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Posted by David Smith on March 8th, 2020

If you've ever seriously searched for high end radar detectors, you've probably come across both Beltronics and female escorts in brisbane, but did you know that they are actually the same company? That's right, a few years back, Escort actually acquired Beltronics, and since then the two companies have been sharing technologies across both brands.

Some of the features present on both brands are auto muting of alerts, radar signal frequency display, voice alerts, auto scan modes to reduce false alerts, and volt meters. Typically the Beltronics radar detectors are less expensive due to the fact that they are missing one or two of the key features that the Escort models have. A lot of times, the Beltronics models are a better deal, but be careful you check the feature sets because the feature you are looking for may only be available on the Escort units.

While the Escort and Beltronics radar detector models are similar, there are some key differences that we'd like to point out. We recommend products from both brands, but the features differ slightly between brands, so you need to make sure you get exactly what you want.

Starting at the top of the line, the Beltronics STi Driver and the Escort Redline are extremely similar. Both are built on the same high performance radar detection platform, and differ only slightly with features. The STi Driver has a male voice, while the Redline has a female voice. Our preference is overwhelmingly for the Redline's female voice. It is much clearer and more pleasant. On the display side, the STi Driver has Threat Display while the Redline has the Expert Meter. Both these modes allow you to see multiple radar signals on screen at once and the signal strength of each signal, the STi Driver can only display one threat from each band while the Redline can display 4 X-band, 2 K-band and 2 Ka-band signals all at once.

Female Jobs in the middle east (and historically in other regions of the world) have always been a sign of economic and social revolution. The introduction of the female human capital into the working job market, especially within emerging markets, usually dynamically and rapidly diversifies both the talent pool and the active industries within the market.

Driven more by passion rather than by practicality, the presence of active and enabled females in female jobs and positions, usually creates business opportunities and business development in different sectors of industry besides the traditional banking and manufacturing industries.

I don't want to make this an argument about the differences or similarities between the sexes in their career capacities, especially since I don't believe in applying broad generalizations to specific individual situations (such as strictly hiring women for public relations roles because they have better communication skills according to research). I believe that each job position, and each job role within the organization needs the best man or woman in it despite the gender, depending on who is most capable at this specific task, from the pool of candidates available.

My goal here however, is to shed some light on some of the hindrances facing female workers and female jobs in general in order to shift the focus on a procedural enablement and facilitation of job market development. Most of the information below comes from my personal insight, being a Saudi citizen, observing the hurdles faced by females in my family in their quest for an equal and comfortable career opportunity.

This can also be used as a template or a recipe for making a work environment female friendly. By avoiding each of the following hindrances, you can create a work environment that is fair, comfortable, and supportive to your female human resources which can reduce the overall tension in the workplace and open up the potential for synergistic behaviour.

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