This document defines key terms related to equal opportunities and diversity. It defines diversity as various backgrounds and perspectives that enrich groups. Equal opportunities means equal treatment and rights. Equality protects minority groups from discrimination based on attributes like sex, race, disability, etc. It also defines harassment, sexual harassment, homophobia, bullying, victimization, gender reassignment, flexi-times, glass ceiling, direct discrimination, indirect discrimination, institutional racism, and positive action.
This slide provides key findings for Inequality and Discrimination in Housing, which assessed how groups identified by equality legislation through factors such as age, family status, nationality and gender are affected by housing discrimination.
Read the publication here: http://www.esri.ie/publications/discrimination-and-inequality-in-housing-in-ireland/
This slide provides key findings for Inequality and Discrimination in Housing, which assessed how groups identified by equality legislation through factors such as age, family status, nationality and gender are affected by housing discrimination.
Read the publication here: http://www.esri.ie/publications/discrimination-and-inequality-in-housing-in-ireland/
Gender Sensitization refers to theories which claim that modification of the behavior of teachers and parents (etc.) towards children can have a causal effect on gender equality.
Gender Sensitization refers to theories which claim that modification of the behavior of teachers and parents (etc.) towards children can have a causal effect on gender equality.
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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
the ethics of job discrimination
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definition of discrimination
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types of discrimination
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discrimination and the law
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controversy over forms of discrimination
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arguments against discrimination
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utilitarian argument for affirmative action
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equal justice argument for affirmative action
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other types of discrimination
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discrimination in the united states
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increasing problems for women and minorities
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moral objections to sexual harassment guidelines
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legal status of affirmative action
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
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हम आग्रह करते हैं कि जो भी सत्ता में आए, वह संविधान का पालन करे, उसकी रक्षा करे और उसे बनाए रखे।" प्रस्ताव में कुल तीन प्रमुख हस्तक्षेप और उनके तंत्र भी प्रस्तुत किए गए। पहला हस्तक्षेप स्वतंत्र मीडिया को प्रोत्साहित करके, वास्तविकता पर आधारित काउंटर नैरेटिव का निर्माण करके और सत्तारूढ़ सरकार द्वारा नियोजित मनोवैज्ञानिक हेरफेर की रणनीति का मुकाबला करके लोगों द्वारा निर्धारित कथा को बनाए रखना और उस पर कार्यकरना था।
‘वोटर्स विल मस्ट प्रीवेल’ (मतदाताओं को जीतना होगा) अभियान द्वारा जारी हेल्पलाइन नंबर, 4 जून को सुबह 7 बजे से दोपहर 12 बजे तक मतगणना प्रक्रिया में कहीं भी किसी भी तरह के उल्लंघन की रिपोर्ट करने के लिए खुला रहेगा।
role of women and girls in various terror groupssadiakorobi2
Women have three distinct types of involvement: direct involvement in terrorist acts; enabling of others to commit such acts; and facilitating the disengagement of others from violent or extremist groups.
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In a May 9, 2024 paper, Juri Opitz from the University of Zurich, along with Shira Wein and Nathan Schneider form Georgetown University, discussed the importance of linguistic expertise in natural language processing (NLP) in an era dominated by large language models (LLMs).
The authors explained that while machine translation (MT) previously relied heavily on linguists, the landscape has shifted. “Linguistics is no longer front and center in the way we build NLP systems,” they said. With the emergence of LLMs, which can generate fluent text without the need for specialized modules to handle grammar or semantic coherence, the need for linguistic expertise in NLP is being questioned.
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2. There are many definitions and terms within the arena of equal opportunities and diversity, the following definitions are commonly used explanations. DEFINITIONS for equal opportunities
3. Diversity - Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values, and beliefs as assets to the group and organizations with which they interact. Equal opportunities - the same in importance and (of people) deserving the same treatment, equal rights. Equality - A revised term for 'Equal Opportunities'. It is based on the legal obligation to comply with anti-discrimination legislation. Equality protects people from minority groups from being discriminated against on the grounds of group membership, i.e. sex, race, disability, sexual orientation, religion or belief or age.
4. Harassment - Harassment involves a range of behaviour which is unacceptable to the recipient and which creates an intimidating, hostile or offensive environment for employment, study or social life. Sexual harassment - is unwanted or offensive sexual attention, suggestions, or talk, esp. from an employer or other person in a higher position. Homophobia - Fear of homosexuality (and possibly associated avoidance of exposure to homosexuals or related materials and situations) / Prejudice against homosexuals or Lesbian, Gay or Bisexual people in general. Bullying - Any unsolicited or unwelcome act, which humiliates, intimidates or undermines the individual involved and which is aimed at making that person feel worthless. It is for each individual to determine what is acceptable to him or her and what he or she regards as offensive.
5. Victimisation - Treating people less favourably because they have made a complaint or intend to make a complaint about discrimination or harassment or have given evidence or intend to give evidence relating to a complaint about discrimination or harassment. Gender Reassignment - Medical treatment to enable transgender people to alter their bodies to match their gender identity - the process is known medically as "gender reassignment". Flexi-times - adaptable working arrangements and benefit packages which employers use in their workplace to suit the individuals and the company. Glass ceiling - refers to the artificial and invisible barrier, which prevents women and minorities from gaining higher or more powerful positions in the workplace. These barriers to progression are based on attitudinal or organisation bias.
6. Direct discrimination Occurs where 'one person is treated less favourably than another is, has been or would be treated in a comparable situation'. It means a difference of treatment simply because of a person's race, sexual orientation, religion or belief, disability, or age, rather than (for example) a person's competence to do a particular job. Indirect discrimination Occurs where an apparently neutral 'provision, criterion or practice' would put persons of a given group at a particular disadvantage compared with other persons, unless it can be objectively justified by a legitimate aim and the means of achieving that aim are appropriate and necessary.
7. Institutional racism Taken from the Macpherson Report - 'The collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amount to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantage ethnic minority people'. Positive action Employers may not discriminate in the actual selection for a post on the grounds of sex or race but the legislation does allow measures to be taken to encourage members of under-represented groups to take advantage of opportunities. However, positive action which is lawful should not be confused with positive discrimination which is unlawful.