...Ignorance is the speciesists’ first line of defense. Yet, it is easily breached by anyone with the time and determination to find out the truth. Ignorance has prevailed so long, only because people do not want to find out the truth. “Don’t tell me, you’ll spoil my dinner,” is the usual reply to any attempt to tell someone just how that dinner was produced. Even people who are aware that the traditional family farm has been taken over by big business interest, that their clothes come from slaughtered cows, that their entertainment means the suffering and death of millions of animals, and that some questionable experiments go on in laboratories, still cling to a vague belief that conditions cannot be too bad (unless the government of animal welfare societies would have done something about it). But it is not the inability to find out what is going on as much as the desire to not know about facts that may lie heavy on one’s conscience that is responsible for this lack of awareness. After all, the victims of whatever it is goes on in these awful places are not members of one’s own group. It all comes down to pain and suffering, not intelligence, not strength, not social class or civil rights. Pain and suffering are in themselves bad and should be prevented or minimized, irrespective of the race, sex, or species of the being that suffers. We are all animals of this planet; we are all creatures. Nonhuman animals experience sensations just like we do. They too are strong, intelligent...
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...Demanding Equality: Week #3 Susan B. Anthony was born to Quaker parents in Adams, Massachusetts on February 15, 1820. Quakers societies were egalitarian which gave everyone equal rights. (pp. 80–81) She was influenced by her Quaker faith where daughters were equal to sons, women were allowed to express themselves at religious meetings, and were permitted to vote on church issues. Anthony was active in the Daughters of Temperance and crusaded against the sale and use of liquor. She was an abolitionist and a leader of the women’s rights movement. She strongly believed that women could not be equal unless they had the right to vote. Anthony and fourteen other women had registered to vote, and they did in the federal election in November 1872. Her initial plan was to sue the federal court for her right to vote as she thought it was going to be impossible to vote; however, she was permitted to register and voted. Anthony and the fourteen women were arrested on November 18, 1872. She believed in equality, therefore, requested to be treated as if she was a man. She was taken to the commissioner’s office where her attorney was waiting for her. The women were charged with the crime of voting without a legal right to vote because they were of the female sex. It is important to note that only Anthony’s actions were examined for evidence of a crime....
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...Ruth Bader Ginsburg argued cases about women's rights in front of the Supreme Court. Ruth Bader Ginsburg advocated for gender equality, inspired others to fight for equal rights, was the second woman on the Supreme Court, and changed laws on gender equality. Advocating for gender equality made Ruth Bader Ginsburg eminent. She strongly advocated gender equality during her life (“Ruth Bader Ginsburg”, 2022). Ruth Bader Ginsburg argued cases about gender equality in front of courts. Ruth Bader Ginsburg argued more than 300 gender equality cases (Capstone, n. d.). She always voted in favor of equal rights for everyone. She was said to be liberal (“Ruth Bader Ginsburg”, 2022). In 1980, she became a member of the U. S. Court of Appeals (Capstone,...
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...Introduction Equality and diversity in the workplace has become a central topic in the debate within the human resource management literature. Traditionally, society has been divided into different social classes, which arise from different aspects such as access to material resources, access to education and employment opportunity. These divisions in class differences have reflected and have fundamental influence over employment relationships (Williams and Adam-Smith, 2009). However, inequality nowadays is more complex. It has gone beyond the issue of class differences, thus the lack of equality and non-discrimination framework impedes the progress of equality and diversity in contemporary organisations (Fawcett Report, 2013). The presented paper builds on the existing literature on the topic of equality and diversity in the workplace, and aims to examine the role of trade unions, governments and human resource managers in promoting equality and diversity within organisations. Particular difficulties of advancing equality in practice are investigated and solutions to overcome these issues are discussed. Overall, the paper is structured into three main sections. To begin, a short outline of different approaches used in addressing equality and diversity will be considered. The first main section highlights the role of the stakeholders in promoting equality and diversity in the workplace. The second section evaluates numerous challenges preventing the promotion of equality in practice...
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...Essay Assignment: Equality of Opportunity Part 1: Formal equality of opportunity refers to the requirement that” positions and posts that confer superior advantages should be open to all applicants” (“Equality of Opportunity”). In essence, formal equality of opportunity advocates that all applications are evaluated on their merits and achievements. It states that positions should be offered to applicants who are deemed most qualified in accordance with the appropriate criteria for the position. Although formal equality disallows deliberate omission of people established on race or gender, it does not disallow “statistical discrimination” (“Equality of Opportunity”). Statistical discrimination refers to the use of stereotypes that are “sufficiently accurate” to treat all members of a group the same without devoting any additional resources to determine the actual qualities that are unique to each individual group member. The aforementioned comments regarding statistical discrimination may be disregarded by some as the concept of statistical discrimination is in conflict with the fundamental idea behind formal equality of opportunity. Judging people based on stereotypes that are statistically significant is an idea opposed to giving everyone a clean slate and a judgment based solely on their merits which is the core idea behind formal equality of opportunity. Substantive equality of opportunity can have two alternative definitions. Firstly, substantive equality of opportunity claims...
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...taking legal cases under the Sex Discrimination Act and the Equal Pay Act. These cases help to secure equal treatment for women and men in the areas of pay, pensions and caring. By publishing research and statistics about women's and men's lives. These show clearly and simply where change is needed. By running high-profile campaigns to change public opinion and the law. By investigating organisations or areas of life where sex discrimination is common.. 2. THE COMMISSION FOR RACIAL EQUALITY [CRE] The CRE's legal powers The CRE had statutory powers under the Race Relations Act 1976. These included powers to: • advise or assist people with complaints about racial discrimination, harassment or abuse • conduct formal investigations of companies and organisations where there is evidence of possible discrimination; if the investigation does find discrimination, the CRE can oblige the organisation to change the way it operates • take legal action against racially discriminatory advertisements, and against organisations that attempt to pressurise or instruct others to discriminate — such as employers instructing employment agencies not to send them applicants from ethnic minorities, or companies instructing their workers to discriminate in the way they provide goods or services • assist individuals to take judicial review action in order to challenge decisions made by public bodies, including their compliance to the general duty to promote race equality 3. THE...
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...A lot has happened from the 1940s to present day. There has been a Second World War, countless violations of civil rights, and discrimination between the sexes and between races. There have been few events, though, that continued to show America’s core values. Events, such as the writing of the Containment Policy, the establishment of the Peace Corps, and the United States’s inclusion in the Korean War demonstrate liberty. Other events, like the Brown v. Board of Education court case, the passing of the Civil Rights Act of 1964, and the passing of the Voting Rights Act of 1965 demonstrates America’s core value of equality. And still more events, like World War II, the Miranda v. Arizona court case, and the Montgomery Bus Boycott demonstrates...
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...Egalite and Fraternite, the three words that translate to Liberty, Equality and Fraternity. These three words were the motto during the 10 year periods of 1789 to 1799 (Encyclopedia.com 2008), the influential period that shaped the social and political views in the country of France. This period was called the French Revolution. At this time, the country of France went from being a monarchy which was ruled by King Louis XVI, who was king of France from 1744 until his removal in the year 1792 (Furet 1995), to a republic ruled by the people and then a full dictatorship. Soon after, the role of ruler came to Napoleon Bonaparte who was the military general and first emperor of the country of France (History.com Staff 2009). Napoleon was born on the date of August 15, 1769 in Corsica, France and died on May 5, 1821 on the island of St. Helena in the South Atlantic Ocean (History.com Staff 2009). During his reign, Napoleon promised the people of France that their revolution would be honored, but rather ruled the way he wanted which provided mixed opinions on whether he destroyed or upheld the French Revolutions. This paper will argue about the parts of the French revolution affected by Napoleon Bonaparte, whether positively or negatively, and which of them he preserved and which did he destroy, keeping in mind the motto liberty, equality and fraternity as well as the three estates, the clergy, the nobility and everyone else. To begin with, Napoleon was a very popular figure in France...
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...our refusal to extend some form of equality to animals. He states that because attitudes such as racism and sexism are fundamentally wrong, so too is the premise that one species is more deserving of ethical treatment based solely on the idea that one is more capable of thought or suffering than the other. The idea of treating animals as our equals is one that has been mocked in the past, but only because many have taken that idea to mean that animals are equal to humans in the most literal sense possible. As far as we can tell, most animals do not invent, think deeply, or create culture, and therefore are not equal solely in terms of rational behaviors. However, this is not the kind of equality Singer advocates for in his essay. First, he argues, we should not be equating moral equality with that particular kind of factual equality. If we were to base moral equality on factual equality, then we would be justified in discriminating against fellow humans based on ideas of inequality in regards to sex, race, or intelligence. The only way to fight this type of discrimination would be to prove that the feature or capacity we have chosen as a marker for factual equality is arbitrary, and can provide qualifiers from some other feature or capacity instead. The African-American and women’s liberation movements took this approach. They argued that skin color and sex were only arbitrary markers of factual equality, and that the markers of factual equality truly had more to do with intelligence...
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...paper is to examine the business case for ethnic diversity in the British National Health Service (NHS). It seeks to contextualise issues around diversity within the current political environment, and identify the barriers to diversity in the NHS. The business case has been very strongly argued as justification for introducing both managing diversity and equal opportunity initiatives - here the paper examines the inconsistencies of using that argument, and maintains that the only justification worth presenting is that based on (deontological) moral arguments. Design/methodology/approach - The paper is conceptual in nature exploring the respective cases for diversity using a broad range of the available literature brought together as part of a rapid evidence assessment. It does so in order to make some far-reaching claims about the future justifications for active diversification of senior management in key public sector institutions. Findings - The distinctions between the business and moral cases are false, in that both have ethical reference points. However, the business case is not only difficult to translate to public sector institutions; there are also evidential problems with its adoption. In light of this the conclusion here is that the moral (deontological) case is the only one that has any long term value for proponents of diversity. Originality/value - The value of this paper is that it examines the confusion that surrounds different cases for advancing diversity as a policy...
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...of workers and employers. Employment law is characterized by a combination of centralized and local regulations. In the local regulations adopted by agreement of the parties shall be determined daily working hours, set at rest (break), consistent recording of leave and other issues in detail regulate the working conditions of employees. It is important that the rules of local acts do not conflict with federal law. The principle of equality has evolved into demands real equality of opportunity in all areas of life, necessitating the implementation of a full and comprehensive approach to gender equality. It has been important developments in the work related to equality, to equal results, because if people got only equal opportunity, not the liability of government and society in general to guarantee the result and the effectiveness of policies that are designed to make equality real and effective. It is a concept most advanced societies which means the establishment of equality as an engine for development of women in all its potential. Equality is a concept that affects the entire life of the people and therefore also of women, but to achieve it must be applied by taking into account individual differences, since, otherwise, the...
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...Assessment number. Please note that this Assessment document has 12 pages and is made up of 3 Parts. Name: James Bloom Part 1: The meaning of equality and diversity in the workplace This section will help you to evidence Learning Outcome 1: Understand the meaning of equality and diversity in the workplace. Learning objective | Place in Assessment | 1.1 Describe what equality and diversity means to organisations in relation to: * recruitment * pay * conditions * promotion opportunities | Question 1, Page 3 | 1.2 Describe the benefits to an organisation of having a diverse workforce | Question 2, Page 4 | 1.3 Describe how organisations can promote and maintain equality and diversity in the workplace | Question 3, Page 4 | 1.4 Describe the difficulties that can arise in trying to establish and maintain a diverse workplace | Question 4, Page 5 | 1.5 Describe how equality and diversity can be promoted and maintained by employees | Question 4, Page 5 | ------------------------------------------------- IF YOU ARE NOT IN EMPLOYMENT OR WORK OF ANY KIND, USE THESE CASE STUDIES TO HELP YOU ANSWER QUESTION 2 AND QUESTION 4 IN SECTION 1. IF YOU ARE IN EMPLOYMENT, YOU CAN BASE YOUR ANSWER ON THE ORGANISATION YOU WORK FOR. ------------------------------------------------- ------------------------------------------------- Case study 1...
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...animal-rights-library.com/texts-m/singer02.htm. In recent years a number of oppressed groups have campaigned vigorously for equality. The classic instance is the Black Liberation movement, which demands an end to the prejudice and discrimination that has made blacks second-class citizens. The immediate appeal of the black liberation movement and its initial, if limited, success made it a model for other oppressed groups to follow. We became familiar with liberation movements for Spanish-Americans, gay people, and a variety of other minorities. When a majority group— women—began their campaign, some thought we had come to the end of the road. Discrimination on the basis of sex, it has been said, is the last universally accepted form of discrimination, practiced without secrecy or pretense even in those liberal circles that have long prided themselves on their freedom from prejudice against racial minorities. One should always be wary of talking of "the last remaining form of discrimination." If we have learnt anything from the liberation movements, we should have learnt how difficult it is to be aware of latent prejudice in our attitudes to particular groups until this prejudice is forcefully pointed out. A liberation movement demands an expansion of our moral horizons and an extension or reinterpretation of the basic moral principle of equality. Practices that were previously regarded as natural and inevitable come to be seen as the result of an unjustifiable prejudice...
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...GUIDANCE Good equality practice for employers: equality policies, equality training and monitoring Equality Act 2010 Guidance for employers Vol. 7 of 7 Equality and Human Rights Commission www.equalityhumanrights.com Contents Introduction 5 Other guides and alternative formats 5 The legal status of this guidance 6 1 | Good equality practice for employers: equality policies, equality training and monitoring 7 What’s in this guide 7 What else is in this guide 8 Equality policies 10 Who should have an equality policy? 11 Leadership 12 Assessing the impact of workplace changes on equality 12 Telling people about the policy 12 Involvement and consultation 13 Staff forums 13 Equality training 14 Workforce monitoring 15 Do I have to monitor equality? 15 Types of information to monitor 16 How much monitoring? 16 Who to tell and why? 16 Can I ask about health or disability? 17 What you can do with the data once it has been collected 17 Privacy and confidentiality 18 Reporting 19 Recruitment information 20 Workforce information 21 2 | When you are responsible for what other people do 22 When you can be held legally responsible for someone else’s unlawful discrimination, harassment or victimisation 23 How you can reduce the risk that you will be held legally responsible 24 How you can make sure your workers and agents know how equality law applies to what they are doing 25 Using...
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...LIBERALISM QUESTIONS – A2 (UNIT 4) Short Answers 1. Why do liberals support constitutionalism and consent? (Jan 02) Constitutionalism is a belief in limited government brought about through external (usually legal) and internal (institutional) checks on the exercise of power. Consent is the idea that govt power should be based on the agreement of the governed, usually expressed through regular and competitive elections. Liberals support constitutionalism and consent because they fear that govt may become a tyranny against the individual, based on the assumption that power is inherently corrupting and concentrations of power will lead to absolute corruption. This assumption is rooted in the liberal view of human nature: as individualism implies self- interest, those with power over others are apt to abuse it for their benefit and at the expense of others. Liberal constitutionalism is expressed through support for various external and internal devices, such as codified constitutions, bills of rights, the separation of powers, federalism or devolution, and so on. Liberal support for consent is evident in support for electoral democracy in general and, more specifically, sympathy for referendums and proportional representation. 2. Distinguish between negative freedom and positive freedom, and explain the implications of each for the state. (Jun 02) Negative freedom is the absence of external constraints upon the individual, usually understood as non-interference...
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