...[EOC] The EOC worked to try to eliminate sex discrimination: By providing advice and information to the public about their legal rights, what options they have, and the next steps they can take. By 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...
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...Courage to challenge Role model 2 4–7 4 6 8–46 9 10 14 17 20 23 26 30 33 36 39 42–51 43 44 45 46 47 48 49 50 51 1 Profession Map – Our Professional Standards V2.4 INTRODUCTION Introduction DESIGN AND ARCHITECTURE The CIPD Profession Map sets out standards for HR professionals around the world: the activities, knowledge and behaviours needed for success. Use the standards in the CIPD Profession Map for you and your organisation to: • define great HR • diagnose areas of success and improvement • build HR capability • recognise achievement through professional qualifications and membership. By the profession, for the profession BANDS AND TRANSITIONS Based on research and collaboration with organisations around the world, and continuously reviewed and updated with our research, essentially the CIPD Profession Map shares what the most successful HR professionals know and do at every stage of their career, which is proving to be a powerful tool. A wide range of organisations and HR professionals are now using the CIPD’s Profession Map to benchmark and build their HR capability at individual, team, function and organisation levels. Who is it for? Since its launch in...
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...Skilled influencer 46 Personally credible 47 Collaborative 48 Driven to deliver 49 Courage to challenge 50 Role model 51 1 Profession Map – Our Professional Standards V2.4 Introduction The CIPD Profession Map sets out standards for HR professionals around the world: the activities, knowledge and behaviours needed for success. Use the standards in the CIPD Profession Map for you and your organisation to: • define great HR • diagnose areas of success and improvement • build HR capability • recognise achievement through professional qualifications and membership. By the profession, for the profession Based on research and collaboration with organisations around the world, and continuously reviewed and updated with our research, essentially the CIPD Profession Map shares what the most successful HR professionals know and do at every stage of their career, which is proving to be a powerful tool. A wide range of organisations and HR professionals are now using the CIPD’s Profession...
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...- Diaspora/transnational communities – relationships in the ‘hostland’, relationships with the ‘homeland’ – transnationalism and integration in the homeland TYPES Victim Labour Imperial Trade Deterritorialised New ideas Characteristics of diaspora: key features they have in common - Dispersal: - Or – Expansion - Memory of homeland – idealisation of home. - Idealisation of the ancestral homeland – - Development of a return movement to the homeland – transnationalism. - A strong ethnic group consciousness – based on distinctiveness, common history, common cultural and religious heritage - ‘troubled’ relationship with host societies – integration – suggesting a lack of acceptance: Mazzucato research below. - empathy with co-ethnic members in other countries of settlement. Aided by electronic communication, Skype, email, facebook, cheap phone calls, cheap flights. - possibility of a distinctive, enriching life in host countries – integration – those with a tolerance for pluralism, anyway. INTERSECTIONS WITH LANGUAGE ISSUES Emerging from diaspora/transnational communities. New forms being researched/written about: 1. Rampton: Crossing. 2. Translanguaging – Blackledge & Creese (2010), 3. Preece – posh and slang in HE, her book/phd thesis looking at this issue....
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...Purpose - The purpose of this 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...
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...private sector organizations Public relations support for international branding and market entry The importance of internal communications during international mergers The integration of public relations and marketing communications Business-to-business communication The cases examined in this book demonstrate the breadth of contemporary public relations practice and the increasing importance of the public relations function in both public and private sector organizations worldwide. Danny Moss is Co-Director of the Centre for Corporate and Public Affairs at the Manchester Metropolitan University, and Course Leader for the University’s Master’s Degree in Public Relations. His previous publications include Perspectives on Public Relations Research (1999), co-edited with Dejan Vercic and Gary Warnaby, also published by Routledge. Barbara DeSanto is Assistant Professor at the School of Journalism and Broadcasting, Oklahoma State University, where she teaches graduate and...
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...Legislation on Wildlife Trade in Singapore and Vietnam Abstract At the centre of biodiversity conservation and sustainable development lies wildlife trade. Humans, especially the less affluent, depend on forests and wildlife for food and income (Nijman, 2010). With globalization and economic development, consumption of wildlife is increasing as wildlife is considered delicacies, medicines, and pets, particularly by the Asians (Nyugen & Thach, 2014). To prevent the overexploitation of wildlife, and to protect nature for present and future generations, governments around the world have implemented laws and policies to control and to ensure the sustainability of wildlife trade. However, despite the governmental efforts to reduce illegal wildlife trade through captive breeding or artificial propagation, it is still flourishing. This chapter discusses, compares, and evaluates the legislation regarding wildlife trade particularly in Singapore and Vietnam, which are popular ports for wildlife trade due to their strategic locations (Neo, 2014; Nyugen & Thach, 2014). The chapter also reflects on the strengths and weaknesses of the laws, and suggests possible improvements. Introduction Wildlife trade refers to any sale or exchange of wild animal and plant resources by people (TRAFFIC, n.d.). While it has been exploited and consumed for thousands of years as food, medicine, pets, trophy, a source of income, and private collections, the trade has been increasing at an unprecedented...
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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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...es acculpa dolecae. Re nes eum nescimos inci dolum venihilitem ius, aut earchic ideriss equam, omnim nonet voles est quaere reptas am fugiatiis et rempelibus alibus. Ommost od et ulpa quid et mo blaut odi testios et, officia sitaqua sperum ipid qui blandaecus aperum dit vidis vollenda nimporr ovitatem nonet accusdaeris et aut earchilique porent. Itat odis nulpa se proreni sinciae. Ent eatur, coria voluptation ex et estionet remporporum quid ma culpa quate mincil moloria ndaestrunt. Minctas mi, tesciis delesti stiorrorest modipic iusdaniata nobit et lamet eum fuga. At rerspid itempor as quunt ationet omniendipis vendios con nulluptur, si deles pos magnam incid quos delique essequam nes dendis sae poremqui dit occabora in est, nimuscitiore di omnimodit quatum voluptas acerupit invenim inienimet volorecabo. Nam, ni omnis min res experio. Et omnimil lestruptate in est, ium volupis delest lique lab illoritatus. Henihit atiorestia dolor sit perspel endignis quo mod mincit quist fugit inci qui rehenis repero mo voles management in practice Riassi dentiumquam, officiis aligenihita nossimint. For Certificate IV BSB41013 and Diploma BSB50613 ly volorrum rehent officabo. Corio maiore ni ullore quis et quaecepremo et on Lisimaxi magnihicit esciendit que eratem. Non eos ipsam quo to maximagnam human resource management in practice e ese ped eveliquis il mi, ommolup tatinis etur sequiscienis autaque earibus. pl alitior estrund emquodiatur...
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...we develop a theoretical framework that explains how social class distinctions are sustained within organizations. In particular, we intro- duce the concept of “class work” and explicate the cognitions and practices that members of different classes engage in when they come in contact with each other in cross-class encounters. We also elucidate how class work perpetuates inequality, as well as the consequences of class work on organizations and those at the lower end of the organizational hierarchy. By examining microlevel interactions and how they become institutionalized within organizations as prevailing rules and practices, we contribute to both institutional theory and the sociology of social class differences. We encourage future research on social class and discuss some of the challenges inher- ent in conducting it. Several contemporary developments—includ- ing the financial crisis of 2008 (Rajan, 2010), the shrinking of the middle class (Leicht & Fitzger- ald, 2007), and the rise of the “new poor” in America (Cohen, 2010)— have reinjected the is- sue of social class differences and inequality (Stiglitz, 2012) into contemporary discourse. Within organization studies, however, social class has received only scant consideration (cf. Castilla & Benard, 2010; Dacin, Munir, & Tracey, 2010; Scully & Blake-Beard, 2006). While two re- cent exceptions report the consequences of class differences on individual behavior at work (Coté, 2011; Fiske & Markus, 2012), this work...
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...This week's graded topics relate to the following Terminal Course Objectives (TCOs): A | Given an organizational requirement to conform business practices to both the law and best ethical practices, apply appropriate ethical theories to shape a business decision. | I | Given specified circumstances of a business decision to expand to international markets, determine what international legal requirements or regulatory controls apply. | Topics for This Week's Discussion * Introduce yourself to your professor and the rest of the class. (not graded) * Thread over TCO A/I (graded) * Ethics and Patent Rights Post 9/11 (graded) * Q & A Forum for your questions and comments (not graded) | | There is a drop down arrow next to the "Select a Topic" box. Click on this arrow to select topics for discussion. | ------------------------------------------------- Top of Form Select a Topic: Bottom of Form The World Bank Situation (graded) | Class, please read Chapter 2, problem 5 from the Jennings text, p. 72. This week, we will discuss the Wolfowitz situation at the World Bank. Consider the questions at the end of the problem as you make comments in the threads this week. What are the ethics here? Was Wolfowitz trying to do the right thing? Does that make a difference ethically? Throughout the week, I will bring in further questions. Be sure to read the lecture and the international ethics article stated in your reading for the week as well. | ...
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...Annual Report 2010 Our objective is to be the recognised leader in Nutrition, Health and Wellness and the industry reference for financial performance Table of contents 2 6 7 8 10 12 14 18 22 26 27 28 38 40 42 44 46 48 Letter to our shareholders Board of Directors of Nestlé S.A. Executive Board of Nestlé S.A. Creating value for society UN Global Compact – Communication on Progress The Nestlé Roadmap to Good Food, Good Life Competitive advantages Growth drivers Operational pillars Financial review Principal key figures (illustrative) Overview Management responsibilities: Food and Beverages Leading positions in dynamic categories Geographic data: people, factories and sales Corporate Governance and Compliance Creating Shared Value Key Performance Indicators Shareholder information Accompanying reports Creating Shared Value and Rural Development Summary Report 2010 Corporate Governance Report 2010; 2010 Financial Statements The brands in italics are registered trademarks of the Nestlé Group. Key figures (consolidated) E I 1 1 1 In millions of CHF (except per share data) Sales EBIT (Group) Earnings Before Interest, Taxes, restructuring and impairments as % of sales EBIT (Continuing operations) Earnings Before Interest, Taxes, restructuring and impairments as % of sales (Continuing operations) Profit for the year attributable to shareholders of the parent Net profit (a) as % of sales as % of average equity attributable to shareholders of the parent...
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...'Vhat'Ve Can't A Guide J. Budzisze wski WHAT WE CAN’T NOT KNOW J. BUDZISZEWSKI WHAT WE CAN’T NOT KNOW A Guide Revised and Expanded Edition IGNATIUS PRESS SAN FRANCISCO First edition published by Spence Publishing Company, Dallas, Texas ©2003 by J. Budziszewski All rights reserved Cover illustration: Comstock/Fotosearch.com Cover design by Sam Torode ©2004 Spence Publishing Company Used by permission Published in 2011 by Ignatius Press, San Francisco ©2003, 2011 J. Budziszewski All rights reserved ISBN 978-1-58617-481-1 Library of Congress Control Number 2010927673 Printed in the United States of America To my grandparents Julian and Janina Budziszewski, long departed, not forgotten The mind of man is the product of live Law; it thinks by law, it dwells in the midst of law, it gathers from law its growth; with law, therefore, can it alone work to any result. —George MacDonald CONTENTS PREFACE TO THE SECOND EDITION A New Phase of an Old Tradition ix PREFACE TO THE FIRST EDITION Whom This Book Is For xix ACKNOWLEDGMENTS xxiii INTRODUCTION The Moral Common Ground 3 I THE LOST WORLD Things We Can’t Not Know 1 2 What It Is That We Can’t Not Know 3 Could We Get By Knowing Less? II EXPLAINING THE LOST WORLD 4 The First and Second Witnesses 5 The Third and Fourth Witnesses 6 Some Objections vii 19 29 54 83 93 116 viii WHAT WE CAN’T NOT KNOW III HOW THE LOST WORLD WAS LOST 7...
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...PRECISION: A COLUMN WHEEL TO COORDINATE ALL THE CHRONOGRAPH FUNCTIONS, A VERTICAL CLUTCH DESIGNED TO IMPROVE THE ACCURACY OF STARTING AND STOPPING THE TIMING FUNCTION, A LINEAR RESET FUNCTION, AND A DOUBLE BARREL TO ENSURE UNRIVALED TIMEKEEPING. 18K PINK GOLD 42 MM CASE, MECHANICAL MANUFACTURE CHRONOGRAPH MOVEMENT, SELF-WINDING, CALIBRE 1904-CH MC (35 JEWELS, 28,800 VIBRATIONS PER HOUR, APPROXIMATELY 48 HOUR POWER RESERVE), CALENDAR APERTURE AT 6 O’CLOCK, 18K PINK GOLD OCTAGONAL CROWN, SILVER OPALINE SNAILED DIAL, GOLD FINISHED CHAMFERS. ALLIGATOR STRAP. EXPLORE AND SHOP WWW.CARTIER.US - 1-800-CARTIER hbr.org January–February 2014 Contents 53 SpoTlIghT on TalENT aND PErformaNCE 54 IDEo’s Culture of helping Research at one office of the design firm revealed four keys to encouraging helpfulness among colleagues. Teresa Amabile, Colin M. Fisher, and Julianna Pillemer 62 building a game-Changing Talent Strategy BlackRock has succeeded in managing the tensions between strategic and operational, collective and individual, global and local, enduring and regenerative. Douglas A. Ready, Linda A. Hill, and Robert J. Thomas 70 how Netflix...
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...Oracle® Trading Community Architecture Reference Guide Release 12.1 Part No. E13569-04 August 2010 Oracle Trading Community Architecture Reference Guide, Release 12.1 Part No. E13569-04 Copyright © 2003, 2010, Oracle and/or its affiliates. All rights reserved. Primary Author: Ashita Mathur Contributor: Ajai Singh, Amy Wu, Anish Stephen Avinash Jha, Harikrishnan Radhakrishnan, Leela Krishna, Nishant Singhai, Ramanasudhir Gokavarapu, Shankar Bharadwaj Oracle is a registered trademark of Oracle Corporation and/or its affiliates. Other names may be trademarks of their respective owners. This software and related documentation are provided under a license agreement containing restrictions on use and disclosure and are protected by intellectual property laws. Except as expressly permitted in your license agreement or allowed by law, you may not use, copy, reproduce, translate, broadcast, modify, license, transmit, distribute, exhibit, perform, publish or display any part, in any form, or by any means. Reverse engineering, disassembly, or decompilation of this software, unless required by law for interoperability, is prohibited. The information contained herein is subject to change without notice and is not warranted to be error-free. If you find any errors, please report them to us in writing. If this software or related documentation is delivered to the U.S. Government or anyone licensing it on behalf of the U.S. Government, the following notice is applicable: U.S...
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