A Mother-and-Daughter Team Have Developed What May Be the World’s First Alzheimer’s Vaccine
Alzheimer's is a terrible disease that robs a person of their personality and memory before eventually leading to death. It's the sixth-largest killer in the U.S. and, currently, there are 5.8 million Americans living with the disease.
Wang's vaccine is a significant improvement over previous attempts because it can attack the Alzheimer's protein without creating any adverse side effects.
It devastates people and families and it's estimated that Alzheimer's and other forms of dementia will cost the U.S. $290 billion dollars this year alone. It's estimated that it will become a trillion-dollar-a-year disease by 2050.
There have been over 200 unsuccessful attempts to find a cure for the disease and the clinical trial termination rate is 98 percent.
Alzheimer's is caused by plaque deposits that develop in brain tissue that become toxic to brain cells. One of the major hurdles to finding a cure for the disease is that it's impossible to clear out the deposits from the tissue. So scientists have turned their attention to early detection and prevention.
One very encouraging development has come out of the work done by Dr. Chang Yi Wang, PhD. Wang is a prolific bio-inventor; one of her biggest successes is developing a foot-and-mouth vaccine for pigs that has been administered more than three billion times.
Mei Mei Hu
Brainstorm Health / Flickr.
In January, United Neuroscience, a biotech company founded by Yi, her daughter Mei Mei Hu, and son-in-law, Louis Reese, announced the first results from a phase IIa clinical trial on UB-311, an Alzheimer's vaccine.
The vaccine has synthetic versions of amino acid chains that trigger antibodies to attack Alzheimer's protein the blood. Wang's vaccine is a significant improvement over previous attempts because it can attack the Alzheimer's protein without creating any adverse side effects.
"We were able to generate some antibodies in all patients, which is unusual for vaccines," Yi told Wired. "We're talking about almost a 100 percent response rate. So far, we have seen an improvement in three out of three measurements of cognitive performance for patients with mild Alzheimer's disease."
The researchers also claim it can delay the onset of the disease by five years. While this would be a godsend for people with the disease and their families, according to Elle, it could also save Medicare and Medicaid more than $220 billion.
"You'd want to see larger numbers, but this looks like a beneficial treatment," James Brown, director of the Aston University Research Centre for Healthy Ageing, told Wired. "This looks like a silver bullet that can arrest or improve symptoms and, if it passes the next phase, it could be the best chance we've got."
"A word of caution is that it's a small study," says Drew Holzapfel, acting president of the nonprofit UsAgainstAlzheimer's, said according to Elle. "But the initial data is compelling."
The company is now working on its next clinical trial of the vaccine and while hopes are high, so is the pressure. The company has already invested $100 million developing its vaccine platform. According to Reese, the company's ultimate goal is to create a host of vaccines that will be administered to protect people from chronic illness.
"We have a 50-year vision -- to immuno-sculpt people against chronic illness and chronic aging with vaccines as prolific as vaccines for infectious diseases," he told Elle.
[Editor's Note: This article was originally published by Upworthy here and has been republished with permission.]
Turning Algae Into Environmentally Friendly Fuel Just Got Faster and Smarter
Was your favorite beach closed this summer? Algae blooms are becoming increasingly the reason to blame and, as the climate heats up, scientists say we can expect more of the warm water-loving blue-green algae to grow.
"We have removed a significant development barrier to make algal biofuel production more efficient and smarter."
Oddly enough, the pesky growth could help fuel our carbon-friendly options.
This year, the University of Utah scientists discovered a faster way to turn algae into fuel. Algae is filled with lipids that we can feed our energy-hungry diesel engines. The problem is extracting the lipids, which usually requires more energy to transform than the actual energy we'd get – not achieving what scientists call "energy parity."
But now, the University of Utah team has discovered a new mix that is more efficient and much faster. We can now extract more power from algae with less waste materials after the fact. Paper co-author Dr. Leonard Pease says, "We have removed a significant development barrier to make algal biofuel production more efficient and smarter. Our method puts us much closer to creating biofuels energy parity than we were before."
Next Up
Algae has a lot going for it as an alternative fuel source. It grows fast and easily, absorbs carbon dioxide, does not compete with food crops for land, and could produce up to 60 times more oil than standard land-based energy crops, according to the U.S. Department of Energy. Yet the costs of algal biofuel production are still expensive for now.
According to Science Daily, only about five percent of total primary energy use in the United States came from algae and other biomass forms. By making the process more efficient, America and other nations could potentially begin relying on more plentiful resources – which, ironically, are more common now because of climate change.
Algae fuel efficiency is already a proven concept. A decade ago, Continental Airlines completed a 90-minute Boeing 737-800 flight with one engine split between biofuel and aircraft fuel. The biofuel was straight from algae. (Other flights were done based on nut fuel and other alternative sources.) The commercial airplane required no modification to the engine and the biofuel itself exceeded the standards of traditional jet fuel.
The problem, as noted at the time, is that biofuels derived from algae had yet to be proven as "commercially competitive."
The University of Utah's discovery could mean cheaper processing. At this point, it is less about if it works and more about if it is a practical alternative.
However, it's unclear how long it will take for algae to become more mainstream, if ever.
Open Questions
Higher efficiency and simpler transformations could mean lower prices and more business access. However, it's unclear how long it will take for algae to become more mainstream, if ever. The algae biofuel worked great for a relatively sophisticated Boeing 737 engine, but your family car, the cross-country delivery trucks and other less powerful machines may need to be modified – and that means the industry-at-large would have to revise their products in order to support the change.
Future-focused groups are already looking at how algae can fuel our space programs, especially if it is more renewable, safe and, potentially, cheaper than our traditional fuel choices. But first, it is worth waiting and seeing if corporations and, later, citizens are willing to take the plunge.
The rise of remote work is a win-win for people with disabilities and employers
Disability advocates see remote work as a silver lining of the pandemic, a win-win for adults with disabilities and the business world alike.
Any corporate leader would jump at the opportunity to increase their talent pool of potential employees by 15 percent, with all these new hires belonging to an underrepresented minority. That’s especially true given tight labor markets and CEO desires to increase headcount. Yet, too few leaders realize that people with disabilities are the largest minority group in this country, numbering 50 million.
Some executives may dread the extra investments in accommodating people’s disabilities. Yet, providing full-time remote work could suffice, according to a new study by the Economic Innovation Group think tank. The authors found that the employment rate for people with disabilities did not simply reach the pre-pandemic level by mid-2022, but far surpassed it, to the highest rate in over a decade. “Remote work and a strong labor market are helping [individuals with disabilities] find work,” said Adam Ozimek, who led the research and is chief economist at the Economic Innovation Group.
Disability advocates see this development as a silver lining of the pandemic, a win-win for adults with disabilities and the business world alike. For decades before the pandemic, employers had refused requests from workers with disabilities to work remotely, according to Thomas Foley, executive director of the National Disability Institute. During the pandemic, "we all realized that...many of us could work remotely,” Foley says. “[T]hat was disproportionately positive for people with disabilities."
Charles-Edouard Catherine, director of corporate and government relations for the National Organization on Disability, said that remote-work options had been advocated for many years to accommodate disabilities. “It’s a little frustrating that for decades corporate America was saying it’s too complicated, we’ll lose productivity, and now suddenly it’s like, sure, let’s do it.”
The pandemic opened doors for people with disabilities
Early in the pandemic, employment rates dropped for everyone, including people with disabilities, according to Ozimek’s research. However, these rates recovered quickly. In the second quarter of 2022, people with disabilities aged 25 to 54, the prime working age, are 3.5 percent more likely to be employed, compared to before the pandemic.
What about people without disabilites? They are still 1.1 percent less likely to be employed.
These numbers suggest that remote work has enabled a substantial number of people with disabilities to find and retain employment.
“We have a last-in, first-out labor market, and [people with disabilities] are often among the last in and the first out,” Ozimek says. However, this dynamic has changed, with adults with disabilities seeing employment rates recover much faster. Now, the question is whether the new trend will endure, Ozimek adds. “And my conclusion is that not only is it a permanent thing, but it’s going to improve.”
Gene Boes, president and chief executive of the Northwest Center, a Seattle organization that helps people with disabilities become more independent, confirms this finding. “The new world we live in has opened the door a little bit more…because there’s just more demand for labor.”
Long COVID disabilities put a premium on remote work
Remote work can help mitigate the impact of long COVID. The U.S. Centers for Disease Control and Prevention reports that about 19 percent of those who had COVID developed long COVID. Recent Census Bureau data indicates that 16 million working age Americans suffer from it, with economic costs estimated at $3.7 trillion.
Certainly, many of these so-called long-haulers experience relatively mild symptoms - such as loss of smell - which, while troublesome, are not disabling. But other symptoms are serious enough to be disabilities.
According to a recent study from the Federal Reserve Bank of Minneapolis, about a quarter of those with long COVID changed their employment status or working hours. That means long COVID was serious enough to interfere with work for 4 million people. For many, the issue was serious enough to qualify them as disabled.
Indeed, the Federal Reserve Bank of New York found in a just-released study that the number of individuals with disabilities in the U.S. grew by 1.7 million. That growth stemmed mainly from long COVID conditions such as fatigue and brain fog, meaning difficulties with concentration or memory, with 1.3 million people reporting an increase in brain fog since mid-2020.
Many had to drop out of the labor force due to long COVID. Yet, about 900,000 people who are newly disabled have managed to continue working. Without remote work, they might have lost these jobs.
For example, a software engineer at one of my client companies has struggled with brain fog related to long COVID. With remote work, this employee can work during the hours when she feels most mentally alert and focused, even if that means short bursts of productivity throughout the day. With flexible scheduling, she can take rests, meditate, or engage in activities that help her regain focus and energy. Without the need to commute to the office, she can save energy and time and reduce stress, which is crucial when dealing with brain fog.
In fact, the author of the Federal Reserve Bank of New York study notes that long COVID can be considered a disability under the Americans with Disability Act, depending on the specifics of the condition. That means the law can require private employers with fifteen or more staff, as well as government agencies, to make reasonable accommodations for those with long COVID. Richard Deitz, the author of this study, writes in the paper that “telework and flexible scheduling are two accommodations that can be particularly beneficial for workers dealing with fatigue and brain fog.”
The current drive to return to the office, led by many C-suite executives, may need to be reconsidered in light of legal and HR considerations. Arlene S. Kanter, director of the disability law and policy program at the Syracuse University College of Law, said that the question should depend on whether people with disabilities can perform their work well at home, as they did during Covid outbreaks. “[T]hen people with disabilities, as a matter of accommodation, shouldn’t be denied that right,” Kanter said.
Diversity benefits
But companies shouldn’t need to worry about legal regulations. It simply makes dollars and sense to expand their talent pool by 15% of an underrepresented minority. After all, extensive research shows that improving diversity boosts both decision-making and financial performance.
Companies that are offering more flexible work options have already gained significant benefits in terms of diverse hires. In its efforts to adapt to the post-pandemic environment, Meta, the owner of Facebook and Instagram, decided to offer permanent fully remote work options to its entire workforce. And according to Meta chief diversity officer Maxine Williams, the candidates who accepted job offers for remote positions were “substantially more likely” to come from diverse communities: people with disabilities, Black, Hispanic, Alaskan Native, Native American, veterans, and women. The numbers bear out these claims: people with disabilities increased from 4.7 to 6.2 percent of Meta’s employees.
Having consulted for 21 companies to help them transition to hybrid work arrangements, I can confirm that Meta’s numbers aren’t a fluke. The more my clients proved willing to offer remote work, the more staff with disabilities they recruited - and retained. That includes employees with mobility challenges. But it also includes employees with less visible disabilities, such as people with long COVID and immunocompromised people who feel reluctant to put themselves at risk of getting COVID by coming into the office.
Unfortunately, many leaders fail to see the benefits of remote work for underrepresented groups, such as those with disabilities. Some even say the opposite is true, with JP Morgan CEO Jamie Dimon claiming that returning to the office will aid diversity.
What explains this poor executive decision making? Part of the answer comes from a mental blindspot called the in-group bias. Our minds tend to favor and pay attention to the concerns of those in the group of people who seem to look and think like us. Dimon and other executives without disabilities don’t perceive people with disabilities to be part of their in-group. They thus are blind to the concerns of those with disabilities, which leads to misperceptions such as Dimon’s that returning to the office will aid diversity.
In-group bias is one of many dangerous judgment errors known as cognitive biases. They impact decision making in all life areas, ranging from the future of work to relationships.
Another relevant cognitive bias is the empathy gap. This term refers to our difficulty empathizing with those outside of our in-group. The lack of empathy combines with the blindness from the in-group bias, causing executives to ignore the feelings of employees with disabilities and prospective hires.
Omission bias also plays a role. This dangerous judgment error causes us to perceive failure to act as less problematic than acting. Consequently, executives perceive a failure to support the needs of those with disabilities as a minor matter.
Conclusion
The failure to empower people with disabilities through remote work options will prove costly to the bottom lines of companies. Not only are limiting their talent pool by 15 percent, they’re harming their ability to recruit and retain diverse candidates. And as their lawyers and HR departments will tell them, by violating the ADA, they are putting themselves in legal jeopardy.
By contrast, companies like Meta - and my clients - that offer remote work opportunities are seizing a competitive advantage by recruiting these underrepresented candidates. They’re lowering costs of labor while increasing diversity. The future belongs to the savvy companies that offer the flexibility that people with disabilities need.