National Conversation on What it Means to be Educated in the 21st Century - R...Liz Dorland
NSF sponsored five National Conversations on "What it Means to be Educated in the 21st Century" in 2005. Mesa Community College hosted the community college event. This is our short presentation at NSF Headquarters reporting on the event.
Join Marty Magee, National Network/Libraries of Medicine, and Theresa Sullivan, National Alliance on Mental Illness - Nebraska, to learn about Network of Care, a website of community-based resources and tools for seniors, people with disabilities, caregivers and service providers.
NCompass Live - November 30, 2011.
National Conversation on What it Means to be Educated in the 21st Century - R...Liz Dorland
NSF sponsored five National Conversations on "What it Means to be Educated in the 21st Century" in 2005. Mesa Community College hosted the community college event. This is our short presentation at NSF Headquarters reporting on the event.
Join Marty Magee, National Network/Libraries of Medicine, and Theresa Sullivan, National Alliance on Mental Illness - Nebraska, to learn about Network of Care, a website of community-based resources and tools for seniors, people with disabilities, caregivers and service providers.
NCompass Live - November 30, 2011.
Slide show prepared for a series of lectures on environmentalism for PS 240 Introduction to Political Theory at the University of Kentucky, Fall 2007. Dr. Christopher S. Rice, Lecturer.
On today’s media ecosystem we have seen the digital convergence of traditional media (news, radio and TV) but also the coming of new ways of share the news (blogs, citizen journalists, social media, etc.) All of them around one platform: the internet, especially the mobile web.
I downloaded this presentation directly from the Department for International Development's Sustainable Livelihood Guidance Sheets. http://www.google.com.ph/url?sa=t&rct=j&q=&esrc=s&source=web&cd=7&ved=0CG0QFjAG&url=http%3A%2F%2Fwww.powershow.com%2Fview%2F142e13-ZGM5N%2FThe_Sustainable_Livelihoods_Framework_flash_ppt_presentation&ei=Wxe8T7raHsbYigfXqvTIDw&usg=AFQjCNFAxoScOZt6zVypzijcwVw1J1gxUA&sig2=ex2sYV3-BXadXVE7N-yzng
Presentation by Hilary Warburton from Practical Action, at the Sustainable Livelihoods Approaches seminar on 26th January 2011, at the Institute of Development Studies, Brighton, UK.
Multistakeholder Consultation on MCRB’s Child Rights and Business Briefing PaperEthical Sector
On 6 December 2016, MCRB held a consultation in Yangon to receive feedback and engage in discussion on the draft Children’s Rights and Business Briefing paper which will be published next year.
Read more: http://www.myanmar-responsiblebusiness.org/news/consultation-childrens-rights-and-business-briefing-paper.html
Changes in Support for Children and Families in Iceland: Social capitals, cha...Iriss
Professor Dóra Bjarnason. University of Iceland.
Session 4 - Changing Children's Services. Chair Martha Holden, Project Director, University of Cornell.
Getting It Right for Every Child: Childhood, Citizenship and Children's Services, Glasgow, 24-26 September 2008.
http://www.iriss.org.uk/conference/girfec
Slide show prepared for a series of lectures on environmentalism for PS 240 Introduction to Political Theory at the University of Kentucky, Fall 2007. Dr. Christopher S. Rice, Lecturer.
On today’s media ecosystem we have seen the digital convergence of traditional media (news, radio and TV) but also the coming of new ways of share the news (blogs, citizen journalists, social media, etc.) All of them around one platform: the internet, especially the mobile web.
I downloaded this presentation directly from the Department for International Development's Sustainable Livelihood Guidance Sheets. http://www.google.com.ph/url?sa=t&rct=j&q=&esrc=s&source=web&cd=7&ved=0CG0QFjAG&url=http%3A%2F%2Fwww.powershow.com%2Fview%2F142e13-ZGM5N%2FThe_Sustainable_Livelihoods_Framework_flash_ppt_presentation&ei=Wxe8T7raHsbYigfXqvTIDw&usg=AFQjCNFAxoScOZt6zVypzijcwVw1J1gxUA&sig2=ex2sYV3-BXadXVE7N-yzng
Presentation by Hilary Warburton from Practical Action, at the Sustainable Livelihoods Approaches seminar on 26th January 2011, at the Institute of Development Studies, Brighton, UK.
Multistakeholder Consultation on MCRB’s Child Rights and Business Briefing PaperEthical Sector
On 6 December 2016, MCRB held a consultation in Yangon to receive feedback and engage in discussion on the draft Children’s Rights and Business Briefing paper which will be published next year.
Read more: http://www.myanmar-responsiblebusiness.org/news/consultation-childrens-rights-and-business-briefing-paper.html
Changes in Support for Children and Families in Iceland: Social capitals, cha...Iriss
Professor Dóra Bjarnason. University of Iceland.
Session 4 - Changing Children's Services. Chair Martha Holden, Project Director, University of Cornell.
Getting It Right for Every Child: Childhood, Citizenship and Children's Services, Glasgow, 24-26 September 2008.
http://www.iriss.org.uk/conference/girfec
Dr F. Lamm
Department of Management
School of Business and Law,
Auckland University of Technology, Auckland
Felicity.lamm@aut.ac.nz
(P26, Thursday 27, Ilott Theatre, 1.30)
Learning from each other! Study visit in Spain 1.-2.th of October 2018Tor Helge Tjelta
Part of Symposium about Mental health care from theory to outcome. Community Mental Health Care in Europe: Learning from each other. ENMESH - European Network For Mental Health Service Evaluation. In Lisbon, Portugal, June 2019. www.enmesh.eu www.eucoms.net
Willing to Work. Good Practice Examples. Australia 2016Dominique Gross
National Inquiry into Employment Discrimination Against Older Australians and Australians with Disability
Recommendations for employers
The Willing to Work report makes a series of recommendations to employers in order to increase the recruitment and retention of older people and people with disability.
1. Leadership commitment
CEOs and organisational leaders should communicate their business’s commitment to an inclusive and diverse workplace to all staff. This should be supported by an organisational strategy which outlines the business case for a diverse workforce and could include goals such as: meeting voluntary targets for employment of older people and people with disability, monitoring and reporting on performance against these targets and ensuring inclusive practices in relation to recruitment, disclosure of disability and the provision of reasonable adjustments, networking and mentoring opportunities.
2. Ensuring non-discriminatory recruitment and retention practices Businesses should ensure that their recruitment and retention policies do not discriminate against older people and people with disability. This could include reviewing recruitment processes to ensure that they are accessible and making promotional and training opportunities equally available to all
employees, including older people and people with disability.
3. Building workplace flexibility
Businesses should seek to normalise flexible work by making job design, work location and hours flexible for all, as far as the demands of the role allow.
4. Facilitating transitions
Employers should support older employees who wish to transition to other industries, roles or occupations by providing skills training and identifying transferable skills. Transitions should also be facilitated for employees who may be returning to work after a period away due to illness, injury or caring responsibilities.
5. Provide targeted education and training in the workplace
In order to build inclusive, respectful workplaces, employers should provide staff with support and training about their rights and responsibilities at work, internal grievance processes, flexible leave options, any employee driven networks and the nature and impact of discrimination.
Employers should support managers and supervisors in creating and managing diverse teams and flexible workplaces by assisting with job redesign, building skills to manage employees flexibly, providing information for managers for example mental health guidelines, manager support and training on the nature and impact of discrimination.
6. Build healthy workplaces
Businesses should invest in health and wellbeing programs for staff. Implementing healthy work practices can be key to preventing chronic conditions and promoting good health. This could involve training of staff and managers about health, implementing ergonomic assessments or subsidising gym memberships.
Workshop D Work-care reconciliation in different welfare systems - Liberal De...Care Connect
Policies for carers in the Australian liberal welfare state
Prof Sue Yeandle, Director, CIRCLE (Centre for International Research on Care, Labour and Equalities), University of Leeds
Carers and Work-Care Reconciliation International Conference
University of Leeds, 13th August 2013
2. The National Conversation about Work Major project involving talking to employers, employees and community groups Over 3000 people involved in 16 regions across New Zealand Including West Coast, Canterbury, Otago, Southland, Nelson/Marlborough/Tasman Started pre-recession
3. Impact of the recession on migrant employment Unemployment unevenly spread Kiwi first policy Change to skilled migrant categories Business owners employing fewer people
4. Recommendations Provide information on employment law and human rights in relation to employment for both migrant employers and migrant employees Develop codes of practice in partnership with industry groups to guide employers on best practices
5. Recommendations Monitor the working conditions of migrant workers, including those employed under the RSE scheme, with a view to taking remedial action when poor practice is identified
6. Myth 1: Work is nasty Overwhelmingly New Zealanders in a wide variety of work love their jobs People show enthusiasm and pride for the work they do Work is critical to identity and wellbeing
7. Myth 2: Bosses are bad Most bosses are decent and want to be fair Many bosses see their workers like family members Most bosses are responsive to workers needs
8. Myth 3: Workers are lazy Workers responded to job “spread”, new flexibilities to help employers in the recession Majority of workers work hard to get the job done well