The report was submitted for the course "Sociology" at IIIT-Delhi in collaboration with Shubham Singhal and Deepanker Agarwal under the guidance of Dr. Duru Arun Kumar.
The report explains racism,its causes, its effect and people's attitude towards racism.
The report was submitted for the course "Sociology" at IIIT-Delhi in collaboration with Shubham Singhal and Deepanker Agarwal under the guidance of Dr. Duru Arun Kumar.
The report explains racism,its causes, its effect and people's attitude towards racism.
LGBT is a huge issue in a country like India. One one side where people are fighting for the bill to be passed on the other side the people falling in category of LGBT is not given proper rights to live life accordingly. In this scenario the question arises , Are We Ready To Accept the LGBT Rights?
Sexual Harassment PowerPoint PPT Content Modern SampleAndrew Schwartz
136 slides include: what is and is not sexual harassment, 6 types of sexual harassment, various classes of harassment, who is the harasser, what sexual harassment causes, the complaint procedure, the consequences and effects of sexual harassment, statistics, sexual harassment policies in other countries as compared to those in the United States of America and more.
"STRIKE A BLOW TO CHANGE THE WORLD"
Here is the ppt on Casteism and untouchability.
I hope this ppt will be useful to all of you who wish to learn more about casteism and how it affects the individual who belongs to the lower caste.
It is very much important that we raise our voice against such evils which is the drawback of our society.
HISTORY YEAR 9 - RACISM. Contains: racism definition, type of racism, racial discrimination, institutional racism, economic racism, symbolic racism, cultural racism, xenophobia, colour blindness, othering, prejudice against minority groups, anti racism movements, civil rights movements, Martin Luther King Jr, anti apartheid movement, Nelson Mandela.
LEGAL PROTECTION FOR WOMEN IN THE WORK PLACEMrinaliniR3
Important Indian laws that provide legal protection for women in their workplace.
Maternity Benefit Act(2017) ,Sexual Harassment of Women in Workplace ,Equal Remuneration Act ,Laws protecting women working night shifts.
LGBT is a huge issue in a country like India. One one side where people are fighting for the bill to be passed on the other side the people falling in category of LGBT is not given proper rights to live life accordingly. In this scenario the question arises , Are We Ready To Accept the LGBT Rights?
Sexual Harassment PowerPoint PPT Content Modern SampleAndrew Schwartz
136 slides include: what is and is not sexual harassment, 6 types of sexual harassment, various classes of harassment, who is the harasser, what sexual harassment causes, the complaint procedure, the consequences and effects of sexual harassment, statistics, sexual harassment policies in other countries as compared to those in the United States of America and more.
"STRIKE A BLOW TO CHANGE THE WORLD"
Here is the ppt on Casteism and untouchability.
I hope this ppt will be useful to all of you who wish to learn more about casteism and how it affects the individual who belongs to the lower caste.
It is very much important that we raise our voice against such evils which is the drawback of our society.
HISTORY YEAR 9 - RACISM. Contains: racism definition, type of racism, racial discrimination, institutional racism, economic racism, symbolic racism, cultural racism, xenophobia, colour blindness, othering, prejudice against minority groups, anti racism movements, civil rights movements, Martin Luther King Jr, anti apartheid movement, Nelson Mandela.
LEGAL PROTECTION FOR WOMEN IN THE WORK PLACEMrinaliniR3
Important Indian laws that provide legal protection for women in their workplace.
Maternity Benefit Act(2017) ,Sexual Harassment of Women in Workplace ,Equal Remuneration Act ,Laws protecting women working night shifts.
ETHICS, LAW AND CORPORATE SOCIAL RESPONSIBILITY -
Malaysian Industrial – Labour Relation, SEXUAL HARASSMENT ISSUE, RETRENCHMENT ISSUE, IMPOSITION ISSUE
Providing Equal Employment Opportunity and A Safe Workplace.pptxJenny Naval
Show understanding of a middle manager’s critical role in empowering, developing and transforming employees into effective and efficient individual in an organization. Integrate the values acquired from the institution by demonstrating it through business decision makings and endeavors.
Prof. Vibhuti Patel "Gender Equality and Human Rights NHRC 30-11-2013VIBHUTI PATEL
Gender equity denotes an element of interpretation of social justice, usually based on tradition, custom, religion or culture, which is most often to the detriment to women. The Convention on the Elimination of All Forms of Discrimination against Women, also known as the Women’s Bill of Rights, declares that countries should:
• Act to eliminate violations of women’s rights, whether by private persons, groups or organizations,
• Endeavour to modify social and cultural patterns of conduct that stereotype either gender or put women in an inferior position,
• Ensure that women have equal rights in education and equal access to information,
• Eliminate discrimination against women in their access to health care,
• End discrimination against women in all matters relating to marriage and family relations.
Employee Relations and Labor Laws4–What i.docxgidmanmary
Employee Relations and Labor Laws
4–*
What is Employee Relations?TraditionallyEnsuring that people work well togetherResolving problems between peopleHandling conflictCompany policiesDealing with performance issuesDealing with negative behavior at work
4–*
What is Employee Relations? Cont.This role of HR if not done in a positive way:HR can be viewed as the policeNot approachablePerceived as aligned only with managementNot supportiveNot fairNot developmentally focusedAnd in many companies to be avoided!
4–*
Diversity, Equal Employment,
and Affirmative ActionDiversityThe variety of dimensions differentiating peopleEqual Employment OpportunityIndividuals should have equal treatment in all employment-related actions.Protected ClassIndividuals within a group identified for protection under equal employment laws and regulation.Race, ethnic origin, color • Gender • AgeDisability • Military experience • ReligionMarital status • Sexual orientation
4–*
Affirmative ActionAffirmative ActionA process in which employers identify problem areas, set goals, and take positive steps to enhance opportunities for protected-class members and to remove the effect of past discrimination.https://www.youtube.com/watch?v=1lC2XpgfdukReverse DiscriminationOccurs when a person is denied an opportunity because of preferences give to protected-class individuals who may be less qualified.https://www.youtube.com/watch?v=sWCqtJJUogs
4–*
Major Equal Employment Laws and ConceptsCivil Rights Act of 1964, Title VIICoverageAll private employers with 15 or more employeesAll educational institutionsState and local governmentsPublic and private employment agenciesLabor unions with 15 or more employeesJoint labor/management apprenticeship committeeEstablished the Equal Opportunity Commission to enforce the act’s provisions.https://www.youtube.com/watch?v=sY3y53CGKtE
4–*
Concepts Resulting in
Equal Employment Opportunity
4–*
Figure 4–2
Business Necessity and Job RelatednessBusiness NecessityA practice that is necessary for safe and efficient organizational operations.Example- A Chinese firm in the US needing to hire a Chinese speaking assistant.Bona Fide Occupational Qualifications (BFOQ)A business characteristic providing a legitimate reason why an employer can exclude persons on otherwise illegal bases of consideration.Example- Mandatory retirement age for airline pilotsDisparate Treatment A situation that exists when protected-class members are treated differently from others.https://www.youtube.com/watch?v=QHiA-jdhjUM
4–*
Civil Rights Act of 1991Significant provisions:Employment practices must be job-related and consistent with business necessity.Plaintiffs must identify particular employment practice and show that protected-class status was a factor in the employment practice.Provided limited compensatory damages for intentional discrimination.Allows plaintiffs to seek jury trials.Extended EEO coverage to U.S. citizens overseas.https:// ...
Similar to Discrimination; reverse discrimination and EEO (20)
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
June 3, 2024 Anti-Semitism Letter Sent to MIT President Kornbluth and MIT Cor...Levi Shapiro
Letter from the Congress of the United States regarding Anti-Semitism sent June 3rd to MIT President Sally Kornbluth, MIT Corp Chair, Mark Gorenberg
Dear Dr. Kornbluth and Mr. Gorenberg,
The US House of Representatives is deeply concerned by ongoing and pervasive acts of antisemitic
harassment and intimidation at the Massachusetts Institute of Technology (MIT). Failing to act decisively to ensure a safe learning environment for all students would be a grave dereliction of your responsibilities as President of MIT and Chair of the MIT Corporation.
This Congress will not stand idly by and allow an environment hostile to Jewish students to persist. The House believes that your institution is in violation of Title VI of the Civil Rights Act, and the inability or
unwillingness to rectify this violation through action requires accountability.
Postsecondary education is a unique opportunity for students to learn and have their ideas and beliefs challenged. However, universities receiving hundreds of millions of federal funds annually have denied
students that opportunity and have been hijacked to become venues for the promotion of terrorism, antisemitic harassment and intimidation, unlawful encampments, and in some cases, assaults and riots.
The House of Representatives will not countenance the use of federal funds to indoctrinate students into hateful, antisemitic, anti-American supporters of terrorism. Investigations into campus antisemitism by the Committee on Education and the Workforce and the Committee on Ways and Means have been expanded into a Congress-wide probe across all relevant jurisdictions to address this national crisis. The undersigned Committees will conduct oversight into the use of federal funds at MIT and its learning environment under authorities granted to each Committee.
• The Committee on Education and the Workforce has been investigating your institution since December 7, 2023. The Committee has broad jurisdiction over postsecondary education, including its compliance with Title VI of the Civil Rights Act, campus safety concerns over disruptions to the learning environment, and the awarding of federal student aid under the Higher Education Act.
• The Committee on Oversight and Accountability is investigating the sources of funding and other support flowing to groups espousing pro-Hamas propaganda and engaged in antisemitic harassment and intimidation of students. The Committee on Oversight and Accountability is the principal oversight committee of the US House of Representatives and has broad authority to investigate “any matter” at “any time” under House Rule X.
• The Committee on Ways and Means has been investigating several universities since November 15, 2023, when the Committee held a hearing entitled From Ivory Towers to Dark Corners: Investigating the Nexus Between Antisemitism, Tax-Exempt Universities, and Terror Financing. The Committee followed the hearing with letters to those institutions on January 10, 202
Palestine last event orientationfvgnh .pptxRaedMohamed3
An EFL lesson about the current events in Palestine. It is intended to be for intermediate students who wish to increase their listening skills through a short lesson in power point.
Welcome to TechSoup New Member Orientation and Q&A (May 2024).pdfTechSoup
In this webinar you will learn how your organization can access TechSoup's wide variety of product discount and donation programs. From hardware to software, we'll give you a tour of the tools available to help your nonprofit with productivity, collaboration, financial management, donor tracking, security, and more.
2024.06.01 Introducing a competency framework for languag learning materials ...Sandy Millin
http://sandymillin.wordpress.com/iateflwebinar2024
Published classroom materials form the basis of syllabuses, drive teacher professional development, and have a potentially huge influence on learners, teachers and education systems. All teachers also create their own materials, whether a few sentences on a blackboard, a highly-structured fully-realised online course, or anything in between. Despite this, the knowledge and skills needed to create effective language learning materials are rarely part of teacher training, and are mostly learnt by trial and error.
Knowledge and skills frameworks, generally called competency frameworks, for ELT teachers, trainers and managers have existed for a few years now. However, until I created one for my MA dissertation, there wasn’t one drawing together what we need to know and do to be able to effectively produce language learning materials.
This webinar will introduce you to my framework, highlighting the key competencies I identified from my research. It will also show how anybody involved in language teaching (any language, not just English!), teacher training, managing schools or developing language learning materials can benefit from using the framework.
2. Discrimination
• Discrimination is the act of making an unfavourable
distinction for a being based on the group, class, or
category to which they are perceived to belong.
Discrimination can be justified or prejudicial.
• The Constitution of India is clear in its mandate – “The
State shall not discriminate against any citizen on the
grounds only of religion, race, caste, sex, place of birth
or any of them.” However, it is vital to note that this
provision is restricted to the State and its entities, and
does not cover private corporations.
• India lacks a comprehensive and codified anti-
discrimination statute regulating employers as well as
compensation for victims of discrimination.
3. Discrimination
• Discrimination against, or profiling of individuals
can occur at two stages –
(i) Pre-recruitment: rejecting potential candidates
on the basis of their gender, religion, caste,
marital status, pregnancy etc., stemming either
from certain assumptions regarding their work
ethic or product, or personal considerations of
recruiters and so on.
(ii) Post-recruitment: discrimination manifests in
lesser pay, fewer benefits and/or leave or even
termination, based on the same grounds.
4. Workplace Discrimination
• Discrimination occurs when someone is treated
unfavorably because of a certain attribute. Discrimination
may involve some or all of the following:
(i) Conduct that can be considered harassing, coercive or
disruptive, including sexual harassment
(ii) Making offensive ‘jokes’ about another worker’s clan,
ethnic background, colour, sex or disability
(iii) Expressing negative stereotypes about particular groups
e.g. “married women shouldn’t be working.”
(iv) Judging someone on their political or religious beliefs
rather than their work performance.
(v) Using selection processes based on irrelevant attributes
such as ethnic or clan group, age, sex or disability rather
than on knowledge, skills and merit.
5. Acts against Discrimination
• The Equal Remuneration Act 1976
• The Maternity Benefit Act 1961
• The Rights of Persons with Disabilities Act
2016
• The Sexual Harassment of Women at
Workplace (Prevention, Prohibition And
Redressal) Act 2013 (PoSH Act)
6. The Equal Remuneration Act 1976
• The Equal Remuneration Act 1976 (“ERA”) is aimed to
prevent gender-based discrimination in the workplace.
• ERA prescribes that men and women must be paid equal
wages for the same (or similar) work, and also that no such
discrimination be made while recruiting for the same (or
similar) work either, unless employment of women in that
category of work is prohibited under applicable law .
• Even though employees cannot claim compensation under
the ERA, they can claim the amount of wages denied to
them. Further, stringent action awaits on employer for
violation of either of these provisions – he will be punished
with fine and/or imprisonment, with aggravated
punishment for repetition.
7. The Maternity Benefit Act 1961
• The Maternity Benefit Act 1961 (“MB Act”) aims to provide paid
maternity leave to women employees and related aspects.
• The MB Act prohibits termination of employment of pregnant
woman employee and mandates maternity benefit to such
women. Further, there shall be no deduction from her wages if
she is unable to perform certain strenuous tasks during the
course of her employment.
• The employer will be liable to be punished with imprisonment or
fine under Section 21 of the MB Act, for contravention of the
above provisions.
• The MB Act was recently amended in the year 2017 to provide
for increased maternity benefit to pregnant women employees
and also to provide maternity benefit to adoptive and
commissioning women employees.
8. The Rights of Persons with Disabilities
Act 2016
• The Rights of Persons with Disabilities Act 2016 (“RPD Act”)
is a very progressive legislation, establishing in
unambiguous terms that there shall be no discrimination in
Government employment against persons with disabilities.
• The RPD Act includes private companies in the definition of
‘establishment’ in Section 2(i), and there is an argument to
be made that the ‘non-discrimination for promotion’
principle embodied in Section 20(3) may apply to private
entities too.
• Therefore, every establishment is required to formulate an
‘Equal Opportunity Policy’ , and every Government
establishment must appoint a Grievance Redressal Officer
as well . The employer will be punishable with fine for
contravention of the mandate of this RPD Act.
9. PoSH Act
• Sexual harassment is the most egregious form of discrimination
against women. In recognition of this, The Sexual Harassment of
Women at Workplace (Prevention, Prohibition And Redressal)
Act 2013 (“PoSH Act”) empowers the Internal Complaints
Committee to recommend a compensatory sum to be deducted
from the wages of the perpetrator and provided to the victim.
• PoSH Act is fully applicable to private sector organisations by
virtue of Section 2(o)(ii), and is currently the only legislation in
India entitling a victim of discrimination in the workplace to avail
of compensation, even if such discrimination does not occur at
the hands of the employer himself.
• Offences punishable under the PoSH Act can also be prosecuted
under Section 354 of the Indian Penal Code 1860 for criminal
action against the perpetrator.
10. Reverse Discrimination/Affirmative
Actions
• In India, affirmative action is known as "preferential
treatment", "protective discrimination" or "reverse
discrimination". It is known by the name of reverse
discrimination because it involves discrimination in
favour of those who, until recently, had themselves
been the victims of discrimination.
• The goal of affirmative action, for example, was to level
the playing field for minorities in employment and
higher education. What sometimes ends up happening
is that historically dominant groups receive unfair and
discriminatory treatment as the direct result of
affirmative action and similar programs.
11. Reverse Discrimination/Affirmative
Actions
Examples Of Reverse Discrimination:
• Failure to promote a well qualified employee (favoring a
less qualified employee or applicant instead)
• Firing or demoting an employee on the basis of race or
gender
• Making personnel decisions based on race or gender
*SEBI Clause 49 of the listing agreement may be
ammended to require listed companies to state their
policy on affirmative action in providing jobs to identified
categories (women, Dalits, physically handicapped, ex-
servicemen and so on, without stipulating the types or
quotas)
12. EEO (Equal Employment Opportunity)
• Indian constitution encapsulates social safeguard
measures for all citizens of India in Article 15 and
Article 16.
• Article 15 mandates prohibition of discrimination on
grounds of religion, race, caste, sex or place of birth.
• Article 16 mandates equal opportunity in matters of
public employment. Article 16(2) further states that no
citizen shall on grounds only of religion, race, caste,
sex, descent, place of birth, residence or any of them,
be ineligible for, or discriminated against in respect of,
any employment or office under the State.
13. Digital Empowerment Foundation
(DEF)
• Digital Empowerment Foundation (“DEF”) has endeavored to
capture the spirit of the above national and international statues in
EEO and Anti-discrimination Policy.
• DEF is committed to promoting equal employment opportunities
and a workplace that is free of all forms of discrimination.
• Equal opportunity means that all staff experience fairness,
impartiality and equal access to all career initiatives in the DEF.
• DEF commitment to equal opportunity promotes an inclusive work
environment that values and accepts the diverse cultural and social
backgrounds of its staff.
• This EEO and Anti-Discrimination Policy is consistent with the DEF’s
pursuit of excellence. This policy is underpinned by a set of values
and key guiding principles in the building of a community of all
employees.
14. EEO Policy Objectives
• The objectives of this Equal Employment Opportunity (EEO) and
Anti-Discrimination Policy are to ensure that all:
(i) DEF’s employees or potential employees do not suffer unfair
discrimination in the workplace.
(ii) Individuals and groups within the DEF work in an environment
where all decisions are free of discrimination, where they have
equal opportunity based on relevant abilities and merit.
(iii) Employees are encouraged to take positive action towards
promoting equal opportunity throughout the organization.
(iv) Personnel actions, such as compensation, benefits, transfers,
layoffs, company-sponsored training programs, and social and
recreational programs, will be administered on a
nondiscriminatory basis.
(v) Application of labour laws to be uniformly applied in the
organization
15. EEO and provision of services
• It refers to the principle which ensures that all employees
and potential employees of DEF are treated equitably and
fairly, regardless of their race, sex or disability. Everyone
has an equal chance when applying for jobs or promotions,
training opportunities and in their working conditions.
• The following activities shall be conducted in a uniform
manner:
(i) Recruitment procedure and selection criteria, for
appointment or engagement of a person as an employee;
(ii) Promotion and transfer of an employee;
(iii) Training and staff development for an employee; and
(iv) Terms of employment or any other employee related
activity.