This document discusses gender discrimination and unequal pay between men and women. It notes that Walmart is being sued for discriminating against women in employment, pay, and favoritism. Statistics show women on average earn less per week and over a lifetime compared to men. The document's final solution proposes raising awareness, passing new laws against loopholes, and more seriously enforcing past laws to achieve equal rights and pay for women.
New, important anti-discrimination legislation that starts coming into force in the UK in 2010.
I hope these slides are both of interest and of use when presenting to people within your organisation.
While most of the slides contain information which your staff will need to know, some of the slides are interactive just to keep them awake.
Have fun and use & adapt as you feel fit.
Jim McNeill
Sweet TLC Ltd
1 A Conversation Among Scholars of Legal Consciousness .docxoswald1horne84988
1
A Conversation Among Scholars of Legal Consciousness
Setting: The Mercury Café in Chicago. This café is extremely spacious, yet warm, and
hosts a number of art openings, poetry readings, and social events. They also serve fair-
trade and organic coffee, plus bakery and other food items from local producers. In other
words, it’s a perfect space for a small group to get together to discuss philosophy and
social issues.
Authors/Researchers Present: Patricia Ewick & Susan Silbey, Laura Beth Nielsen, Idit
Kostiner, Sally Engle Merry, Michael W. McCann & Tracey March, and Kristin
Bulmiller. All authors have done considerable research on legal consciousness among
everyday people, and have distinctive voices on the role of law in the lives of these
people. They’ve gathered to discuss how legal consciousness can help us understand
social activism. The social activism in this case is the fight for or against abortion rights,
particularly in light of the recent South Dakota bill.
Idit Kostiner (IK): So, South Dakota! What is going on there, my friends? Governor
Mike Rounds signed into law a bill outlawing all abortions, even those in the case of rape
or incest, with a provision only to save the life of the mother.
Patricia Ewick & Susan Silbey (PESS): Well it would seem superficially that the
people of South Dakota weren’t really thinking of the law, hey? They weren’t really
aware of what the laws were for abortion. They just went about their lives, not too aware
that the anti-abortion side were fighting for this bill to be passed. And then one day –
boom! – their rights were taken from them.
Michael W. McCann & Tracey March (MMTM): It’s really a case of ideology
trumping legal consciousness, isn’t it? I mean, it comes down to power here. Who has it
2
and who doesn’t. Surely abortion rights activists and regular citizens alike were aware of
the way South Dakota was heading in its abortion laws.
Sally Engle Merry (SEM): Oh, I don’t think so! Sure, activists try to keep themselves
aware of the latest bills being proposed, fights being fought in the courts, and other issues
related to their area of activism, but with regular citizens, they often have very few
resources available to them to find out about such legal matters. And even if they are
vaguely aware of such a large political issue being contested in the courts, how are they
supposed to act on it?
Laura Beth Nielsen (LBN): Yeah, particularly a lot of working-class and minority
women just don’t feel empowered enough to fight against, or even speak out against
injustices they see. If a teenage girl becomes pregnant, they just deal with it, whether it
be through helping the girl get an abortion, helping her through pregnancy, putting the
child up for adoption, or helping the girl raise the child. Or they just try to brush the
issue under the carpet; ignore it. Most of these people just cannot see b.
1.Try to demonstrate that you have done the reading, that you can ex.docxelliotkimberlee
1.Try to demonstrate that you have done the reading, that you can explain it, and that you can connect to the assigned readings for the past 8 weeks. If you cannot explain it, ask questions until you can. No credit for posts where you say 'colored' when you mean 'people of color', or when you say 'racist' when you mean 'prejudiced'.
Copy this question into your post and then answer it: Write about what you know about affirmative action after completing the assigned readings.
What is Affirmative Action, Really?
Many people in the U.S. feel strongly about affirmative action. You can see that if someone thinks that everyone in America is treated as an individual, that racial and ethnic group membership are irrelevant to the way individuals are treated, you can see how such a person would be frustrated by what they perceive to be preferential treatment.
You can see how people who see from a multicultural perspective understand that only white people have the privilege of being treated as individuals, and people of color are routinely discriminated against in hiring, in housing, and in school admissions.
Misunderstandings about affirmative action almost all originate in the original assumptions that people make. We have spent much of this quarter exploring and clarifying those assumptions. I urge you to keep track of the issues and the assumptions.
Some questions to ask yourself before we start:
If affirmative action laws, executive orders and policies result in all these people of color who are taking all the jobs, where are they? Are they your teachers? Are they your bosses? Where are they?
How many of you have ever worked for a White boss (raise your hand, OK?) Many of you, right? How many of those bosses were totally competent? Why is it when we speak about a person of color getting a position, it is always some not-as-competent/qualified person who got the job instead of some White person who is always totally qualified? Can you see the Stereotype, which leads to a Community of Memory?
Let’s be clear about this: hiring and school admission has always been based on race and gender.
Always.
Up until recently the race was White, the gender was male. Let me show you some ‘affirmative action’ statistics, about 30 years after the first mention of affirmative action.
White Males are:
39.2 % of the population
77% of Congress
92% of state governors
70% of tenured college faculty
90% of daily newspaper editors
77% of TV news directors
(Newsweek March 29, 1993)
Yes, these are dated statistics. I show them to you deliberately because I want us to pay attention to how slowly our culture changes where race, social class and gender are concerned. And, I urge you to search for current statistics that are reliable. I want to ask you again, if there are all these people of color and women who are taking all the jobs, where are they? (none of the data supports the assumption that people of color are taking all the jobs, as I’ll.
New, important anti-discrimination legislation that starts coming into force in the UK in 2010.
I hope these slides are both of interest and of use when presenting to people within your organisation.
While most of the slides contain information which your staff will need to know, some of the slides are interactive just to keep them awake.
Have fun and use & adapt as you feel fit.
Jim McNeill
Sweet TLC Ltd
1 A Conversation Among Scholars of Legal Consciousness .docxoswald1horne84988
1
A Conversation Among Scholars of Legal Consciousness
Setting: The Mercury Café in Chicago. This café is extremely spacious, yet warm, and
hosts a number of art openings, poetry readings, and social events. They also serve fair-
trade and organic coffee, plus bakery and other food items from local producers. In other
words, it’s a perfect space for a small group to get together to discuss philosophy and
social issues.
Authors/Researchers Present: Patricia Ewick & Susan Silbey, Laura Beth Nielsen, Idit
Kostiner, Sally Engle Merry, Michael W. McCann & Tracey March, and Kristin
Bulmiller. All authors have done considerable research on legal consciousness among
everyday people, and have distinctive voices on the role of law in the lives of these
people. They’ve gathered to discuss how legal consciousness can help us understand
social activism. The social activism in this case is the fight for or against abortion rights,
particularly in light of the recent South Dakota bill.
Idit Kostiner (IK): So, South Dakota! What is going on there, my friends? Governor
Mike Rounds signed into law a bill outlawing all abortions, even those in the case of rape
or incest, with a provision only to save the life of the mother.
Patricia Ewick & Susan Silbey (PESS): Well it would seem superficially that the
people of South Dakota weren’t really thinking of the law, hey? They weren’t really
aware of what the laws were for abortion. They just went about their lives, not too aware
that the anti-abortion side were fighting for this bill to be passed. And then one day –
boom! – their rights were taken from them.
Michael W. McCann & Tracey March (MMTM): It’s really a case of ideology
trumping legal consciousness, isn’t it? I mean, it comes down to power here. Who has it
2
and who doesn’t. Surely abortion rights activists and regular citizens alike were aware of
the way South Dakota was heading in its abortion laws.
Sally Engle Merry (SEM): Oh, I don’t think so! Sure, activists try to keep themselves
aware of the latest bills being proposed, fights being fought in the courts, and other issues
related to their area of activism, but with regular citizens, they often have very few
resources available to them to find out about such legal matters. And even if they are
vaguely aware of such a large political issue being contested in the courts, how are they
supposed to act on it?
Laura Beth Nielsen (LBN): Yeah, particularly a lot of working-class and minority
women just don’t feel empowered enough to fight against, or even speak out against
injustices they see. If a teenage girl becomes pregnant, they just deal with it, whether it
be through helping the girl get an abortion, helping her through pregnancy, putting the
child up for adoption, or helping the girl raise the child. Or they just try to brush the
issue under the carpet; ignore it. Most of these people just cannot see b.
1.Try to demonstrate that you have done the reading, that you can ex.docxelliotkimberlee
1.Try to demonstrate that you have done the reading, that you can explain it, and that you can connect to the assigned readings for the past 8 weeks. If you cannot explain it, ask questions until you can. No credit for posts where you say 'colored' when you mean 'people of color', or when you say 'racist' when you mean 'prejudiced'.
Copy this question into your post and then answer it: Write about what you know about affirmative action after completing the assigned readings.
What is Affirmative Action, Really?
Many people in the U.S. feel strongly about affirmative action. You can see that if someone thinks that everyone in America is treated as an individual, that racial and ethnic group membership are irrelevant to the way individuals are treated, you can see how such a person would be frustrated by what they perceive to be preferential treatment.
You can see how people who see from a multicultural perspective understand that only white people have the privilege of being treated as individuals, and people of color are routinely discriminated against in hiring, in housing, and in school admissions.
Misunderstandings about affirmative action almost all originate in the original assumptions that people make. We have spent much of this quarter exploring and clarifying those assumptions. I urge you to keep track of the issues and the assumptions.
Some questions to ask yourself before we start:
If affirmative action laws, executive orders and policies result in all these people of color who are taking all the jobs, where are they? Are they your teachers? Are they your bosses? Where are they?
How many of you have ever worked for a White boss (raise your hand, OK?) Many of you, right? How many of those bosses were totally competent? Why is it when we speak about a person of color getting a position, it is always some not-as-competent/qualified person who got the job instead of some White person who is always totally qualified? Can you see the Stereotype, which leads to a Community of Memory?
Let’s be clear about this: hiring and school admission has always been based on race and gender.
Always.
Up until recently the race was White, the gender was male. Let me show you some ‘affirmative action’ statistics, about 30 years after the first mention of affirmative action.
White Males are:
39.2 % of the population
77% of Congress
92% of state governors
70% of tenured college faculty
90% of daily newspaper editors
77% of TV news directors
(Newsweek March 29, 1993)
Yes, these are dated statistics. I show them to you deliberately because I want us to pay attention to how slowly our culture changes where race, social class and gender are concerned. And, I urge you to search for current statistics that are reliable. I want to ask you again, if there are all these people of color and women who are taking all the jobs, where are they? (none of the data supports the assumption that people of color are taking all the jobs, as I’ll.
1.Try to demonstrate that you have done the reading, that you can ex.docxtrippettjettie
1.Try to demonstrate that you have done the reading, that you can explain it, and that you can connect to the assigned readings for the past 8 weeks. If you cannot explain it, ask questions until you can. No credit for posts where you say 'colored' when you mean 'people of color', or when you say 'racist' when you mean 'prejudiced'.
Copy this question into your post and then answer it: Write about what you know about affirmative action after completing the assigned readings.
What is Affirmative Action, Really?
Many people in the U.S. feel strongly about affirmative action. You can see that if someone thinks that everyone in America is treated as an individual, that racial and ethnic group membership are irrelevant to the way individuals are treated, you can see how such a person would be frustrated by what they perceive to be preferential treatment.
You can see how people who see from a multicultural perspective understand that only white people have the privilege of being treated as individuals, and people of color are routinely discriminated against in hiring, in housing, and in school admissions.
Misunderstandings about affirmative action almost all originate in the original assumptions that people make. We have spent much of this quarter exploring and clarifying those assumptions. I urge you to keep track of the issues and the assumptions.
Some questions to ask yourself before we start:
If affirmative action laws, executive orders and policies result in all these people of color who are taking all the jobs, where are they? Are they your teachers? Are they your bosses? Where are they?
How many of you have ever worked for a White boss (raise your hand, OK?) Many of you, right? How many of those bosses were totally competent? Why is it when we speak about a person of color getting a position, it is always some not-as-competent/qualified person who got the job instead of some White person who is always totally qualified? Can you see the Stereotype, which leads to a Community of Memory?
Let’s be clear about this: hiring and school admission has always been based on race and gender.
Always.
Up until recently the race was White, the gender was male. Let me show you some ‘affirmative action’ statistics, about 30 years after the first mention of affirmative action.
White Males are:
39.2 % of the population
77% of Congress
92% of state governors
70% of tenured college faculty
90% of daily newspaper editors
77% of TV news directors
(Newsweek March 29, 1993)
Yes, these are dated statistics. I show them to you deliberately because I want us to pay attention to how slowly our culture changes where race, social class and gender are concerned. And, I urge you to search for current statistics that are reliable. I want to ask you again, if there are all these people of color and women who are taking all the jobs, where are they? (none of the data supports the assumption that people of color are taking all the jobs, as I’ll.
On 12 September 2018, Mrs Kate Jenkins, Sex Discrimination Commissioner, launched the Australian Human Rights Commission’s fourth national workplace sexual harassment survey, which outlined the findings of the Commission’s latest survey on the prevalence, nature and reporting of sexual harassment in Australia, with a focus on workplaces.
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.
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
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
2. Guiding Question Our guiding question is, “What can I learn from the past civil rights struggles to help resolve current issues that still exist today?”
3. Problem Statement Our problem that we need to solve is that men are paid, favored, and employed more than women unjustly, even though they are equally good workers.
4. !!!Breaking!!!!!!News!!! Currently in the US, women are suing Wal-Mart Stores because of discrimination against women in ways like employment, pay and favoritism. The Supreme Court decided on December 6, 2010 (last Monday) to hear the case in Spring of 2011.
5. Best Research Questions These are our best research questions: What are some specific ways that employers show discrimination toward women? 2. How do you pass a law? 3.How big is the payment difference between men and women? 4. Do women show discrimination to men? If so, how? 5. How does the Power of Veto (PoW) work, and how does it affect laws?
6. Best Statistics/ Information For the first quarter of this year, the average woman made about 655 dollars per week whereas about 80% of men made 844 dollars per week according to this study released on Equal Pay Day. (That is about 34,060 dollars a year for women and about 43,888 dollars a year for men with a difference of nearly 10,000 dollars.) If You are a woman working full time, you will lose between $700,000 and $2,000,000 over your work lifetime just because of your gender. (1) A bill is written, introduced and assigned a bill number in one chamber (either the House or Senate). Each bill must have at least a sponsor. Most bills also have several co-sponsors. (2) The bill is assigned to several committees in the chamber . . . On a weekly basis, men working full-time work for an average of 41.9 hours compared to women's 37.6 hours. More men than women work, but however, the unemployment rate for men at 14% is currently about three times the female rate. Employers can show discrimination by: hiring and firing, compensating, assigning, classifying, transferring, promoting, laying-off, or recalling employees undeservingly, giving more access of company facilities or training and apprenticeship programs to one gender and over the other . . .
7. Final Solution Our Final Solution to the equal pay and employment problem is to raise awareness, pass our own law, and take laws that have been made to protect women’s rights more seriously. We could put up signs and march publicly so that people would know what’s going on. Next, we could pass our own law that would take away all loopholes and make things legitimately equal. Lastly, we must take past laws more seriously so that we could have multiple laws to back our cause up.
15. Global Struggles 1. In Saudi Arabia and Vatican City, women are still unable to vote, and women in Bhutan and Lebanon are technically aloud to vote by law but find it difficult in practice. 2. In most parts of Africa, men are free to beat women publicly without facing any consequences. 3. In Sudan, women are still used as slaves today.
16. CSI Symbol Image Color We chose this Symbol because when it comes to employment and pay, men are up and higher, and women are down and lower. We chose this Color because we think that red represents fighting, and women have been fighting for their rights for over 160 years. We chose this Image because women are always chasing their rights, but they are never able to catch men or get equal rights.
17. We used to think . . . But now We think . . . We used to think that all the problems concerning women’s rights in the US had been solved in the past, but now we think that there are still many women’s rights struggles that need to be solved. We used to think that passing our own law would be enough to stop people from discriminating against women, but now we realize that it would be impossible to cover every loophole in one law and that we needed to take other past laws more seriously to stop discrimination for good. We used to think that there would be a lot more negatives to our final solution, but after research and serious thought, we found that good outweighed the bad. We used to think that women’s only place to work was in the home cooking, cleaning, and doing other house hold chores but now we think that women are just as educated and capable to work anywhere they want.