NoneThe AP Top 25 men’s college basketball poll is back every week throughout the season! Get the poll delivered straight to your inbox with AP Top 25 Poll Alerts. Sign up here . SAN DIEGO (AP) — Mark Few liked what he saw unfold at San Diego State’s Viejas Arena when his No. 3 Gonzaga Bulldogs made their first foray outside of Spokane, Washington, this season. A double-digit victory in a packed, loud arena. Toughness from a deep, experienced lineup that once again is driven to win an elusive national championship. And, peeking a few seasons ahead, he saw an SDSU team that he views more as a future Pac-12 partner than rival. Behind big man Graham Ike and guard Ryan Nembhard, Gonzaga displayed its size, speed and strength in beating Brian Dutcher’s young, hobbled squad 80-67 on Monday night. The Bulldogs returned the favor after SDSU won 84-74 last December at The Kennel in Spokane, which ended their 59-game nonconference winning streak. Both teams reached the Sweet Sixteen last season. Gonzaga is the only team in the nation to reach the Sweet Sixteen the last nine seasons as the Bulldogs extended their streak of NCAA Tournament appearances to 25 straight. Back in Spokane on Wednesday night, the Zags improved to 5-0 by routing Long Beach State 84-41, no doubt firing up expectations in the Lilac City and beyond. RELATED COVERAGE Jeremy Roach rescues No. 13 Baylor with buzzer-beater in 5th game after standout 4 years at Duke No. 16 Indiana remains unbeaten with 69-58 win over UNC Greensboro No points from Sears, no sweat for No. 8 Alabama in win over No. 25 Illinois In a college sports climate dominated by NIL and the transfer portal, the Zags are stacked. Of the 12 possible players who could return from last year, 10 did, including all four starters. They returned 81% of last season’s scoring and 71% of their rebounding. Six of its top seven scorers are back, along with 81.4% of minutes played. “We’re tougher,” Few said. “We’re physically tougher, we’re mentally tougher, at least so far in the season. A lot of the same guys from last year. That’s what happens when you stick around a couple of years. “You’ve got to have both to be able to go on the road in a place like this and dig out wins,” Few added. “That’s one thing San Diego State is going to bring. They’re going to bring physicality, they’re going to bring great athleticism, they’re going to challenge you in every facet of the game.” Hoops powerhouse Gonzaga announced on Oct. 1 that it will move from the West Coast Conference, where it has dominated for most of the last quarter-century, into a Pac-12 conference being rebuilt around football. Beginning with the 2026-27 academic year, Gonzaga will become the eighth member along with holdovers Washington State and Oregon State, and fellow newcomers Boise State, San Diego State, Fresno State, Utah State and Colorado State from the Mountain West. While not as dominant as the Zags, the Aztecs have been one of the West Coast’s best programs for several years, first under Steve Fisher and then Dutcher, his longtime assistant who is in his eighth season as head coach. “They’re just going to be such a great partner, because they value basketball and they support basketball,” said Few, who’s in his 26th season as head coach. “They understand, when you have a national program like we both have, it pays unbelievable dividends to the university, to the community, to the city and the state, like the Northwest and down here. They get that. We’re looking for other like-minded places to partner with us.” Few said he would often chat with Fisher about the possibility of the Zags and Aztecs playing in the same conference. Fisher watches Aztecs games with his wife, Angie, from the second row above Steve Fisher Court. “We talked about it forever,” Few said. “I’m happy for Dutch. He’s doing a great job.” San Diego State reached its first Final Four in 2023, when Lamont Butler’s thrilling buzzer-beater against Florida Atlantic lifted the Aztecs into the national championship game, where they lost 76-59 to UConn. SDSU was routed again by UConn, 82-52, in last season’s Sweet Sixteen, while Gonzaga lost to Purdue. Gonzaga opened this season with a 101-63 win against then-No. 8 Baylor at the Spokane Arena. It was Gonzaga’s biggest victory margin over a top-10 opponent, over a team it lost to in the 2021 national title game in Indianapolis. Nembhard, who had 19 points and 10 assists against the Aztecs, said the Zags “did a really good job, actually,” of handling the pressure of playing at Viejas Arena. “Every time they went on a little run and the crowd got loud, we did a good job staying composed and trusting our offensive sets.” Nembhard will be gone when the Bulldogs and Aztecs are in the Pac-12 together, but thinks “the rivalry will be great. This is a great program. I played them a couple of times at Creighton, and they always gave us a tough game. They have a great fan base, a great coach over there, and they play really hard. I think it’ll be a great rivalry to come.” ___ Get poll alerts and updates on the AP Top 25 throughout the season. Sign up here . AP college basketball: https://apnews.com/hub/ap-top-25-college-basketball-poll and https://apnews.com/hub/college-basketball777pub org app 。

Quanex Building Products Declares Quarterly DividendHiring and retaining neurodivergent talent is a crucial step toward fostering a more inclusive and innovative workforce in cybersecurity. But traditional hiring processes and standardized training programs can often create barriers for these individuals and lead companies to lose out on talent. Here are tips for making your hiring and training processes more inclusive and ensuring neurodivergent candidates can succeed and thrive within your organization once they are on the job. Traditional interviews may not showcase a neurodivergent candidate’s full potential. Instead, use performance-based interviews where candidates can demonstrate their skills in a comfortable, simulated work environment. This provides a better insight into their capabilities and reduces stress related to social interactions. "Sitting in a room answering questions, especially when you're seeking a job that is going to have less social interaction, is not the way to do it. When it comes to showing my skill set, I'm going to be doing that on a computer, in an environment I'm comfortable with," says Megan Roddie-Fonseca, a senior security engineer at Datadog and a neurodivergent person with autism and ADHD. Clarity is key when working with neurodivergent candidates. During interviews and onboarding, provide clear instructions and explain expectations thoroughly. Avoid using metaphors or vague language, which can create confusion for some candidates. “Due to my auditory processing disorder, I often rely on written communication to fully process information,” says Meghan Maneval, senior director of product marketing at LogicGate. Allowing candidates to complete tasks at their own pace and in familiar environments can help them showcase their strengths without the added pressure of time constraints or sensory distractions. “Many neurodivergent employees I have spoken with tell me they are at their best when they have time and mental space to solve a problem on their own, in their own way, and then bring it back to the team,” says Dr. Jodi Asbell-Clarke, a senior researcher in neurodiversity in STEM education at the non-profit TERC, and author of Reaching and Teaching Neurodivergent Learners in STEM. Neurodivergent employees often benefit from tailored training programs . Rather than a one-size-fits-all approach, offer flexible training options, such as self-paced modules, to accommodate different learning styles. "Giving neurodivergent employees space for autonomy of thought during training can be beneficial,” says Asbell-Clarke Foster open dialogue about neurodiversity and encourage conversations about the needs of neurodivergent employees. Create Employee Resource Groups (ERGs) to provide a platform for neurodivergent voices and ensure they feel heard. “It's a culture shift because a lot of people are afraid to bring up those things because people think they're silly or they'll feel like, you know, they're going to get fired or not be a candidate for hire because they made a request like this," says Roddie-Fonseca. Adopt universal design practices that benefit everyone in the workplace, whether or not they disclose a neurodivergent condition. Simple accommodations like allowing flexible workspaces, reducing sensory distractions, and providing access to tools can help everyone thrive. "Neurodivergence is already present in about 20% of the workforce, but not everyone will disclose it. So it’s important to have support systems in place that everyone can access,” says Liz Green, an occupational therapist and business consultant specializing in neurodiversity and inclusive design, who often works with cybersecurity clients. Create a culture of regular check-ins, where managers and employees can discuss accommodations, work environment preferences, and overall well-being. This ensures neurodivergent employees feel supported and understood. But do it in different ways that also ensure the check ins are not intrusive. This can be done with short check-in surveys, for example. "Quick checks are very helpful,” says Green. “Regular check-ins allow managers to understand how employees are doing and if any accommodations need adjustment." Creating an inclusive environment for neurodivergent employees requires a willingness to learn and adapt. Encourage managers to engage in ongoing training and education on neurodiversity, and foster a workplace culture that supports continuous learning and improvement. Ensure that neurodivergent employees are included in all conversations and initiatives that are centered on inclusion. “The most important thing is bringing forth the voices of the population,” says Green. “It’s about making an effort to listen and then act on what neurodivergent employees are saying.” Joan Goodchild is a veteran journalist, editor, and writer who has been covering security for more than a decade. She has written for several publications and previously served as editor-in-chief for CSO Online.

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