Affirmative action 1
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Affirmative action aims to remedy past discrimination and promote equal opportunity in employment and education by giving preferential treatment to minorities and women who have faced unjust mistreatment. Weak affirmative action, which ensures equal consideration without preferences, is less controversial than strong affirmative action, which actively prefers some groups over others to compensate for historical injustices and achieve diversity. Debates around affirmative action consider whether racial preferences for any group are justified or if they can be counterproductive.
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What Are The Pros And Cons Of Affirmative Action
Affirmative action is a law, policy and action for those who tend to suffer discrimination and promote equal opportunity. Also affirmative action is associated to positive discrimination for example race, gender, and/or disabilities. Provides more opportunities and increases diversity in people. Affirmative action helps people with different gender to find jobs, to find schools or to participate in political life. This act helps a lot of people when they are looking for employment or if they are employees, who the treat them because of race, creed, color, or national origin. In an action that insures the diversity that is obtained and maintained in schools and in the workplace.
Some pros for affirmative action are: Affirmative action ensures representation of minorities and disadvantaged groups in positions of authority. These representatives can function as inspiring role...show more content...Sometimes people that fulfill the basic criteria for a job or a vacancy in a university may not be accepted (as in the aforementioned Bakke case). These policies may increase racial or ethnic tensions. The members of a group may develop a negative attitude towards a minority if they perceive that due to positive discrimination they are being excluded or see their chances of getting some jobs or positions limited. Positive discrimination can be very difficult to apply in societies where ethnic divides are not very clear and people often have mixed backgrounds. Sometimes it is argued that these policies or laws serve to reinforce the separation and division among different groups. In some countries it is even illegal to classify people according to
Gender presentation
The document discusses various topics related to gender including definitions of gender and sex, differences between women in development and gender and development approaches, gender equality, diversity, gender-based violence, sexual harassment, and the gender situation in Bangladesh. It provides definitions of key gender-related terms and outlines responsibilities of HR managers in promoting gender equality and preventing harassment. The gender situation in Bangladesh is discussed through statistics on early marriage and strategies of the Bangladeshi government to promote gender responsiveness.
Job+discrimination
The PPT states how discrimination is done in jobs between men and women and deals with various other matters that an individual may deal with during their career and also actions that firms can take to avoid such problems
Gender Issues.ppt download by Akshit Jain
The presentation "Gender Issues" delves into the multifaceted challenges and complexities surrounding gender equality, gender identity, and gender-based discrimination. Through an exploration of historical context, social norms, legal frameworks, and contemporary debates, this presentation aims to raise awareness, promote understanding, and inspire action towards achieving gender equity and inclusion.
Gender Equity
This document discusses gender equity and outlines its key concepts. Gender equity means fairness and justice in responsibilities and benefits between men and women, regardless of gender discrimination. It summarizes movements for gender equity like the UN's Universal Declaration of Human Rights and CEDAW. Gender inequalities exist due to discrimination in families, societies, cultures, religions, and institutions. Barriers to gender equity include patriarchal societies, poverty, violence against women, and unequal access to opportunities and education. Achieving gender equity requires equitable access to basic needs, decision making, economic opportunities, resources, and changing power structures that perpetuate inequality.
Gender Equity
This document discusses gender equity and outlines its key concepts. Gender equity means fairness and justice in responsibilities and benefits between men and women, regardless of gender discrimination. It summarizes movements for gender equity like the UN's Universal Declaration of Human Rights and CEDAW. Gender inequalities exist due to discrimination in families, societies, cultures, religions, and institutions. Barriers to gender equity include patriarchal societies, poverty, violence against women, and unequal access to opportunities and education. Achieving gender equity requires equitable access to basic needs, decision making, economic opportunities, resources, and changing power structures that perpetuate inequality.
Equalities NHS Calderdale
The document discusses equality, diversity, and inclusion. It summarizes the key points of the Equalities Act and outlines both the medical and social models of disability. The social model frames disability as caused by societal barriers rather than individual impairment. The document advocates for a culture of inclusion, equity, and commitment to reducing inequality through organizational change and strategic focus on equality in mission and practice.
GENDER SENSITIZATION PPT.pptx gener vs sex
Gender sensitization is a process that aims to raise awareness of gender equality and encourage behavior modification. It can help people understand the distinction between sex and gender, and that gender is a socially constructed concept
Diversity in the Workplace
This document discusses organizational diversity and the challenges of managing a diverse workforce. It begins by defining key terms like diversity, stereotyping, prejudice, and discrimination. It then outlines demographic shifts showing increasing diversity and challenges like the glass ceiling that have historically faced women and minorities. Specific challenges discussed include avoiding negative effects of affirmative action, addressing sexual harassment, and balancing work and home responsibilities. The document concludes by discussing how organizations can both manage and celebrate cultural diversity through various programs and initiatives.
Gender Responsive Training :TOT LASPNET.pptx
This document provides an overview of gender responsive training for legal aid service providers. It discusses:
1) The importance of designing gender responsive legal aid programs, policies, and activities that address the different roles, needs, and interests of women, men, girls, and boys.
2) Key aspects of promoting gender equity during training, such as ensuring equal participation and creating a safe space for women.
3) Common forms of gender bias, like discriminatory laws and teaching materials, and the need to challenge arguments against prioritizing gender issues.
4) The importance of achieving gender equality in law to protect human rights and how discriminatory laws still restrict women's freedoms in many places.
TOT LASPNET.pptx
This document provides guidance on designing and implementing gender responsive legal aid programs and trainings. It discusses:
1) The importance of addressing gender differences and promoting equality in legal aid activities, policies, and programs.
2) Key aspects of gender responsive training, including ensuring equal treatment, participation, and representation of all genders.
3) The need to consider gender lenses in curriculum development, training delivery, and participation to overcome barriers faced by different genders.
4) How to raise awareness of and challenge gender bias and discrimination in laws, policies, cultural practices, and teaching materials.
chapter07
This document discusses job discrimination and affirmative action. It defines different types of discrimination, such as intentional vs unintentional, and individual vs institutional. It also defines affirmative action as programs that aim to increase representation of underrepresented groups. The document outlines US laws prohibiting discrimination and debates around forms of discrimination and affirmative action, including arguments for and against these practices.
Diversity and Equality
This document discusses equality and diversity in the workplace. It states that organizations should ensure all workers are treated equally regardless of attributes like age, race, gender, disability or culture. It recognizes that people are both similar and different in many ways, and everyone should have equal access to employment opportunities, pay, training and development. The document also notes that companies have legal requirements under acts like the Equality Act and Race Relations Act to prevent discrimination and meet expectations of equality.
Key concepts and links: What is gender?
Understanding how gender relations shape women’s and men’s lives is critical to disaster risk reduction (DRR). This is because women’s and men’s different roles, responsibilities, and access to resources influence how each will be affected by different hazards, and how they will cope with and recover from disaster. This presentation is part of Oxfam GB's Gender and Disaster Risk Reduction training pack available at www.oxfam.org.uk/genderdrrpack.
Unit 1 Gender equity and equality
This document discusses gender equity, equality, and inequality. It defines gender equity as fairness of treatment for women and men according to their needs, while gender equality means equal enjoyment of rights, benefits, and opportunities regardless of gender. Gender inequality refers to discrimination against women in various spheres of life through unequal treatment or disparities between men and women. The document outlines the importance of promoting gender equality through equal access to education, basic needs, human rights, and opportunities. It suggests steps like educating girls, empowering women, and implementing equality policies to achieve gender equality.
Diversifying Law Faculties
The document discusses diversity among law school faculties and examines how unconscious bias may negatively impact efforts to diversify. It notes that while some progress has been made in increasing the number of women in doctrinal faculty positions, people of color still have lower rates of promotion and tenure. Unconscious bias is identified as a key barrier, as empirical research shows people tend to associate positive traits with their own groups and negative traits with others. The document explores strategies to counteract unconscious bias in hiring, retention, and tenure decisions in order to further diversify law school faculties.
Gender Perspective in the Workplace
The document outlines a workshop on incorporating a gender perspective in the workplace, including defining key terms like sex, gender, gender sensitivity, and gender mainstreaming. It discusses concepts of gender socialization and the different roles of men and women. The workshop aims to provide insights into approaching gender equality and assessing organizational performance on gender issues.
GENDER EQUALITY.pptx
Gender equality means that women and men have equal rights, responsibilities, and opportunities regardless of their gender. It does not mean that women and men have to be the same, but that their behaviors, aspirations, and needs are equally valued and favored. Gender equality is the goal of achieving fairness and equality of treatment between women and men through practices like gender neutrality and equity that consider their different needs. On a global scale, achieving gender equality also requires eliminating harmful practices that oppress women and girls.
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