...SUBJECT: Discrimination and Power CONDITION: Classroom environment STANDARD: 1. Define Discrimination. 2. Explain the Characteristic of Discrimination. 3. Explain Related Causes of Discrimination Behaviors. 4. Define Racism and Sexism. 5. Define Prejudice. 6. Explain power, and its Relationship to Discrimination. TYPE OF INSTRUCTION: Small Group Discussion TIME OF INSTRUCTION: 1.5 Hours NOTE: Near the end of this block is Practical Exercise #1. The purpose of this exercise is to allow soldiers the chance to think about and make decisions about what constitutes examples of prejudice, racism, sexism and discrimination by selecting various behaviors and categorizing them. You should have enough copies of the exercise for each student. If you wish - depending upon group size - you may want to break them into groups and allow the groups to work together. The Star Power Exercise is also recommended to reinforce this block of instruction. You should plan on allowing three hours for this exercise. If you do not possess the Star Power exercise, then you should find another exercise that will demonstrate the concept of power to your students. You may find a suitable video or film at your local TASC that would demonstrate the principles of power or the abuse of power that would serve well. However, Star Power is strongly recommended as the best means to reinforce this block of instruction to the group. LEAD-IN: Hopefully, blatant...
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...disable) and young males. Companies are trying to aim towards diversity and equality, and are establishing equal chances for everybody of both sexes. The polish labor market is fully implementing equality, but there is still discrimination against women. In this article they talk about why diversity, including gender diversity is so important. Women in Poland represent over half of the population, which is about 52%. The women are educated on various levels than men. The women that are deployed are better education than the working men. It does not matter in Poland because all of the decision making position in business or politics are taken by men. There have been significant changes in the last few years. Women have increase interest in male jobs, like police, transportation, bus and tram drivers. Women advancement has still been hindered. Another problem is that women are discriminated against when it comes to pay. Even if they are in the same positions the man are paid more. This is observed in the European Union. Gender diversity is happening in Poland as far as employment. Not all companies have introduced equal treatment of women and men. They have mechanisms in place but they are not effective. The attempt to eliminate workplace discrimination and sexual harassment has had little success. We can say that women are definitely being ignored and unappreciated in business; both as employer and consumer. Article:...
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...Lara Barradas P1: Explain the range of meanings attached to citizenship, diversity and associated terminology. Glossary: Apartheid: Apartheid was the policy of racial segregation in South Africa that ended in 1990. It was used to keep the black and white populations separate. Under apartheid, the rights, associations, and movements of the majority black inhabitants and other ethnic groups were curtailed and Afrikaner minority rule was maintained. British citizen: A British citizen is someone that gained British nationality because they are connected with the UK. British dependent territories citizens: People who live in dependent British colonies like Gibraltar and British Virgin Islands. British Overseas citizens: Groups of people who have a connection with the UK because they lived in a former British colony that is now independent. British Nationals (Overseas): People from Hong Kong were given the chance to acquire this status as many were unhappy at the thought of losing British nationality when Hong Kong was returned to China in 1997. British protected persons: Individuals who had a connection with a former British Protectorate. This is an overseas territory that Britain used to protect, such as the country of Brunei. British subjects: It refers in British nationality law, to a limited class of people defined by Part IV of the British Nationality Act 1981. Under that Act, two groups of people became "British subjects"; the first were people from the Republic...
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...women have yet to be accepted as full members of corporate formal and informal networks. Until they are, not only do they suffer but so does the corporation. The utilization of minorities and women in many, many cases toward corporate effectiveness and efficiency continues to be seriously hampered by behaviors in crucial interpersonal relationships that reflect racist and sexist attitudes. - John Fernandez1 Although many would like to believe otherwise, prejudiced attitudes continue to present problems for millions of people in our society. Prejudices result in counter productive behavior such as demeaning humor, verbal abuse, harassment, violence, and more subtly (given comparable performance) lower pay, slower or non-existent promotions, systematic exclusion from various gatherings, greater scrutiny, higher standards, and awkward social encounters. Many groups labor with these realities in the work place: women, racial minorities, older workers, foreign nationals, sexual preference, religious and ethnic groups, and the physically handicapped all feel the sting of social prejudice. Prejudice is a problem that touches all aspects of life, but it has only recently been addressed openly in the work place. Prejudice lingers despite the fact that noticeable shifts in the composition of our work force have taken place. More and more women, blacks, and other minorities have entered and will continue to enter the work force. Members of these groups are becoming more and...
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...Discrimination in the U.S. workforce Anyaoha Chidebe Chioma canyaoha0874@student.bristoluniversity.edu Bristol University Course No: BUS 401 – Business Ethics April 28, 2016 INTRODUCTION This study examines age discrimination in employment and the legal and practical challenges that managers confront in seeking to establish and maintain a legal and ethical workplace. This article first provides a general introduction to Civil Rights laws in the United States; and then furnishes a detailed legal analysis of age discrimination laws in the United States. Data dealing with the aging of the workforce, the unemployment rates of older workers, as well as the number of age discrimination lawsuits in the United States is furnished. Persistent racial inequality in employment, housing, and other social domains has renewed interest in the possible role of discrimination. Contemporary forms of discrimination, however, are often subtle and covert, posing problems for social scientific conceptualization and measurement. WHAT IS DISCRIMINATION? Discrimination is treating, or proposing to treat, someone unfavorably because of a personal characteristic protected by law. According to its most simple definition, racial discrimination refers to unequal treatment of persons or groups on the basis of their race or ethnicity. In defining racial discrimination, many scholars and legal advocates distinguish between differential treatment and...
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...Health Promotion among Diverse Populations Andrelle Joseph Grand Canyon University NRS-429V Family-Centered Health Promotion Health Promotion among Diverse Populations Gee (2012) suggested that Health is the basic need for the realization and the attainment of higher levels of human development index (HDI). For instance, greater adherence to healthy living conditions handles the occurrence of higher living standards in developed countries like Japan and the United States of America (79 Years). Furthermore, a healthy nation has a chance to reap the benefits of active and rejuvenated workforce that facilitate her progress. The government has a role to ensure that her citizens meet basic health requirements through the provision of essential services to the public. This paper will discuss health situation among the African Americans for comparison and contrast to the national averages. Current Health Status of African Americans Gee (2012) noted that the African Americans have a substandard health status compared to the national average. For instance, this racial group had the highest death rates in 2009 according to the reports of the Center for Disease Control of the United States of America. The deaths occur following severe heart disease and stroke among this race. Moreover, the adults above 65 years in this race had the highest prevalence of hypertension thus surpassing the average records...
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...Abstract and Annotated Bibliography: Racism in Rare Form Quinta Anderson Liberty University Abstract Racism occurs when there is a prejudice that is targeted towards a specific group or person due to their ethnicity or the color of their skin. Prejudice can be perceived as passing judgment on a person before knowing facts about an individual. If an individual allows prejudiced to consume them then it is known as discrimination. Discrimination can occur any many different forms such as not allowing someone to purchase a home, getting employment, denying them of their education rights, can all be a form of racial discrimination. For many years, there has been a major conflict regarding the African American race as well as immigrants. Although, the civil rights movement is no longer in existence, racism has started to formulate in rare form and hate crimes has been present across the country has arrived. Racism can be seen daily especially in the Southern States. However, when the color of one’s skin is not a main factor, other examples of discrimination can be seen in the form of one’s language, religion, nationality, sex. The reader will be able to explore how racism and multicultural counseling are linked together. Racism in Rare Form What is Racism? Racism and prejudice is a problem that has existed for years and still exist today, but in rare form. Racism has changed from generation to generation and is sometimes hidden. Racism has been said to exist for years...
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...ethnicity and race, and then gender? Diversity is much broader. Diversity is otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups. It's important to understand how these dimensions affect performance, motivation, success, and interactions with others. Institutional structures and practices that have presented barriers to some dimensions of diversity should be examined, challenged, and removed. A good starting-point for thinking about diversity is to become familiar with UC’s systemwide Non-Discrimination Statement: “It is the policy of the University not to engage in discrimination against or harassment of any person employed or seeking employment with the University of California on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic characteristics), ancestry, marital status, age, sexual orientation, citizenship, or status as a covered veteran. This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increase, salary, training and development, demotion, and separation.” Of course, diversity also encompasses a wide variety of other differences, including work experience, parental status, educational background, geographic location, and much more. And managing diversity means more than simply observing legal and...
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...Intersectionality is the study of intersections between forms or systems of oppression, domination or discrimination. This term replaced her previously coined expression "black feminist thought", and increased the general applicability of her theory from African American women to all women". An example is black feminism, black feminism argues that racism, sexism, and class oppression are all bound together. Patricia Hill Collins argues, that intersectionality focuses on the intersecting forms of oppressions. Black women are uniquely placed in the middle of where two exceptionally powerful and prevalent systems of oppression come together: race and gender. Women need to understand this position as something Collins calls “intersectionality” which opens up the possibility of seeing and understanding many more spaces of crosscutting interests. That means women must understand the social position black women should require, look for, and other spaces where systems of inequality come together. No one identity or oppression is the primary axis of oppression, which needs to be tackled in order to solve...
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...The test will focus on material covered since the Midterm Exam: Unit #7: Deviance and Social Control * Schaefer and Haaland, Ch. 7 * Wolf, “The Rebels: A Brotherhood of Outlaw Bikers” * Video: Faking the Grade Unit #8: Sociological Research Methods * Schaefer and Haaland, Ch. 2 Unit #9: Social Stratification / Politics and Economics * Schaefer and Haaland, Ch. 8 and Ch.14 * Bales, “A New Slavery” OR Reiter, “Serving the Customer: Fast Food is Not about Food” Unit #10: Global Inequality * Schaefer and Haaland, Ch. 9 * Eglitis, “How Economic Inequality Benefits the West” OR Klein, “The Discarded Factory….” * Video: NO LOGO Unit #11: Racial and Ethnic Inequality * Schaefer and Haaland, Ch. 10 and Ch. 16 pp. 375-377 * Video: The Real Avatar – optional Unit #12: Gender and Family * Schaefer and Haaland, Ch. 11 and Ch. 12 pp. 254-259, 262 and 265-267 * Adam, “Why Be Queer?” * Kimmel “Masculinity as Homophobia” * Video: Tough Guise 1. Explain how Daniel Wolf used participant observation to conduct research on biker gangs and how he used the interactionist perspective and labeling theory in his analysis. Define the term counter-culture, say how this concept applies to biker gangs, and use the conflict perspective to explain why people might join a counter-culture such as a biker gang. Use Merton’s anomie theory and the cultural transmission theory of deviance...
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...Health Promotion among Diverse Populations *************** Grand Canyon University NRS 249-V February 25, 2015 The most recent estimate shows that the Hispanic population as of July 1, 2013 is roughly Fifty-four million, living in the United States (U.S.). This is approximately seventeen percent of the total population. It is estimated that by the year 2060 they will grow to 128.8 million, thirty one percent of the U.S. population (Centers for Disease Control & Prevention, 2015) (CDC). This population will test the health care community to keep up with their growth, needs, and cultural challenges. This author has chosen to analyze the health status of this growing Hispanic community. Hispanics are made up of Mexican, Cuban, Puerto Rican, South or Central Americans, or other Spanish culture or origin. Mexicans are ranked as the largest percentage of the group at sixty-four percent (CDC, 2015). As a health care provider, gaining cultural insight for this ethnic group will help to ensure that you can communicate and understanding their needs. Race/ethnicity, socioeconomic status and education can all effect the health of the Hispanic community. Socioeconomic status is linked to nearly all health outcomes. A large percentage of Hispanics do not complete high school and their income is less than the federal poverty level in comparison to white, non-Hispanics. People with both of these factors have the worse health outcomes...
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...5242/12 rev. 2 Cochabamba, Bolivia 20 September 2012 Original: Spanish/English SOCIAL CHARTER OF THE AMERICAS (Adopted at the second plenary session, held on June 4, 2012, and reviewed by the Style Committee) THE GENERAL ASSEMBLY, CONSIDERING that the Charter of the Organization of American States (OAS) provides that integral development encompasses the economic, social, educational, cultural, scientific, and technological fields through which the goals that each country sets for accomplishing it should be achieved; TAKING INTO ACCOUNT that the Inter-American Democratic Charter recognizes that democracy and social and economic development are interdependent and mutually reinforcing, and that promotion and observance of economic, social, and cultural rights are inherently linked to integral development, equitable economic growth, and the consolidation of democracy and the rule of law in the states of the Hemisphere; RECOGNIZING that social justice and equity are essential for democracy; CONSIDERING that the Charter of the OAS establishes among its essential purposes to eradicate extreme poverty; CONSIDERING AS WELL that extreme poverty constitutes an obstacle to development and, in particular, to the full democratic development of the peoples of the Hemisphere; and that its elimination is essential and constitutes a common and shared responsibility of the American states; REAFFIRMING the determination...
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...however, diversity is much broader than that. In Workforce America! Managing Employee Diversity as a Vital Resource, diversity is defined as “otherness or those human qualities that are different from our own and outside the groups to which we belong, yet present in other individuals and groups.” Dimensions of diversity include, but are not limited to: age, ethnicity, ancestry, gender, physical abilities/qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, religious beliefs, parental status, and work experience (Loden and Rosener 1991, 18-19). It's important to understand how these dimensions affect performance, motivation, success, and interactions with others. Institutional structures and practices that have presented barriers to some dimensions of diversity should be examined, challenged, and removed. Managing diversity is defined as "planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized," according to Taylor Cox in "Cultural Diversity in Organizations." Managing diversity well provides a distinct advantage in an era when flexibility and creativity are keys to competitiveness. An organization needs to be flexible and adaptable to meet new customer needs. Heterogeneity promotes creativity and heterogeneous groups have been shown to produce better solutions to problems...
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...2012AbstractPurpose – The purpose of this paper is to investigate whether employers’ attitudes towards older workers, especially regarding promotions, really affect their retirement intentions, distinguishing between men and women. Design/methodology/approach – First, the author uses the 1992 wave of the Health and Retirement Study to estimate, through a Fields decomposition, the relative contribution of the feeling of an older worker to be discriminated against regarding promotions; and to explain the self-reported probability to work full time after 62, decomposing by gender. Second, using the two first waves of HRS, the author removes any bias due to time-constant unobserved heterogeneity, to test whether the individual feeling of being passed over for promotion may be misreported, owing to a strong preference for leisure. Finally, the author examines the effect of a change in this variable over time on the intentions to exit early. Findings – The Fields decomposition shows that feeling passed over for promotion plays a non-negligible role to predict retirement plans but only for women. In addition, using panel data allows a misreporting bias to be exhibited that may lead to underestimating of the negative effect of discriminatory practices towards older workers on their retirement plans. Lastly, an increase between 1992 and 1994 in the age-discrimination towards older workers encouraged women to leave their job early, while it had no effect on retirement plans of men. Practical implications...
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...Human Resource Systems Final Paper Rodolfo A. Pinero HRCS/645 20 August 2013 Human Resource Management Application Paper Reflecting upon my 33 years of military experience in the field of Naval Administration and Legal I have found a great similarity in the field of Human Resources and Management. This particular course in the Human Resource Systems has expanded my knowledge in understanding the different human resource tools that are available and similar to the ones used in the military. However, this course has explained the different methods that can be used to improve and understand the different tools available within the Human Resource field of expertise. The first topic of interest during the course is the performance management system which has a variety of methods that can be used for the development of an effective appraisal system. Performance appraisals are a tool used by managers when making decisions about the distribution of pay increases, promotions and demotion of employees. This course discussed the different performance appraisal instruments and the importance of conducting training on the different methods of conducting the appraisal interviews. As a leader and manager in the military I was personally involved in conducting numerous appraisal interviews for all the employees that were under my direct supervision. The military system had a requirement for the rater to conduct a semi-annual interview in which the rater and employee met at the six month...
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