...We’re nger stro ther toge The GenderWorks Toolkit is a practical, two-part guide to help: • Women’s groups campaign successfully on issues of gender, poverty and social exclusion and • Public bodies meet their obligations under equalities legislation and tackle poverty among women more effectively. The GenderWorks Toolkit ontents C Acknowledgements and Foreword 4 Toolkit credits plus how to order copies. A GenderWorks training participant and member of the Saheli Asian Women’s Group explains why this toolkit is so useful. Introduction 6 Why women? A look at the links between gender and poverty, and the need for women-only services. Women’s groups – the confidence to campaign 17 Real Women, Real Power 18 Five inspiring stories of women’s groups who achieved change in very different ways. Top tips for successful campaigning 32 Key messages from real women on how to achieve your aims. Self-analysis 34 Exercises and case studies to help you think about your group and how you can best achieve change. Lobbying letters 48 Practical examples to help you communicate with a range of audiences. Language, terminology and human rights 54 A look at the language used around issues of gender and poverty, and why switching the debate from needs to rights is important. If you’ve got a minute… 58 Practical suggestions about what...
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...one to turn to for their need to improve these problems. Aerobics is a better form of exercise than weight training because it’s better for your heart, improves your mood, and helps you lose weight. Aerobics is a form of physical condition that increases the ability for your body to intake oxygen. This will stimulate the cardiovascular system, which will help to reduce fat, make blood pressure decrease, and make a reduction in stress (Britannica, 2013). To optimize longevity, nothing compares to cardio activity. Although strength training can help to prevent individuals to gain intra-abdominal fat, aerobic activity has many more health advantages (Women’s Health, 2012). When doing an aerobic exercise, it will make a person’s lungs process oxygen without having to work as hard. In doing this it will help your heart to pump more blood without beating as fast, causing a decreased heart rate (Fit & health, 2011). Aerobic exercise is also known to lower the risk of heart disease. Researchers are beginning to understand why the effect of aerobics helps the cardiovascular health. The studies they have conducted have shown that exercise can decrease inflammation; this reduces a fatty build up in the arteries, which is the cause of a lot of the cases of heart disease (Science Daily, 2007). In a two year study at Harvard in 1998, doing 30 minutes or more of weight training only reduced the risk of heart attack, while the study showed that aerobic activity had a 42% reduction...
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...single vision for diversity and you have asked if this would be either damaging or helpful in the firm’s task of increasing diversity efforts. A few incidents or events triggered Monitor to begin thinking about diversity and inclusion programs. Currently there are three separate initiatives: the Advisor Network, Harassment Training and a series of seminars for women, and the Diversity Network. The purpose of the Advisors Network is to provide an outlet and resource for employees who need advice on issues such as succeeding at Monitor as either a woman, a person of color, or a GLBT employee. That initiative was created after the “Definition of Purpose” exercise done in 1993 surfaced issues related to the homogenous culture of the firm. Sexual Harassment and Sensitivity Training was deemed necessary after a 1991 director’s meeting. In that meeting, CFO David Kaplan stressed the need for “professional courtesy” training, and then the two female directors, Liz Martineau and Caroline Firstbrook disclosed that they had experienced “gender-related insensitivity”. Another thought of Martineau and Firstbrook was that female consultants were in need of role models to help guide them through the barriers of being a female in the consulting industry, which led to a seminar in 1994 geared towards female employees. A third initiative – the Diversity Network – was created in 1993 by Joe Fuller, one of the two founders of Monitor Company. Fuller understood the value that a diversity workforce provides...
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...Status of Women to investigate women’s equality in education, in the workplace, and under the law (“Presidential Commission on the Status of Women”, n.d.). He wanted “to call attention to the unconscionable practice of paying female...
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...KS, INC. Pink Power Marketing Plan Devry University Marketing BUSN319ON Professor: Robert Everton Kimberly Stevens April 5, 2012 Author Note: This marketing plan was prepared for Marketing BUSN3190N, taught by Professor Robert Everton. Table of Contents Page 1. Executive Summary……………………………………………………………………. 3 2. Background 3 3. Strategic Focus and Plan 3 Mission Statement 3 Goals 3 Competitive Advantage 4 4. Situation Analysis 4 SWOT Analysis 4 Competitor Analysis 5 Company Analysis 6 Customer Analysis 6 Industry Analysis 6 5. Market-Product Focus 6 Marketing and Product Objectives 7 Target Markets 7 Points of Difference 7 Positioning 8 6. Marketing Program 8 Product Strategy 8 Price Strategy 8 Promotion Strategy 9 Place Strategy……………………………………………………………………….. 11 7. Financial Projection…………………………..….…………………………………….. 12 8. Organization………………………..….……………………………..…………………..12 9. Bibliography………………………..….…………………………………………………13 1. Executive Summary 2. Background KS Inc, is a sports science company that will sell and distribute Pink Power, a pre-workout supplement for women exclusively through the internet website KSInc.com, Vitamin Shoppe, and GNC, giving customers 24-hour access to purchase from the website daily. Pink Power will become a juggernaut pre-workout and...
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...Company Profile: Kellogg's Company - Headquartered in Battle Creek, MI. As the world's leading producer of cereal and the second largest producer of cookies and crackers, Kellogg's is a global company in 4 regions, North America, Europe, Latin America and Asia Pacific. In 2011 they had sales over $13 billion and an estimated 31,000 employees worldwide, manufacturing products in 18 countries. Kellogg has received a number of awards and recognition throughout the years. Their vision and purpose is "to enrich and delight the world through foods and brands that matter, nourishing families so they can flourish and thrive." Focus: Quality of Work-life Programs Observations: Quality of work-life is an area at Kellogg that offers a number of health, wellness, and benefit programs in an effort to support employees well being. The programs offered differ by country as they try to meet the needs of employees in all location. Within the United States they offer many medical benefits trying to meet everyone needs. They encourage communication and the use of online tools to aid employees with their decisions during the open-enrollment time. They also offer and support the involvement of a number of health management plans that includes flu shots, quit smoking programs, and health screening and assessments. In November 2011 the celebrated their first National Kellogg Wellness day, this day offered many activities that got employees to think about and look at their own health. During...
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...Translational Research C301 Cesarean Sections and Skin-to-Skin Erica Curry Western Governor’s University A.1. Identify and Describe a Current Nursing Practice within your Healthcare Setting that Requires Change. Willow Creek Women’s Hospital is located in Johnson, Arkansas. Willow Creek is a 38 bed hospital specializing in women’s health, including labor and deliver. Currently we practice skin to skin with our mothers and babies post birth for vaginal deliveries. Skin to skin is when an infant is put directly on the mother’s chest after delivery. The infant is dried off and assessed while on the mother’s chest. I work in the operating room and infants are taken to nursey after delivery. The mothers and infants are apart for two to three hours after delivery. I plan to initiate a skin to skin policy in the operating room during cesarean sections. Infants will stay with their mothers in the operating room and will have the opportunity to participate in skin to skin. A.2. Discuss why the Current Nursing Practice needs to be Changed. Approximately 30 percent of deliveries at Willow Creek are performed via cesarean section. Currently, when a mother has a cesarean section, mother and infant are separated for several hours immediately following birth. Separating mother and infant immediately after birth affects them both negatively. Mothers who experience skin-to-skin are more likely to exclusively breastfeed. Infants who experience skin-to-skin immediately...
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...nanceGender and rural microfinance: Reaching and empowering women Guide for practitioners Enabling poor rural people to overcome poverty This paper was prepared by Linda Mayoux and Maria Hartl. Linda Mayoux is an international consultant on gender issues in economic development including microfinance. She is currently global consultant for Oxfam Novib’s Women’s Empowerment, Mainstreaming and Networking (WEMAN) programme. Mayoux prepared this paper in collaboration with Maria Hartl, Technical Adviser for Gender and Social Equity in IFAD’s Technical Advisory Division. Annina Lubbock, Senior Technical Adviser for Gender and Poverty Targeting, Michael Hamp, Senior Technical Adviser for Rural Finance. Ambra Gallina, Gender and Poverty Targeting Consultant, also contributed. The following people reviewed the content: Maria Pagura (Rural Finance Officer, Rural Infrastructure and Agro-Industries Division of the Food and Agriculture Organization of the United Nations (FAO), Carola Saba (Development Manager, Women’s World Banking) and Margaret Miller (Senior Microfinance Specialist, Consultative Group to Assist the Poor – CGAP). The opinions expressed in this publication are those of the authors and do not necessarily represent those of the International Fund for Agricultural Development (IFAD). The designations employed and the presentation of material in this publication do not imply the expression of any opinion whatsoever on the part of IFAD concerning the legal status of any...
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...HUMAN RESOURCES IN IBM The men and women around the world employed by International Business Machines have always been its paramount priority. For example, IBM’s founder, Thomas J. Watson, told employees in October 1926: “They say a man is known for the company he keeps. We say in our business that a company is known by the men it keeps.” The value placed on IBM employees was codified in one of IBM’s three fundamental principles. In 1969, IBM Chairman Thomas J. Watson, Jr., wrote to his management team: “Our basic belief is respect for the individual, for his rights and dignity. It follows from this principle that IBM should: help each employee to develop his potential and make the best use of his abilities; pay and promote on merit; and maintain two-way communications between manager and employee, with an opportunity for a fair hearing and equitable settlement of disagreements.” IBM managers historically have devoted more time to their people than to the company’s products or anything else. As Tom Watson said in 1957: “There are many things I would like IBM to be known for, but no matter how big we become, I want this company to be known as the company which has the greatest respect for the individual.” Over the years, IBM has implemented a number of innovative programs, policies and practices that demonstrate and sustain respect for its employees. Among them are the “Open Door” policy, the Speak Up! program, comprehensive employee opinion surveys, and effective...
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...Horseman, and the late great Rowdy Roddy Piper. I can remember being especially intrigued with the females of wrestling. I enjoyed The Fabulous Moolah dominate prominent reign of the women championship in what is now known as The WWE for 30 years as well as the evolution of the female present in wrestling from Miss Elizabeth to the Bella twins. Once I found out there was a group of ladies in SL that brought the strength of wrestling to the grid, I was eager to dive off the top rope right into their world and find out as much information as I could. My journey begins...
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............................................................................................ 8 1.1 1.2 Gender Gaps in Agriculture................................................................................................................ 10 Agriculture and Livelihoods................................................................................................................ 10 1.3 Positioning ‘Women’s Empowerment as a Transformative Process.....................................13 II. The Mahila Kisan Sashaktikaran Pariyojana (MKSP)........................................................................... 16 2.1 Opportunities and Challenges in Programme Design...............................................................17 2.2 Scale and Outreach of the Programme............................................................................................ 19 III. Gender Responsive Framework for Analysis of Good Practices.................................................. 20 3.1 Building Women’s Collective...
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...comprehensive situation paper that can both provide the reader a consolidated picture of the gender equality challenge in the country and motivate them on the need to contribute in changing the so-called “divides and mirages” in Philippine sexual politics. According to the latest gender disaggregated data, women constitute 37.9-million (49.6%) of the 76.5 million Filipinos as of May 2000. Almost 15.5-million are between ages 15 to 40 reflecting a young female population. However, while women constitute nearly half of the population, its status in the Philippine society is still characterized by sharp contradictions of obvious gains, on one hand, and glaring inequalities on the other. One can find both major advancements for women’s role and graphic gender inequality in specific areas of the society. The Human Development Report 2002 (UNDP) revealed that 35% of Filipino administrators and managers are women -- which is one of the highest in the world. Additionally, approximately 17.2% of all the legislative seats are occupied by women and 2/3 of professionals and technical workers are women. This puts the country’s Gender Empowerment Measure (GEM) of 0.523 as the highest in East Asia. But a dark side of these gains exists. Thousands of women are discriminated in employment by virtue of marriage and parenthood. Many more are contracted for 5 months to avoid regularization of employment while a glass ceiling for women pervades in many sectors of the society...
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...March 2016 International Women’s Day: Celebrating the Good News International Women’s Day, March 8,is a time to celebrate what has been accomplished by and for women.There is much to celebrate! This month also marks the arrival of Easter, March 27,when we celebrate the good news that God so loved women that he sent his Son, Jesus Christ, to pay for their sins on the cross and give them life everlasting. While on Earth, Jesus went against the customs of the times that treated women as inferior. Jesus made it a priority to speak to women, touch them, and be touched by them. Women were not excluded from his list of friends, helpers, and students. He treated women with dignity and respect when others wanted him to condemn and ignore them. Jesus understood their every need, emotion, and longing. Hecame to offer women the gift of salvation and to give them “life, and have it to the full” (John 10:10). Jesus then calls women as well as mento “go and make disciples of all nations” (Matthew 28:19). And in 2016 there is more good newsfor women. God israising up a generation that cares passionately about justice. Today, many are striving to end domestic violence, rape, slavery, and human trafficking. Many are working toward providing clean water to deprived communities. More medical teams are treating women who are suffering from female genital cutting,fistula,and lack of care during pregnancy and delivery. Infant and mother mortality rates are dropping. In some countries, the...
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...affected by armed conflict A review of programs and policies Wo m e n ’s C o m m i s s i o n f o r R e f u g e e Wo m e n & C h i l d r e n N e w Yo r k W O M E N ’ S C O M M I S S I O N for refugee women & children Copyright © January 2000 by Women’s Commission for Refugee Women and Children All rights reserved. Printed in the United States of America ISBN: 1-58030-000-6 Women’s Commission for Refugee Women and Children 122 East 42nd Street New York, NY 10168-1289 tel. 212.551.3111 or 3088 fax. 212.551.3180 e-mail: wcrwc@intrescom.org www.intrescom.org/wcrwc.html w cover photographs © Rachel K. Jones, Marc Sommers, Sarah Samson, Holly Myers, Anne-Sophie Rosette, International Rescue Committee M I S S I O N S TAT E M E N T The Women’s Commission for Refugee Women and Children seeks to improve the lives of refugee women and children through a vigorous program of public education and advocacy, and by acting as a technical resource. The Commission, founded in 1989 under the auspices of the International Rescue Committee, is the only organization in the United States dedicated solely to speaking out on behalf of women and children uprooted by armed conflict or persecution. Acknowledgments The Women’s Commission expresses its sincere thanks to the scores of practitioners who participated in the study and to the Andrew W. Mellon Foundation, UNHCR (Senior Coordinator for Refugee Children Office) and Dr. Gail Furman for their generous support and commitment...
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...design……………………………………………………………………………………………….8 2 Program specification………………………………………………………………….9 2.1 file specification…………………………………………………………………………………………………………..8 2.2 input & output specification………………………………………………………………………………………9 2.3 processing specification…………………………………………………………………………………………….25 3 Programming listing…………………………………………………………………25 4 Programming testing……………………………………………………………….82 4.1 test plan……………………………………………………………………………………………………………………82 4.2 test case & result………………………………………………………………………………………………………83 4.3 test log……………………………………………………………………………………………………………………111 5 User guide………………………………………………………………………………112 5.1 Hardware & software specification…………………………………………………………………………113 5.2 Getting started……………………………………………………………………………………………………….114 5.3 Operating guide………………………………………………………………………………………………………115 6 Program conclusion………………………………………………………………..134 6.1 program strengths………………………………………………………………………………………………….134 6.2 program weakness…………………………………………………………………………………………………135 6.3 program enhancement………………………………………………………………………………………….135 7 Reference………………………………………………………………………………136 7.1 website reference…………………………………………………………………………………………..136 CHAPTER 1 – PROBLEM SPECIFICATION 1.1. Company Profile...
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