...Protecting Minority Languages; Preserving Minority Cultures A minority culture of any given country is often found in a particular region of that country because all members of the cultural group are needed to outbid the present majority in the same area for the resources, thus establishing the area as their homeland and a symbol of the group’s cultural identity. This exhibition of localized minority cultural conglomeration can be seen across many multicultural nations because if members do pursue their own ideal way of life they would be “forced to try to execute their chosen life-styles in an alien culture” (Kymlicka 188) These minority cultures are thusly envious of the majority culture as they “get for free what aboriginal people have to pay for: secure cultural membership.” (Kymlicka 190) A primary characteristic of a culture is the language. Language has been identified as “the symbolic representation of a people, since it comprises their historical and cultural backgrounds, as well as their approach to life and their ways of living and thinking.” (Brown cited by Jiang) The importance of language therefore suggests the significance of preserving the cultural language to better protect the minority cultures.; Hhowever the insignificant number of users for the minority language oftentimes leads the majority culture to overlook the language, thereby undermining the culture’s security. In Given Rawls’ theory on justice, unequal product contingencies...
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...process of women and minorities it is a good idea to have an outside consultant, such as myself, pinpoint ways to avoid discrimination in the present and future. In order to meet legal requirements of women and minority workers, General Motors need to implement the Affirmative-Action program. The affirmative-action program increases the representation of minorities and women by taking extra effort to attract and retain minority and women employees (Noe, 2013). I do not recommend that GM implement the affirmative-action program based on quotas but on qualified candidates and those who are willing to learn. Title VII of the Civil Rights Act of 1964 should also be implemented because it prohibits employers from discriminating against individuals because of their race, color, religion, sex, or national origin. Also the Pregnancy Discrimination Act of 1978, which is an amendment to Title VII, should be implemented since it protects employees from discrimination based on pregnancy, childbirth, or related medical conditions to be a form of illegal discrimination (Noe, 2013). General Motors goes beyond legal requirements of avoiding discrimination by having various groups in leadership positions. Over one-third of the directors in GM are women. For women and minorities to work for a company GM also has employee resource groups for women, Asian Indians, Chinese and other origins as well as gay, lesbian, and transgender (LGBT) employees. GM does not only hire minorities but also trains and...
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...fine each of these terms? aTe two key terms in okin's arlrcle' How does she de- originallypublisheditlheBostonReview,october/November199?'ReprintedinsusanMollerOkin'IsMulticulc' Nussbaum (Princeton: PrinceMatthew Howard' and Martha turalism Bad for women? edited by Joshua cohen, Press, 1999). ton UniversitY Chapter 7 . Gender 287 2. Why, according to Kymticka, do certain minority groups deserve special group rights? 3. \Mhat is the liberal response to Okin's crlttque?'Nhatrejoinder does Olcrn offer to this response? Until the past few decades, minority groups-immigrants as well as indigenous peoples-were typically expected to assimilate into majority cultures. This assimilationist expectation is now often considered oppressive, and many Western countries are seeking to devise new policies that are more responsive to persistent cultural differences. The appropriate policies vary with context: Countries such as England with established churches or state supported religious education find it hard to resist demands to extend state support to minority religious schools; countries such as France...
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...Assess the view that, for minority ethnic groups, the practice of religion and membership of religious groups in mainly a form of cultural defence. (33 marks) A question on religion is very hard to answer as religion and how religious ethnic groups are is difficult to measure. For example, when investigating as to whether someone is religious or not we may use a questionnaire that involves questions like, "How often does someone visit a sacred place?” This question can be criticised because a child may go to church every week but only because their parents make them, this doesn't mean that they are religious. Equally a person may not be able to attend for practical reasons but they would still consider themselves religious. Religiosity is not like height, where we have set measurements. It is subjective and not easily operationalised. Ethnicity describes ancestry, heritage, religion, nationality and language. Ethnic groups are sub groups that share cultural characteristics and individuals can decide as to whether they like those characteristics and want to join their group or not. An ethnic minority groups is one which is different from the majority population and whose cultural identity and beliefs differ from the main set of religious practices. Cultural defence is where religion serves to unite communities against external threats. In these situations religion is significant, the reason for this is that religion symbolises groups of collective identity defending communities...
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...those from a variety of racial and ethnic backgrounds as well as other minority groups. According to the Bureau of Justice Statistics, racial and ethnic minorities in state and local agencies made up 23.6 percent of full-time sworn personnel in 2003, up from 14.6 percent in 1987. Women accounted for 11.3 percent of officers in 2003 up from 7.6 percent in 1987. While the numbers are increasing, the profession continues to seek greater representation of women and minorities in its ranks, and many agencies are actively and aggressively recruiting these demographics. For many agencies, particularly those serving large immigrant communities, the need for racial and ethnic minorities extends far beyond traditional groups. Furthermore, as agencies look for officers who mirror their communities, they are also extending their definitions of diversity. From this perspective, diversity can include religion, sexual orientation, age, family background or occupation, and even neighborhood or high school. Law enforcement requires a unique blend of traits and characteristics. Some of these include •empathy •effective communication •compassion •intelligence, and •the ability to relate to people on a personal level. These are traits anyone can bring to the table regardless of gender, ethnic heritage, or background. Law enforcement is a field that respects and encourages individuality. Being a member of a minority group will not limit your ability to become a law enforcement officer...
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...Research Paper The experience of ethnic minority workers in the hotel and catering industry: Routes to support and advice on workplace problems Ref: 03/06 2006 Prepared by: Tessa Wright and Anna Pollert (Working Lives Research Institute, London Metropolitan University) Funded by Acas and the European Social Fund For any further information on this study, or other aspects of the Acas Research and Evaluation programme, please telephone 020 7210 3673 or email research@acas.org.uk Acas research publications can be found at http://www.acas.org.uk/index.aspx?articleid=405 ISBN 0-9554830-0-X ISBN 978-0-9554830-0-4 The Experience of Ethnic Minority Workers in the Hotel and Catering Industry: Routes to Support and Advice on Workplace Problems Ref: 03/06 2006 Prepared by: Tessa Wright and Anna Pollert (Working Lives Research Institute, London Metropolitan University) Funded by Acas and the European Social Fund Acknowledgements The authors would like to thank the European Social Fund and Acas for providing financial support to the project, and Acas staff also for their guidance during the project, in particular Margaret Fox, Anthony Gould and Gill Dix. The project benefited greatly from the contributions of the Project Advisory Group, both in suggestions made on methodology, access and content at meetings, and help in accessing research participants. Many individuals and organisations helped us in gaining access to workers to interview...
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...our families for their support and encouragement while writing the thesis. And finally, We wish to thank all our friends who believed in us and were supporting through the period of our work. Abstract The aim of this research is twofold. Firstly, to analyze the historical data of the ethnic minority integration problems in Georgia and then to come to a reliable decision how to improve existing situation. Secondly, to contribute to national integration strategy and action plan. The data sets used in this study have been derived from USAID and UNAG reports, also the data were collected and analyzed by the freshmen of MA in finance. The main body of this paper contains a comparative analysis of national integration and tolerance in the places such as Rustavi and Bolnisi. The concluding section summarizes main findings, points out the problem of national integration and tolerance in Kvemo Kartli region and suggests the need of comprehensive solutions that combine Governmental regulations, social activities, people`s behavior, and political approaches to this complex problem. As a result many tendencies such as people`s intolerant attitude, separated life, the passivity of ethnic minorities in public life, participation in community, etc. were outlined. Also identifies future research avenues. This paper is a final report. The research has been conducted by three freshmen and was divided into two parts: qualitative and quantitative, included two cities: Rustavi and Bolnisi. The...
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...Question 1 Section 1 1.1 – P1 – US has maintained a certain degree of dominance in the region that has ensured some degree of regional stability. P2 – A fundamental branch of Chinese soft power and a cornerstone of the Beijing consensus is the multilateralism that characterizes China’s shifting diplomacy. P3 – The rise of East Asian multilaterals in the wake of the Asian financial crisis and the formation of new regional bodies, such as ASEAN +3, has been a direct response to the failures of APEC and the IMF. Conclusion – The harmonious engagement of regional actors in multilateral frameworks has significant capacity to contribute to regional stability, rendering Washington’s role as an extra regional balancer redundant. The rise of a unified East Asia will undoubtedly recalibrate regional security arrangements. 1.2 – The US is a regional balancer due to its hub-and-spoke system. Many theories support this such as hegemonic stability theory, which priorities unipolarity challenges from disputing the status quo but with the failure of IMF and China’s diplomacy shift, China has a more active role with the region becoming more influenced by Beijing Consensus. Regional collaboration has increased with ASEAN +3 of Japan, China, and South Korea. This shows a power shift away from the hub-and-spoke alliance system (Ward, Alex. 2013). Section 2 US will not be the indispensable power in East Asia in the time to come as they are slowly losing their power because ASEAN +3 are...
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...to a new culture and learn a new language. The faster the better because in order to be able to survive a needed to find a job. The questions were what kind of job? What skills did a have to be able to find a job? Where to look for a job? As I was trying to answer these questions and starting to look for a job; I realized that Latinos are a minority in this country. I m a Latino, I am part of that minority. I had no doubt that I was about to face a hard experience in my life. I knew that having almost no skills, I had to take whatever job I got offer. The job was picking up dirty dishes and clean tables at a restaurant, always working really hard and barely talking to people, my vocabulary was not good enough. I was really tired all the time because of all the physical work, but the most frustrated part was not being able to communicate, communication is essential for human beings. In comparison to the majority I was in a visible disadvantage. This was one of the hardest experiences in my life but it helped me to change my perspective and ideology towards life. I am in favor of reverse discrimination because by giving to minorities the opportunity to get the jobs, or to get into the schools that they are applying for, we are giving them the tools to succeed, they can also play as role models for that minority, having better jobs and being better educated, they represent a good human capital for our society. It is time to think about minorities, what makes this country unique...
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...Page 10 VI. CONCLUSION…………………………………………………..…….Page 11 VII. REFERENCES……………………………………………………..…..Page 12-13-14 VIII. APPENDICE…………………………………………………………..Page 15 I. ------------------------------------------------- INTRODUCTION The recent growth of new ethnic populations in Western societies raised lots of issues. In fact, the ethnic activity is not any more a question of historic interest; nor is it the concern of the company. Because new ethnic populations grew at the same time as Western economies, they are in a phase of slow growth and are facing the massive technological challenge; the ethnic adaptation and the mobility are central questions. (Waldinger 1990). In Europe, the activities managed by persons of minority ethnic groups were always present, but changeable historic circumstances increased jutting out to them and visibility during the last decades. First of all, the important immigration of former colonies of Southern Europe and North Africa led to a considerable migration. Secondly, thirty years of economic change caused a fundamental transformation of the labor market and a general change of the employment in big companies to the independent work in young companies. This tendency struck certain groups of immigrant much harder than the other native populations, which is reflected by the higher...
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...P5 The role of the Public Services in promoting Equality and Diversity .The methods used by Public Services to ensure they have a diverse workforce Are the following: * Bullying and Harassment at work Policies * Policies designed to prevent bullying * They state what should be done if it happens * State responsibility is up to the individual Policy / procedures to prevent discrimination and promote equality and diversity: * Equal opportunities procedure * Grievance procedure * Bullying and harassment * Anti-discrimination * Complaints procedure P5 Georgia Johnson S188918 Citizenship assessment Equal opportunities - These policies are set out to say how employees should be treated in terms of recruitment selections, training or promotion. The policies are mostly based on codes of practice issued by Equality and Human rights commission Complaints procedure- Each ups service will have a complaints procedure to follow , and to be able to use my general public or other organisations to report poor service or any other issues that they may have or concern. For example the police complaints commission deals with complaints against police officers or for the behaviour and conduct in one or more officers during incidents or arrests. Grievance procedure – Is a standardised list of procedures and steps which should be taken when an employee has an issue or a problem which cannot be solved on an informal basis, e.g. unfair treatment...
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...Introduction : For the past decades Britain is becoming increasingly diverse country. Ethnic minorities make up one third of the population. According to the 2001 Census 92% of the total population are identified as white and approximately 7.9 % of the population (ONS2001) belong to ethnic minority. Even though some improvement has been made in the labour market during the past 40 years, researches prove that ethnic minority workers are experiencing high levels of unemployment and lack of suitable employment opportunities. If compared to british or other white , the ethnic minorities in the Uk are mainly engaged in non professional low paid jobs. However some researches prove that not all of the ethnic minority workers are suffering from lower level of employment. Indian and Chinese groups for example have high levels of employment in professional jobs. Other groups are not showing the same tendency. Pakistani and Bangladeshi are mainly doing unstable and low paid jobs.Black Carribean, Black Affrican and other Black groups are standing somewhere in between. The question here is what is missing for those people to be in equal position with their conterparts? The aim of this review is to outline specific career development programmes for both ethnic minority workers and for workers in gender untypical occupations. The focus will be on the position of unemployed ethnic minorities in the labour market and how labour market training programmes help for better labour market opportunities...
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...Teeth is a novel written by Zadie Smith that tells a story about how culture and power coexist. Smith closely examines how culture and power play a part of everyday life. White Teeth takes place in London, UK, and it focuses on the lives of many individuals with different backgrounds and cultures. In the London from White Teeth there is a strong relationship between culture and power and it shows how they intersect. In the London portrayed in White Teeth power can dominate cultures, and dominant cultures can oppress and make other smaller cultures feel unwelcome. Culture and power can be conflicting towards one another. Throughout this novel we can see how power clearly dominates over culture. Cultures can be often disregarded if it is a minority from where they are located. This novel illustrates how power often defeats culture. One way to show the superiority of power over culture is how culture plays a role in one’s community. Samad, a character from the book, is a Muslim from Bangladesh; he has been living in London since the end of World War 2. Samad has two twin boys, Magid and Millat, and they attend school in London. While they were in school they were supposed to participate in The Harvest Festival. Samad was unhappy about this because he wanted his children to be able to participate in other Bangladesh cultures and holidays that pertained to his religion. Samad brought up his unhappiness at a parent meeting at the school that the lack of different cultures was unfair and...
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...Assess the view that ethnic minority pupil’s underachievement in education is the result of teacher labelling and racism (20 marks) A students ethnicity can be a large influencing factor on their education, many teachers are racist, labelling students on their ‘race’ or ethnicity. A person’s race is the biological differences from person to person, for example skin colour. Whereas ethnicity entirely depends on the individual. Ethnicity is influenced by numerous factors such as ancestry, experience of racism, language, geographical location, and so on. According to the question being of an ethnic minority causes underachievement, meaning that white British students should be achieving highest in the UK. This is not the case, many ethnic minorities achieve better results than white British students. According to government statistics, Chinese and Indian students received the highest percentage of grades of grades A* to C at GCSE in 2010/11. White British pupils are the mid achieving students, with Pakistani and Black Caribbean students achieving the lowest GCSE results. Many teachers label their students, due to stereotypical or racist viewpoints they hold and this can often to lead to underachievement. According to Gillborn and Youdell (2000), teachers are quicker to punish black students than others of different ethnicities for similar behaviour. This leads to many black students being anti-school, rejecting education and then underachieving. Mirza (1992) found after studying...
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... it is equally important to remember the advantages of becoming diverse domestically. According to Guffey and Lowey (2001), diversity comes in many forms. Race, age, ethnicity, gender, physical abilities and religion are only six of the endless qualities that make up diversity. Fortunately, American corporations have begun to raise the bar when it comes to diversity in the workplace. What makes a company successful at fostering diversity? Daniels (2004), identifies a few strategies that companies are using to foster a healthy diverse culture. Companies begin by interacting with outside minority communities such as colleges where minority groups are well represented. While on these college campuses they participate in job fairs where they offer internships or job positions to qualified minority students about to graduate from college. After a company successfully hires a person within a minority group, they offer formal training and leadership development programs. The programs are designed to provide enough tools and resources to retain that employee with the idea of eventually promoting the employee within the company. Further, the company also provides a senior manager who is supportive of the diversity efforts and is...
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