to have dropped to -0.4%. It is the first time Britain has experienced deflation since 1960.Interest is calculated in March but applied in September, meaning that current economic changes would not impact on loans until later this year. The fall in inflation effectively means that students would start to earn interest on their loans, rather than pay it, and could result in rebates for some graduates.However, this will only be the case if the way that interest is calculated is not changed.A spokeswoman for the Department for Innovation, Universities and Skills, which is in charge of policy making for the Student Loans Company, said that they are in discussions with the Treasury and will ‘consider the options available’.She added that the department hopes to ‘make an announcement shortly’. The DIUS has indicated that the situation will have been clarified well in advance of the annual change to interest rates in September.Interest on ‘mortgage-style’ fixed rate loans taken out before 1998 must track RPI rates, even if they go into deflation. Post-1998 rates, in contrast, are based on the annual March RPI or the highest bank base rate, whichever is the smaller, plus 1%.The Student Loans Company has also recently announced a new loan recovery system for outstanding loans.In a news release on its website, the company said that it will be contacting graduates who have consistently defaulted on loan payments. It threatened that those whose salary exceeds the maximum for deferment will be registered with UK Credit Reference Agencies. The changes only apply to those on post-1998 loans which are tied to RPI.The company emphasised that options are available for those who need to defer or work out a new repayment plan.Before the fall into deflation last month, students had been paying the highest rate of interest on loans since the early nineties, at 4.8% throughout 2007/08. The SLC has said that interest in 2009/10 will not exceed this year’s rate of 3.8%.
Waterfields attackArmed robbers have struck at another Waterfields bakery, this time in Rainford, Merseyside the seventh raid on the north-west chain in the last few months. Two men demanded access to the safe. Six branches have been hit and bosses do not know what has prompted the spate of attacks.Tesco’s Irish playTesco in Ireland has upped the ante with its ongoing Irish supplier growth initiative, designed to encourage smaller food producers to supply its 130 stores on a regional basis. Earlier this month, the retailer organised its first Irish Food Expo, held in Dublin, where 35 new small suppliers, including a number of bakeries, were signed up. These included Twomeys in Co Limerick and Stapleton’s in Co Tipperary.Roberts gets duckyRoberts Bakery is trialling a new marketing technique after developing an online video, which it hopes will go viral. The new video shows a woman feeding ducks with bread in the park, only for the ducks to throw the bread back at her and chase after a woman carrying a Roberts loaf.New image for ImageGingerbread producer Image on Food has unveiled a new look branding and image, in advance of its silver jubilee celebrations next year.
Scotland (local media enquiries) 0131 310 1122 Press Office Twitter – www.twitter.com/dwppressoffice Facebook – www.facebook.com/dwp LinkedIn – www.linkedin.com/company/dwp YouTube – www.youtube.com/dwp More informationThe consultation will run for 8 weeks until 21 July 2018. Caxton HouseTothill StreetLondonSW1H 9NA Follow DWP on: England and Wales (local media enquiries) 029 20 586 then 097 or 098 or 099 The Department for Work and Pensions (DWP) is consulting on a new measure of the number of people claiming unemployment-related benefits to provide consistency over time.This follows a decision by the UK Statistics Authority to remove the National Statistics quality mark from the current Claimant Count statistics as they no longer provide a reliable measure of movements in the labour market.The Claimant Count is rising in areas where Universal Credit has rolled out because it is counting people in the ‘Searching for Work’ Universal Credit conditionality group. Some of these people would not previously have been included in the Claimant Count under Jobseeker’s Allowance.More consistent data will allow more meaningful comparisons over time so that the government can be held to account for its progress on supporting everyone who wants to work, to find a job.In a consultation launched today by Minister of State for Employment Alok Sharma MP, the DWP is seeking views on 2 alternative options.Having a more accurate picture will help Local Authorities and Jobcentre Plus understand the needs in their communities.Minister of State for Employment Alok Sharma said: I am delighted that we have record employment in the British economy, but it is also important that we have an accurate measure of the number of people claiming unemployment-related benefits so we can provide support to those wanting to move into work or to a better paid job. I urge all those with an interest in this area to take part in this consultation. Read the consultation on Proposals for a new statistical series to count unemployed claimants London Press Office (national media and London area enquiries only – not questions about personal claims) 020 3267 5144 Contact Press Office Out-of-hours (journalists only) 07623 928 975
Scientists at Harvard University have used light and genetic trickery to trace out neurons’ ability to excite or inhibit one another, literally shedding new light on the question of how neurons interact with one another in live animals.The work is described in the current issue of the journal Nature Methods. It builds upon scientists’ understanding of the neural circuitry of the nematode worm Caenorhabditis elegans, frequently used as a model in biological research. While the detailed physical structure of C. elegans’ scant 302 neurons is well-documented, the new research helps to measure how neurons in this organism affect each others’ activity, and could ultimately help researchers map out in detail how neural impulses flow throughout the organism.“This approach gives us a powerful new tool for analyzing small neural circuits, and directly measuring how neurons talk to each other,” said Sharad Ramanathan, an assistant professor of molecular and cellular biology and of applied physics at Harvard. “While we’ve only mapped out the interplay of four neurons, it’s the first time scientists have determined the ability of multiple neurons in a circuit to excite or inhibit their neighbors.”Ramanathan and Zengcai Guo combined genetically encoded calcium sensors and light-activated ion channels with optics. The scientists used a mirror array to excite individual neurons — each just 2- to 3-millionths of a meter wide — while simultaneously measuring calcium activity in multiple other neurons. This calcium activity serves to indicate whether these other neurons were activated or inhibited by the neuron that was primed with a burst of light.“Using this technique, for the first time, we could excite both a sensory neuron and an interneuron, and monitor how activity propagates,” said Guo, a research assistant in Harvard’s Center for Systems Biology, Department of Molecular Biology, and School of Engineering and Applied Sciences. “We expect that our technique can eventually be used more broadly to measure how activity propagates through neural circuits.”Manipulating neurons with light, Guo and Ramanathan were able to evoke an avoidance response — causing the worm to back away from light — that is normally prompted only when the organism is touched.With a compact nervous system consisting of only 302 neurons linked by about 7,000 synapses, the nematode C. elegans is an ideal system for studying the interplay between neural circuits and behavior. While the physical connectivity of the neurons in this nematode is well-known, scientists know very little about which of these connections are excitatory and which are inhibitory.Because of the small sizes of the neurons and a tough cuticle surrounding the worm, electrophysiological recordings can be made from only one neuron at a time, precluding the possibility of any circuit-level analysis of neural activity. By establishing this first fully genetically encoded light-based electrophysiology, the authors have developed a way to overcome this limitation.Guo and Ramanathan’s Nature Methods paper was co-authored by Anne C. Hart of Massachusetts General Hospital and Harvard Medical School. Their work was funded by the National Institute of General Medical Sciences.
An interdisciplinary group of leading Harvard geneticists and stem cell researchers has found a new genetic aspect of cell reprogramming that may ultimately help in the fine-tuning of induced pluripotent stem cells (iPS) into specific cell types.The researchers, who have affiliations with the Harvard Stem Cell Institute (HSCI), the Broad Institute of Harvard and MIT, Harvard’s Department of Stem Cell and Regenerative Biology (SCRB), Children’s Hospital Boston, and Beth Israel Deaconess Medical Center (BIDMC), have identified a set of genetic elements never before known to be involved in cellular reprogramming.According to John Rinn, a corresponding author of the study who is affiliated with HSCI, SCRB, the Broad, and BIDMC, “this is the first time that this new type of gene has been implicated in the reprogramming process. In reprogramming it’s important to find as many routes to reprogramming as possible. This finding gives us another set of fingers to play on the genomic piano that controls the ‘music’ of cellular reprogramming.”“This is a group of RNAs that come from the dark region of the genome,” Rinn said. “We don’t know everything they do, but they clearly are involved in the reprogramming process.”“We know reprogramming resets the genome [of the reprogrammed cell] globally,” said George Daley of HSCI and Children’s Hospital and, along with Rinn, one of the two senior authors of a paper published online by Nature Genetics. “What we’ve learned by working with John is that lincRNAs play essential roles in the reprogramming process. We’ve even identified one lincRNA that enhances reprogramming, which is tantalizing evidence that we can make reprogramming more efficient by harnessing lincRNAs.”Added Daley, a biologist, “our groups came together to answer a question that neither group could answer alone.”The new finding follows by less than two months the discovery by HSCI’s Derrick Rossi and colleagues that skin cells could be returned to an embryonic stem cell-like state using specially engineered synthetic mRNAs, eliminating the need to use viruses that can induce cancers to develop.Rossi’s discovery turned the cell reprogramming field on its head, and was considered so significant that HSCI co-director Doug Melton announced that the HSCI iPS core, which produces reprogrammed cells for researchers, would immediately switch to using the method developed by Rossi.The new findings by Rinn, Daley, and colleagues may help explain why Rossi’s method works — because RNAs appear to be part of the natural cell programming process — and may also be used to refine the Rossi reprogramming method, Rinn said. “What we think we’ve done is, [we’ve found] another way to throw the reprogramming switches,” Rinn said.The road to this latest discovery began when Rinn first arrived at Harvard and the Broad in January 2009. He, Broad director Eric Lander, and Mitch Guttman, who are also authors on the Nature Genetics paper, discovered a group of 5,000 lincRNAs. “Then we worked with George (Daley) to figure out their relevance, if any, in reprogramming,” Rinn said.Like much of scientific discovery, the latest finding was serendipitous. As Rinn explains it:“We started out looking for something else: We wanted to know what happens when you program skin cells that originate in different parts of the body into stem cells. George and I were on a committee meeting together with a student who didn’t know the anatomic origin of the skin cells used to make stem cells. A light bulb went off that it may be interesting to make stem cells from skin cells originating all around the body and see if they ‘remember’ where they came from. Sabine Loewer, the lead author on the paper, immediately jumped at the idea as well — which was very brave for such a risky project.“It turned out they didn’t matter where the cells came from,” Rinn said, “which is in itself an important finding. But in the process we found that hundreds of lincRNA genes were turned on and off during the reprogramming, so we focused on the ones that turned on, to see if they were part of the pluripotency process, and they were.”
This is one in a series of profiles showcasing some of Harvard’s stellar graduates.When Saamon Legoski sees something wrong, he feels compelled to make it right.Last year, for example, while working as a behavioral specialist and staff sergeant for the U.S. Army in Kuwait, he helped several of his peers and soldiers come forward with allegations of sexual violence. A formal investigation substantiated the allegations, he said, and the accused sergeant was discharged from the Army.“I’ve learned to be disruptive in a positive way,” said Legoski.These days, as a student in Harvard T.H. Chan School of Public Health’s M.P.H.-45 program, he’s focused on redressing the wrongs that arise when people, because of race, national origin, or income, are treated unfairly with respect to environmental laws and policies. He said it riles him that underprivileged neighborhoods are often the most polluted, that tax credits for electric cars predominantly benefit the wealthy, and that the world’s poorest communities bear the biggest burdens from global warming.Legoski plans to become an environmental justice attorney — one who understands enough science to be an expert litigator in court. “At the end of the day, I don’t want the opposing counsel to fool judges, juries, or me with scientific-sounding nonsense,” he said. “I want to be a one-stop shop for interpreting scientific data in the courtroom.”Saamon Legoski joined the military after high school. He is pictured in Kuwait. Courtesy of Saamon LegoskiOrder from chaosLegoski is clear about his goals these days, but that wasn’t always the case. His childhood was chaotic. He grew up in southern California, where parental disputes sometimes led to living in homeless shelters with his mother and younger siblings. He worked in school cafeterias to pay for his lunches. “I got better in high school, but in the earlier years, the disruption would come with me from the house to the classroom,” he recalled.After high school he decided to join the military “to get away from everything” — and loved it. “It was the first place where I challenged myself and leaders really encouraged me,” he said. “Plus, in the military I found a lot of people who had the experience that I did. Growing up I was usually the poorest kid, the least well-dressed, usually just the ‘least’ among people. But when I got to the Army, I was on pretty equal footing with a lot of people.” He says the Army helped him mature and straighten out his rough edges.During his yearlong deployment to Afghanistan, Legoski saw scores of what he thought were needless deaths, and fellow soldiers suffering post-traumatic stress. The experience cemented his interest in psychology, and also led him to think deeply about how to avoid war. “The Afghanistan war led me to believe that our political leaders weren’t effective at conflict resolution and would keep us in Afghanistan indefinitely,” Legoski said.In 2013 he enrolled at Stanford to study psychology. He chose as his adviser social psychologist Lee Ross, who had done real-life conflict resolution work in Ireland, Israel, and other parts of the world. “I spent a lot of time in and outside of class picking his brain about political and social conflicts and pathways to resolution,” Legoski said.Matters of justiceDuring a Stanford quarter in Washington, D.C., Legoski took a seminar in civil rights law and learned about “disparate impact,” which occurs when laws or rules negatively impact a particular group of people. “It’s up to civil rights lawyers to prove disparate impact through testimony, data, and analysis in the courtroom,” Legoski said. He decided that becoming a lawyer “would be a good career match for my strong sense of justice,” he said.The field of environmental justice caught his attention when he spent a year as an executive fellow in California’s Department of Toxic Substances Control, working on projects to keep consumers and workers safe from the toxic chemicals found in some nail products. The field “had all the civil rights components that I want and I love,” he said.Environmental advocateThanks to support from the Harvard Presidential Scholars Program, Legoski was able to come to Harvard Chan School to get the science background he wanted. In a class last fall on analytical methods and exposure assessment, he and a group of fellow students studied the role of compostable beverage containers in microplastic contamination.Jonathan Buonocore, research scientist at Harvard Chan School, advised Legoski and the other students on their research. “With the issue of plastics, we have been hearing about impacts on sea turtles and pollution on beaches, but Legoski wondered if humans are getting exposed to microplastics through compostable cups,” he said. “He took it upon himself to find a way to address the question.” Previous studies have suggested that microplastics consumption may harm health. The students found significant leaching of microplastics from some of the compostable cups they looked at.While at Harvard Chan, Legoski has done field work at Clean Water Action, an environmental advocacy group. Last fall he spoke on the organization’s behalf to a Massachusetts Department of Environmental Protection panel about the health impacts of the Wheelabrator Saugus incinerator, the nation’s oldest. He also spoke at a Massachusetts Department of Transportation board hearing about the need in underserved communities for better public transit service, lower fares, and reduced transportation-related pollution. On campus, he serves as a student ambassador for the Center for Climate, Health, and the Global Environment (C-CHANGE), helping promote collaborations among departments to address environmental issues.“He’s definitely a driven individual and has a good line of sight on how to use both scientific evidence and the legal mechanisms we have to improve public health and, in particular, right environmental justice wrongs,” said Buonocore.“What I love as an environmental justice advocate and future lawyer is that I will be able to tackle civil rights from a perspective that takes many issues into account — environmental issues, housing, transportation, job insecurity, food costs— that are often treated as separate issues by policymakers,” said Legoski. “It’s a field where I’ll be able to channel my passion for helping people and making sure there’s justice.”
Queen Margaret is the wife of Henry VI, who is murdered by Richard. The Hollow Crown is a series of three films based on Shakespeare’s Henry VI trilogy and Richard III. View Comments Okonedo received a Tony nod for her performance in A Raisin in the Sun and a 2004 Oscar nomination for her performance in Hotel Rwanda. Her other film credits include Aeon Flux, Ace Ventura: When Nature Calls, Dirty Pretty Things and The Secret Life of Bees. We’re not at all jealous about this. 2014 Tony nominee Sophie Okonedo will play Queen Margaret opposite Benedict Cumberbatch’s previously reported Richard III in the next series of The Hollow Crown. According to Variety, the Shakespeare adaptations, directed by Dominic Cooke for for the BBC, will shoot from late September through early 2015. Sophie Okonedo Star Files