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www_sociologylens_net_article-types_news_journal-diversity-inclusion-research_45526_attachment_dvr-f | diversity | SIMILARITY: 0.4025
The Ethnicity of White Americans: Hidden or All-Pervading? 16th October 2012 by admin · Published 16th October 2012
A Covid Cry: adjusting, adapting & extending 14th December 2020 by Bethan Prosser · Published 14th December 2020 |
isposting_com_tag_learning-and-development_ | diversity | SIMILARITY: 0.4200
Bias in the workplace is a pervasive issue that can hinder employee morale, impede diversity and inclusion efforts, and ultimately… |
theadelantemovement_com_category_inspiration_rich-latinas_ | diversity | SIMILARITY: 0.4314
Nicole Akoukou Thompson,
latinpost.com – Dec 2, 2015
People en Español and Essence linked up with Fortune and Great Place to Work to choose which U.S. companies best met the needs of multicultural employees. Also, they learned which companies selected diversity as one of their top priorities and which offered the best environment for Hispanic employees, with regards to pride, atmosphere, rewards, ... |
diversitymbamagazine_com_recognition_50-out-front_ | diversity | SIMILARITY: 0.5014
Diversity MBA’s “50 Out Front” showcases companies and organizations that make a strategic effort to implement intentional strategies for women and managers of diverse backgrounds to advance to leadership roles. DiversityMBA emphasizes how companies are championing recruiting efforts that result in a diverse and targeted talent selection for management opportunities. The pipeline development of emerging leaders is a focus for this year’s survey, as well as how impactful companies are with sustaining inclusive cultures and talent retention.
Complete the annual benchmarking survey for the Best Places to Work for Women and Diverse Managers recognition. |
wordp-appli-fa7drhu5nn26-1285709079_us-east-1_elb_amazonaws_com_tag_generations_ | diversity | SIMILARITY: 0.4608
Why Every Generation is Important to Your Workplace
A workforce that finds success in diversity doesn’t only accept all races and genders – it accepts every generation. Having a wide range of ages on your team is a fantastic way to utilize a varying set of strengths to reach higher heights and hear new perspectives. The modern workforce is currently made up of […] |
diversityjournal_com_4597-embracing-constraints_ | diversity | SIMILARITY: 0.5452
by Alexis S. Terry
Director of Diversity and Inclusion
ASAE
Pick up any any book on diversity or attend a training program and chances are good that you will receive the following advice: Learn to assess individual lenses and biases, understand EEO law and organizational change theory, set measurable targets for recruitment and retention, develop a strategic plan that connects diversity goals to the organization’s bottom line, seek board and senior leadership buy-in and commitment for plans, set up affinity groups, yadda yadda.
“Soon the stack of doing diversity grows so tall it can be tough to see the things you should really be focused on.”
Ever find yourself working on more with less clarity about why? I try not to let my training in diversity interfere with my hard knocks education about diversity practices that sometimes work and don’t work in nonprofit organizations. It’s not easy.
It’s easier to say yes. Yes to recycled diversity practices labeled as “best” practices, yes to another program, yes to a small but vocal group of rabble rousers, yes to enthusiasm over usefulness. Soon the stack of doing diversity grows so tall it can be tough to see the things you should really be focused on.
With roots in Washington, D.C., and a workplace located near the Smithsonian museums, I find myself seeing more and more similarities between art work in museums and diversity work in nonprofits.
A great museum is not made by putting all the art into one room. That’s a stockroom. Similarly, not everything we know, want, or can do in diversity belongs in our organization. What makes an effective museum curator and diversity practitioner is the ability to stick to what’s truly essential. Someone says no. There’s an editing process and constant scanning of stuff to remove, simplify, and pare down until we are left with only the most important stuff. As a result of embracing constraint, our stakeholders are clear about what’s important to our organization.
Try it out. Here are three simple but important questions to use when applying a curator’s lens to your work:
Why are you recommending or working on ________? Take a look at your key diversity projects and priorities. Describe the value, not just the vision, of this recommendation or work.
What organizational problem are you solving? Are you solving a real or an imaginary problem? Was something not possible before that should be possible now?
Are you contributing something useful or just making a contribution? Is what your working on really going to change anything? If the answer is no, then why add it? If you had to launch your idea in two weeks, what would you cut out? Funny how a question that imposes a constraint can create clarity. Constraints can be advantages in disguise.
This article has been sponsored by:
ASAE
Alexis S. Terry
Director of Diversity and Inclusion
ASAE
Alexis Terry is director of diversity and inclusion at ASAE: The Center for Association Management in Washington, D.C. ASAE is a membership organization that serves 22,000 association executives. To read more about ASAE and its D+I Strategy, visit www.asaecenter.org. |
scholarshare_temple_edu_handle_20_500_12613_10954 | diversity | SIMILARITY: 0.4561
Diversity, Equity & Inclusion within the Academy –Rhetoric or Impact? Experiences of Black Women DEI Leaders Post the 2020 Racial Reckoning
Genre
Thesis/DissertationDate
2024-12Author
Hall, NaimaAdvisor
Johnson, Jennifer MCommittee member
DuCette, JosephDavis, James E
Brooks, Wanda
Department
Educational AdministrationSubject
Higher education administrationPermanent link to this record
http://hdl.handle.net/20.500.12613/10954 |
chambermk_co_uk_member-offers_this-is-us-diversity-impact-business-conference-awards_ | diversity | SIMILARITY: 0.4753
This Is Us Diversity Impact Business Conference & Awards
Member Offers
This Is Us Diversity Impact Business Conference & Awards
Members can get a 10% discount off the full price of the Conference or Gala Dinner Awards table ticket price by entering code CHMKTIU23.
‘Our conference and awards will promote the values of equality, diversity and inclusion and aims to raise awareness, educate, and inform companies about D & I in the smaller hubs outside London. The one-day event will consist of a conference, followed by a prestigious awards ceremony.
‘The awards are designed to celebrate the vast achievements of businesses in D&I and raise a glass to everyone for the part they play. It’s all about supporting and improving corporate cohesion and productivity in teams by championing inclusivity and diversity for all people in an organisation.
‘We have chosen a venue that is a very central point in the UK, making the event easy to access from all parts of the Midlands and East Anglia region.’ |
acmwebvm01_acm_org_opinion_articles_253136-reducing-racial-bias-in-ai-models-for-clinical-use_fullte | diversity | SIMILARITY: 0.4020
Supriya Kapur is affiliated with Mailman School of Public Health, Department of Sociomedical Sciences, Columbia University, New York, NY, USA.
Artificial intelligence (AI) models built for clinical tasks show clear patterns of discrimination against patients of color. This discrimination, however, may not show up as an error when training or testing, as the data themselves are likely to be error-ridden, in the form of misdiagnosis or prognosis, for minority patients.
A Letter to the Editor contends that many calls to correct racial bias focus on traditional methods of diversifying datasets to include more minority patients, or even consulting social scientists when creating and evaluating datasets and model performance. While these actions may be helpful to some extent, they fail to address the root cause, which is the incorrect clinical data. Researchers are expected to build models that closely emulate clinical data, which inadvertently include the racial bias.
From Nature Machine Intelligence
View Full Article
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diversityjournal_com_4226-seven-steps-to-effective-diversity-management_ | diversity | SIMILARITY: 0.5277
by Julie b. Kampf
CEO and President
JBK Associates, Inc.
Once upon a time, diversity was regarded as a matter of employment equity or affirmative action…an idea now as outmoded as cassette tapes. In today’s world, a diverse workforce is widely regarded as a key business imperative and should be incorporated into every organization’s strategy. A diverse workforce can deliver better decision-making, better products and services, happier customers, increased productivity and a better bottom line. According to FORTUNE magazine, companies that enjoy a diverse and inclusive culture outperformed the S&P 500.
In 1996, there were fewer than 10 executives nationwide responsible for diversity. Today, almost every Fortune 100 company has one. However, surveys consistently report that diversity management is not well understood.
Successful diversity management is about unleashing the rich and diverse potential of an entire workforce. Here are seven steps to build a better diversity strategy:
Define your terms. Everyone has a different idea about what diversity means. Beyond race and gender, it can also include but is not limited to considerations of age, ethnicity, religion, sexual orientation, mental and physical capabilities, gender identity, family status, language, opinions and working style. Define diversity for your organization as there is no one-size-fits-all solution.
Be realistic. When setting goals, involve everyone who has a responsibility for diversity, from the CEO on down, as buy-in is critical. But also manage their expectations. Diversity management is complex and not every company will advance at the same pace.
Build in metrics. Diversity management should measure progress toward specific, quantifiable long- and short-term goals.
Assemble your resources. You can’t achieve your goals as a company if you don’t have the right human or fiscal resources in place. Just by saying you want to become a diverse organization doesn’t guarantee that you will get there.
“Successful diversity management is about unleashing the rich and diverse potential of an entire workforce.”
Set up a system. Talent acquisition is about attracting the best talent from a pool of outstanding individuals of diverse backgrounds. Once you’ve attracted the talent, you must enable them to become part of the established culture of your organization.
Educate. Everyone needs to be trained. Managers must be educated about the benefits of diversity and the processes necessary to achieve it. Employees must be given the coaching, mentoring and skills they need. Without training, you risk losing your best talent to your competitors.
Demonstrate CEO support. Employees take their cues from the top, so your most senior executive must be able to articulate the business case for diversity.
Diversity is the creation of an organizational culture where the best people want to work, where everyone is treated with dignity and respect, where people are promoted on their merits and where opportunities for success are available to all. Embedding the principles of diversity management in everything helps in achieving your company’s most ambitious business goals.
This article has been sponsored by:
JBK Associates Inc.
Julie B. Kampf is CEO and President of JBK Associates, Inc. (www.jbkassociates.net), an award-winning executive talent solutions firm that focuses on bringing diverse senior executives to companies across a wide spectrum of disciplines and industries. JBK Associates has been recognized by Forbes, The American Business Awards, and Working Mother Magazine, among others, is a certified Woman Owned Business (WBENC) and member of the UN Global Compact. |
karenerlichman_com_blog_courage_the-mirror-that-is-the-other_ | diversity | SIMILARITY: 0.5284
A recent blog posting from my Courage and Renewal colleague Courtney Martin on the topic of diversity and privilege reminded me that it is possible to engage in meaningful conversation about such potent issues in a manner that fosters genuine human connection as well as deeper capacity for social change.
A relational approach to exploring diversity offers a firm, compassionate look at our relationship to power, privilege and identity. Moving beyond a binary paradigm requires us to face ourselves in the mirror that is the Other.
Change is possible; I’m a living testimony and a humble witness to the possibilities of human transformation.
(thank you Rosanna for this inspiring slide)I’m starting with the man in the mirror
I’m asking him to change his ways
And no message could have been any clearer
If you want to make the world a better place
Take a look at yourself, and then make a change–lyrics from “Man in the Mirror” by Michael Jackson
(couldn’t help myself, love this song) |
www_omnirms_com_edi-training_edi-training-for-leadership-teams_ | diversity | SIMILARITY: 0.4060
Today's candidates want to work for organisations where diversity is visible, and inclusion is standard practice. This is why Omni offers comprehensive training in Inclusive Recruitment for TA teams and hiring managers.
By using current case studies and advanced techniques, Omni’s EDI training programmes enable leadership teams to foster an inclusive environment within the workplace helping to retain and develop diverse talent.
Omni’s EDI training for leadership teams highlights the role leaders play in embedding successful inclusive practices. We develop bespoke programmes for each organisation we work with, to meet your specific needs. Our programmes cover the value of leading teams inclusively, how leaders impact an organisation’s EDI agenda, barriers hindering an inclusive culture, addressing unacceptable behaviours, the complexities of microaggressions, the implications of being a bystander, and understanding laws protecting employees from discrimination.
EDI (Equality, Diversity, and Inclusion) Training for Leadership Teams equips leaders with the knowledge and skills to foster an inclusive environment within the workplace. This training is crucial for retaining and developing diverse talent, as well as embedding successful inclusive practices throughout the organisation.
Omni develops bespoke EDI training programs tailored to each organisation’s specific needs, utilising current case studies and advanced techniques. With their expertise, Omni can provide customised training solutions to meet the unique requirements of leadership teams in fostering an inclusive workplace culture.
The benefits of EDI Training for Leadership Teams include enhanced employee engagement by equipping leaders with skills to address bias and eradicate discriminatory behavior, improved employee retention by creating a sense of belonging, better decision-making through diverse perspectives, and sustainable cultural change by demonstrating a top-down commitment to inclusivity.
Omni’s EDI Training for Leadership Teams covers the value of leading teams inclusively, how leaders impact an organisation’s EDI agenda, barriers hindering an inclusive culture, addressing unacceptable behaviours, the complexities of microaggressions, the implications of being a bystander, and understanding laws protecting employees from discrimination. |
incentiveservices_com_dei-and-organizational-culture_ | diversity | SIMILARITY: 0.4444
DEI and Organizational Culture
There has never been a time in history when diversity, equity and inclusion (DEI) has been more important to company culture than now. The heightened focus, plus the desire of company leaders to directly address the impact on and for their teams, creates an opportunity to bring about change; and an opportunity to develop the strongest, best performing, and most engaged employees ever. This is a change for the better.
Learn more about why DEI matters to your culture and how to optimize the impact of DEI within your organization here!
#CompanyCulture #DiversityEquityAndInclusion #InclusionAndBelonging |
www_philanthropyohio_org_taxonomy_term_24 | diversity | SIMILARITY: 0.4087
Debunking Myths and Removing Barriers to Equitable Change Program Recording
Learn how to debunk common myths that could hinder your foundation's advancement of equity in this Midwest Partnership Series program recording.
Pertaining to Diversity, Equity, and Inclusion
Learn how to debunk common myths that could hinder your foundation's advancement of equity in this Midwest Partnership Series program recording.
The summer Philanthropy Review edition features reflections on three members' experiences in a racial equity learning exchange cohort; considerations to contemplate when looking to partner with a managed IT service provider for your foundation; Dean Jacob's thoughts before he retires from Marion Community Foundation; Deborah Aubert Thomas' final President's Pen column; interviews with new sector leaders; the 2024 Ohio Philanthropy Awards, and more!
Philanthropy Ohio is bringing back the virtual Nonprofit Summer Learning Series, to provide nonprofit organizations across the state with expert-led conversations to build their capacity and achieve their strategic goals.
While SCOTUS’ affirmative action decisions represent yet another dark moment in U.S. history, the democratic process has shown us — time and time again — that there is a path forward: it is called the ballot box.
Diversity, equity, inclusion and belonging are vital components of a just society, and affirmative action measures are necessary to address the systemic barriers that have historically disadvantaged marginalized groups. I encourage all our members to engage in constructive dialogue, educate others about the importance of affirmative action and advocate for policies that promote equity and inclusivity.
Gain a deeper appreciation for how you can invest in community power building in Appalachia and gain insight into current trends from government leaders working to support the region in this program recording.
As spring brings forth new beginnings and new ideas, a national dialogue on philanthropy and pluralism is drawing attention and debate. I’m sharing what has brought me inspiration and hope during the first quarter as I was fortunate to engage in learning opportunities supported by our members and resources shared through conversations with peers in our network.
In this Midwest Partnership webinar, gain 45 practical tips to improve how you operationalize equity in your organization. |
diversityjournal_com_8241-sodexos-champions-of-diversity-program_ | diversity | SIMILARITY: 0.4938
While many firms have employee recognition programs in place, Sodexo’s Champions of Diversity Program is the gold standard against which all others are judged. At Sodexo, leveraging diversity and inclusion is an ongoing process where employees work together to improve the quality of the services offered to clients. In many cases, the result might be a quality-enhancing or cost-saving solution.
Under the guidance of the company’s chief diversity officer and with strong support from the executive team, Sodexo’s employees have created a large menu of programs and best practices designed to meet the needs of its employees and its customers. Individuals or teams may be recognized for a wide variety of actions that support the creation of a diverse and inclusive culture.
Nominations are made online and need be submitted only once. They are considered active for four consecutive quarters. Nominees are interviewed by the market senior director of diversity with input from diversity council members.
Staff members and clients join the celebration at which the winner receives an award certificate from Global Diversity Officer Rohini Anand and a commendation letter. They also enjoy a teambuilding event at their unit and are recognized in company media.
What makes this program so strong is the ease with which it is executed. The award process is rigorous and thorough, yet exceptionally streamlined. Sodexo’s busy managers can submit nominations for deserving employees at all levels. The program epitomizes the way even the largest of organizations can gain momentum at the grassroots level. |
yiorgoshotel_com_791_exploring-the-rise-of-generalists-how-versatile-skills-are-shaping-the-future-o | diversity | SIMILARITY: 0.4172
Exploring the Rise of Generalists: How Versatile Skills are Shaping the Future of Work in 2023
As we navigate through 2023, the workplace landscape is rapidly evolving, and the role of generalists has taken center stage. No longer confined to niche functions, generalists are gaining recognition for their diverse skill sets and adaptability. This trend is largely driven by the need for organizations to remain agile in an unpredictable market, where cross-functional collaboration is essential.
In recent years, companies have increasingly sought employees who can wear multiple hats, seamlessly transitioning between tasks and roles. This shift encourages innovation, as generalists bring unique perspectives and problem-solving abilities that specialists might overlook. Moreover, the rise of remote work has amplified the demand for individuals who can manage various responsibilities without direct supervision.
A lire en complément : Embracing the Generalist Mindset: Exploring Recent Trends and Innovations for Success in a Specialization-Driven World
With the prevalence of artificial intelligence and automation, the ability to learn and adapt quickly is more crucial than ever. Generalists are well positioned to thrive in this environment, leveraging their broad knowledge base to embrace new technologies and methodologies. For those looking to stay ahead, cultivating a diverse skill set is key. To learn more about the impact of generalists in today’s workforce, visit https://planetyakutia.com.
Avez-vous vu cela : Embracing the Generalist Approach: Why Versatility is the Key to Success in 2023 |
www_simonemarchetti_com_peopleofberlin | diversity | SIMILARITY: 0.4228
top of page
1st of May in Berlin
Berlin is one of the most multi-ethnic European cities.
The inhabitants of Berlin call this multiculturalism "Multikulti", a term that identifies the thriving cultural mix that populates the city and that refers to progressivism and the idea of social union.
This series presents portraits of participants in the Labor Day demonstration on May 1st in Berlin.
bottom of page |
www_jarbon_com_our-ethics_ | diversity | SIMILARITY: 0.5807
Diversity, Inclusivity & Environmental Statements
JOHN ARBON TEXTILES DIVERSITY & INCLUSION STATEMENT
We believe a diverse, inclusive, and equitable environment is one where all employees & customers, whatever their gender, race, ethnicity, national origin, age, sexual orientation or identity, religion, education or disability, feels valued and respected. We are committed to a nondiscriminatory approach and to keeping all John Arbon Textiles spaces (be they at our Mill, our Shop, a yarn show, or online) safe and enjoyable for all. We respect and value diverse life experiences and heritages and wish to ensure that all voices are valued and heard.
John Arbon Textiles strives to:
- See diversity and inclusion as critical to ensure the well-being of our staff and our splendid customers.
- Acknowledge and dismantle any inequities within our policies, systems, programmes, and services.
- Please do let us know if you think we could do better by emailing Sonja ([email protected])
- Lead with respect and tolerance. We expect all employees to embrace this notion and to express it in workplace interactions and through everyday practices.
- Commit to collaborating with a more diverse range of designers and makers going forward.
- If you are a designer and a member of an under-represented community then we would love to hear from you with regards to potential yarn support and collaborations. Please email Sonja ([email protected])
JOHN ARBON TEXTILES ENVIRONMENTAL POLICY
We believe in buying and making local. We source almost all our fibre and packaging materials from Britain and work closely with UK scouring and dye plants. We care deeply about creating yarn using the smallest footprint possible, for both environmental and economic reasons. The company strives for continual improvement, and all employees are committed to managing the environmental impact of our processes.
John Arbon Textiles recognises the importance of protecting the environment and this is reflected in the following policies:
- Monitor our environmental performance and that of our systems and undertake waste reduction and recycling initiatives.
- We produce virtually no waste fibre as broken tops are sold as show specials and noil distributed to visitors for their garden veg.
- Our staff do all they can to reduce the company’s impact on the environment. We recycle most of the waste we produce and keep the remainder to a minimum.
- If you have a specific environmental or production query then please email us at [email protected] |
www_bordeaux-neurocampus_fr_en_call-for-tender_alba-fkne-diversity-prize-3_ | diversity | SIMILARITY: 0.5013
ALBA-FKNE Diversity Prize
With this Diversity prize, The ALBA Network and the The FENS-Kavli Scholars wish to highlight a scientist that has made outstanding contributions to promoting equality and diversity in the brain sciences.
The promotion of equality and diversity — e.g. by gender, race, sexual orientation, class, or culture — in research depends upon leaders and role models that catalyse a full integration of all scientists across academic levels. This annual award will recognise an individual that has made outstanding contributions to this effort, including but not limited to advocacy, mentorship or the creation of diversity-promoting initiatives.
This prize is awarded by the ALBA and FKNE networks, annually, at either the FENS Forum or the FENS Regional Meetings (FRM). The 2025 winner will be announced at the next FRM in Oslo, Norway from 16-19 June 2025. |
www_dukece_com_insights_inclusion-first-then-diversity_ | diversity | SIMILARITY: 0.5317
Businesses that flip diversity and inclusion deliver winning results.
Stars and stripes; mac and cheese; tops and tails. Many common pairings are expressed only one way around. Diversity and inclusion is similar. Rarely do we see the pairing reversed thus: inclusion and diversity. Yet one Great Mind has indeed switched it around. Jacobs chair and chief executive officer Steve Demetriou thinks inclusion must come first.
Assembling a group of diverse individuals has minimal impact unless those voices are empowered and enabled to collaborate. “We must be exceptional at creating an environment where all employees feel valued, have a sense of belonging and can be their best,” Demetriou told me.
At Duke University, we know a little bit about basketball – we are often lucky enough to have the chance to see our world-famous university team at close quarters. At court side, we witness the tension between sourcing, assembling and retaining great individual talent to form a successful collective.
Demetriou is himself a successful school basketball captain. “Basketball is really the combination of putting complementary talent together,” he told me. “Bringing different skills, capabilities and instincts drives success versus just having the best players. Business is a combination of having the top talent and ensuring it is complementary and that the chemistry exists.” As he leads the evolution of Jacobs from a successful engineering and construction firm to a leading technology and solutions provider, Demetriou is applying daily his lessons on the power of inclusion.
Not all sporting analogies work in business. Yet one stands out as universally true: great individuals frequently play in mediocre teams. It’s common to see talented individuals perform poorly because of interpersonal struggles. Yet well-functioning, inclusive teams can perform better than the sum of their parts: the most talented individuals excel themselves while improving the aggregate performance of their colleagues.
Demetriou’s leadership contains invaluable lessons for an inclusion-first management model.
Incorporate voices
In large organizations, individual voices can be homogenized – or drowned out entirely – by the daily noise of organizational process. Demetriou takes active steps to avoid this by empowering eight employee network groups to review company policies, practices and programs.
Walk the talk
Little changes can make big differences. As executive sponsor of the Jacobs Women’s Network, Demetriou was asked to take action in a very specific way. “They said ‘if you want to walk the talk, then change your title from chairman to chair,’” Demetriou told me. “Within a few hours, the title change was done.”
Celebrate differences
Demetriou was raised in the Boston suburbs by parents who emigrated from Cyprus and spoke Greek at home. He says that growing up, he often felt different from those around him. “When I came on board as CEO five years ago, I knew it would be important that we were all moving in the right direction, capitalizing on our different experiences.”
The evidence is that diversity works when inclusion is prioritized. Total shareholder return at Jacobs has increased by 130%. By taking steps to include everyone in his organization, the Great Mind of Steve Demetriou is clearly delivering strength from diversity.
Michael Chavez is global managing director of Duke Corporate Education. A version of this column originally appeared on Forbes.com. |
www_pocstock_com_search_query_2 | diversity | SIMILARITY: 0.4373
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tsnn_com_events_altenpflege-2024 | diversity | SIMILARITY: 0.4141
MGM Resorts is committed to fostering an inclusive and diverse culture, not just among employees and guests but also within its supply chain. The company prioritizes procuring goods and services from businesses owned by minorities, women, veterans, people with disabilities, LGBTQ individuals and those facing economic disadvantages. This commitment is integral to MGM Resorts' global procurement strategy.
Through its voluntary supplier diversity program, MGM Resorts actively identifies and connects certified diverse-owned suppliers to opportunities within its supply chain. The company is on track to spend at least 15% of its biddable procurement with diverse-owned businesses by 2025, demonstrating that supplier diversity is not only a social responsibility but also a strategic business imperative.
Supplier diversity isn’t just the right thing to do – it’s good for business. A diverse supply chain allows access to a broader range of perspectives and experience, helping to drive innovation, entrepreneurship and resilience, while strengthening communities. At MGM Resorts, engaging diverse suppliers ensures best-in-class experiences for guests and clients. Supplier diversity ensures a more resilient supply chain while supporting economic development in the communities in which it operates.
The impact of MGM Resorts' supplier diversity initiatives is significant. In 2023, these efforts supported over 3,500 jobs across more than 30 states, contributed over $214 million in income for diverse-owned businesses and generated more than $62 million in tax revenue. The story extends beyond the numbers – it reflects the tangible benefits brought to small and diverse-owned businesses, fostering economic empowerment in their communities.
MGM Resorts also supports the development and business skills of diverse-owned businesses through investment, mentorship and education. Through the MGM Resorts Supplier Diversity Mentorship Program, the company identifies, mentors and develops diverse-owned businesses to fill its future pipeline, while providing businesses with tools and resources to empower and uplift. Since 2017, the program has successfully graduated 105 diverse-owned businesses and is on track to achieve its goal of 150 graduates by 2025.
MGM Resorts’ commitment to supplier diversity not only enhances its business operations but also plays a crucial role in uplifting communities and fostering economic development. This approach reinforces the idea that diversity is a powerful driver of innovation and resilience, benefiting both the company and the wider community. |
economia_uc_cl_seminarios__id_2109209910_long_events_1_full_1_ajaxCalendar_1_mo_7_yr_2023_pno_38 | diversity | SIMILARITY: 0.4431
Paper: Cultural Distance and Ethnic Civil Conflict Abstract: Ethnically diverse countries are more prone to conflict, but why do some groups engage in conflict while...
Coautor: Sheng-Jun Xu Abstract: In the United States, a significant portion of inmates in local jails is detained awaiting trial. Given the direct and indirect... |
news_siu_edu_2017_04_041217cjm17054_php | diversity | SIMILARITY: 0.4529
April 12, 2017
Inaugural ‘Salukis United in Diversity Conference’ set
CARBONDALE, Ill. -- Television commentator and best-selling author Keith Boykin will speak at Southern Illinois University Carbondale in April, one of the highlights of the inaugural four-day Salukis United in Diversity Conference.
A variety of activities are planned during the April 19-22 conference, designed to bring the campus and community together to highlight and strengthen SIU’s diversity and inclusivity.
The celebration begins on April 19 as faculty and graduate teaching assistants make presentations and discuss diversity from 10 a.m. to 3 p.m. in the Student Center’s Ohio Room. Afterward, the Chancellor’s Diversity Council will host a “Meet and Greet” event in the Mississippi Room, giving everyone a chance to get acquainted with the council and discuss their thoughts about campus diversity.
Students will gather at the Student Center at 4 p.m. on April 20 to participate in a Unity March and Celebration as a show of support for international and underrepresented students, faculty and staff. Students are encouraged to wear shirts that illustrate their diverse backgrounds, according to conference organizer Naomi Tolbert, a political science and international affairs major who is also vice president of cultural experiences and diversity for the Honors Assembly, a student trustee on the SIU Board of Trustees and a McNair Scholar.
“This will be an inspirational Saluki celebration of the differences we have and a time to embrace them and come together,” Tolbert said.
The walk will conclude in the area around the Shryock Auditorium steps for a campus-wide celebration featuring remarks by Interim Chancellor Brad Colwell, a barbecue and music provided by a disc jockey.
There will be Safe Zone workshop sessions at 10 a.m., noon and 2 p.m. on April 21 in the Mississippi Room at the Student Center, giving everyone the opportunity to learn about LGBTQ issues and how to help foster an inclusive and affirming campus. A documentary focusing on race relations will be shown at 5 p.m. in the Student Center’s Delta Room.
Boykin will speak at 5 p.m. in the Student Center Ballrooms on April 22, followed by an awards ceremony and reception at 6 p.m. Boykin is the founder and first board president of the National Black Justice Coalition and the author of four books, all Lambda Literary Award nominees. The most recent publication is “For Colored Boys Who Have Considered Suicide When the Rainbow is Still Not Enough,” the winner of the 2013 American Library Association Stonewall Award for Nonfiction.
A St. Louis native, Boykin is a graduate of Dartmouth College and earned his law degree at Harvard Law School. He served as special assistant to the president and director of specialty media for President Bill Clinton, the highest-ranking openly gay person in Clinton’s White House. He spoke at the Millennium March on Washington and has appeared on numerous national news and media programs, including “Anderson Cooper 360,” “The Tyra Banks Show,” and the “Montel Williams Show.”
While there is no cost to attend Boykin’s lecture, you must register in advance at http://conferenceservices.siu.edu/conferences/salukis-united-for-diversity.php.
The awards to be presented following Boykin’s lecture will recognize groups and individuals on campus for their efforts in the past year to enhance and strengthen SIU’s diversity and inclusivity.
Tolbert said conference events – all free and open to the public – will serve several purposes, including building Saluki pride, encouraging community engagement, and identifying and recognizing the efforts various units and organizations at the university are making to enhance diversity and inclusivity. The conference also is designed to give students, faculty, staff, administrators and community members opportunities to interact and address any issues or concerns.
“The week’s fun and interactive events will address different aspects of diversity, providing knowledge, intercultural interactions and opportunities to enhance communication and inclusivity,” Tolbert said. “The goal is to get as many members of the campus and community of all backgrounds involved as possible in order to broaden the scope of understanding. We also want to create a foundation for future diversity events and initiatives.”
Salukis United in Diversity Conference sponsors include the Office of the President, Office of the Chancellor, the Office of Diversity, the Diversity Council, the Paul Simon Public Policy Institute, Student Affairs, the Student Center and University Housing. |
research_tilburguniversity_edu_en_publications_the-concept-of-minorityminorities-in-the-european-nat | diversity | SIMILARITY: 0.4126
Abstract
European discourse on linguistic minorities reflect the construction of inter-ethnic boundaries between national (such as Dutch or French), indigenous minorities (such as Basque, Catalan or Frisian), and immigrant minorities (Arabic, Berber or Turkish). In the European public discourse on immigrant minority groups, two major characteristics emerge: immigrant minority groups are often referred to as foreigners (étrangers, Ausländer) and as being in need of integration. It is common practice to refer to immigrant minority groups in terms of non-national residents and to their languages in terms of non-territorial, nonregional, non-indigenous, or non-European languages. This conceptual exclusion rather than inclusion in the European public discourse derives from a restrictive interpretation of the notions of citizenship and nationality. Based on the empirical evidence derived from Language Rich Europe project, a phenomenological perspective on ethnic minorities and inter-ethnic boundary construction will be presented in this paper.
| Original language | English |
|---|---|
| Pages (from-to) | 213-229 |
| Number of pages | 17 |
| Journal | Multilingua: Journal of interlanguage communication |
| Volume | 38 |
| Issue number | 2 |
| Early online date | 2019 |
| DOIs | |
| Publication status | Published - Mar 2019 |
Keywords
- BOUNDARIES
- EXCLUSION
- FRANCE
- GERMANY
- IMMIGRANTS
- INCLUSION
- LANGUAGE
- inter-ethnic boundary construction
- minority groups
- national discourse
- phenomenology
- social exclusion |
www_aminer_cn_profile_sharpe-samuel_64c223ad9fbb79c7b8dc7d19 | diversity | SIMILARITY: 0.4242
Research Interests
Author Statistics
#Papers: 7
#Citation: 0
H-Index: 0
G-Index: 0
Sociability: 3
Diversity: 0
Activity: 0
- 合作者
- 学生
- 导师
Data Disclaimer
The page data are from open Internet sources, cooperative publishers and automatic analysis results through AI technology. We do not make any commitments and guarantees for the validity, accuracy, correctness, reliability, completeness and timeliness of the page data. If you have any questions, please contact us by email: [email protected] |
www_mreavoice_org_resources-available-to-address-diversity-and-inclusion_ | diversity | SIMILARITY: 0.4258
The Minnesota Department of Education has released resources that may be helpful in addressing conversations around diversity and inclusion.
Racism, violence and tragedies in communities and the news can be traumatic for children and youth as well as adults. In response to these incidents, educators and other trusted adults may want to provide opportunities for children and adults to talk about what is happening and share feelings, which can include fear, anger, sadness and frustration. Discussing the news and tragic events can help calm students and help them focus on their learning. You’ll find resources to support these conversations below. |
www_sie_gov_hk_en_our-work_funded-ventures_detail65e2_html_content_22732 | diversity | SIMILARITY: 0.4341
Providing a “Train-the-Trainer programme” for people of diverse race
The venture targets to launch a “Train-the-Trainer programme” for people of diverse race. The aim is to offer them soft and hard skill training and job opportunities, as well as to help them develop competencies and resilience that they would need when facing career and life transition in future.
In collaboration with non-governmental organisations, the venture will recruit 100 people of diverse race who are from underprivileged families. Four-day training will be provided, with topics covering incense making, natural colour dying, and natural soap and handwash making experiences, etc.
Of the 100 participants, 30 will be selected to join the second phase of the training. In addition to six basic urban farming classes, they will attend five soft skill enhancement workshops with topics like public speaking, communication and design thinking. The trainees will then serve as tutors or assistants in public and Corporate Social Responsibility fee-charging workshops. Besides, they will organise spices markets for the public to learn more about their culture from the farming products they display. They will also host public talks and sharing sessions for children and youths to promote diversity and inclusion in the community.
The venture has previously received funding support from the SIE Fund for a prototype project. |
www_jasonbowker_com_2009_07_tony-blair-on-globalization_html | diversity | SIMILARITY: 0.4499
And this is why we need to ask ourselves whether the present form of globalization is entirely appropriate, given the circumstances confronting us. I mean there are, clearly, benefits, but we need to ask whether it requires adaptation so that it also enables, as it were, globalization from the bottom up. This, after all, is the way Nature operates! It grows things from the roots up, not from the sky down. At the moment we operate under a form of globalization that tends to render down all the rich diversity of a culture into a uniform, homogenized mono-culture. And this is where the Modernist paradigm needs to be called into question before the damage being done is irretrievable…
HT: Brian McLaren
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livinginstitute_com_ | diversity | SIMILARITY: 0.4455
Book
Diversity Intelligence: How to Create a Culture of Inclusion for your Business
Heidi R. Andersen, founder of Living Institute, has stuffed over 18 years worth of experience into a practical handbook on making inclusion an essential aspect of your company culture.
The book is on the recommended read list of 238 accredited business schools and universities – including Insead, Oxford University, London Business School, Said Business School etc.
Events & Webinars
Upcoming
What We Do
Finding the elements of a profitable business where you may least expect it: inclusion, belonging, and psychological safety
Diversity Solutions
We’ll help you design a workplace culture where everyone belongs.
We’re Living Institute, a diversity consultancy that applies the latest evidence-based research to make companies more diverse and inclusive, and – as a result – more innovative, sustainable and profitable.
We do this through Diversity Intelligence.
Who We Are
We like to think of ourselves as diversity champions (and we’d like to help you become one too)
Our Consultants
All the consultants at LIVING INSTITUTE are experienced, well-educated, masterful designers of sustainable behavioral change. They’re brilliant at facilitating transformation of mindsets, work culture, leadership behaviors, and ultimately of the future of your business.
Clients & Cases
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We’ve helped a lot of companies
There is a magic formula for growing your business. Add inclusion to diversity. We know it’s hard to get the proportions right. So let us help you – we’ve done it a lot. |
www_stark-stark_com_personal-injury_motorcycle_events_photos_2014-event-photos__page_number_5_19_pag | diversity | SIMILARITY: 0.5013
The attorneys and staff of Stark & Stark envision a world where everyone is judged on their success – where everyone has an equal opportunity to find their own path and their own idea of success.
Learn more about our Diversity & Inclusion initiatives |
new_adventistreview_org_tag_racial-diversity__y_2019 | diversity | SIMILARITY: 0.5992
Filter RACIAL-DIVERSITY ASI ECD ESD EUD GC GYC IAD MENA MENAU NAD NSD SAD SID SPD SSD SUD TED WAD All Media Image Video All Year 2025 2024 2023 2022 2021 2020 2019 All A Place for Us by Shanna Duke | 11 December 2021 |
thesil_ca_letter-to-the-editor-breaking-news-white-dude-says-race-and-gender-dont-matter_ | diversity | SIMILARITY: 0.4267
Letter to the Editor: Breaking News: White dude says race and gender don’t matter
Last week, the Sil posted an online editorial [“Editorial: Our MSU pres has other qualities, too” – Sept. 7] about a CBC Hamilton interview with the McMaster Students Union’s president, Siobhan Stewart. The editorial argued that the interviewer focused too heavily on the fact that Stewart was a black woman in power, neglecting other aspects of her leadership. Among the feedback the Sil received was a response from Sarah Ali, which appears below.
In an ideal world, everyone would be equal – our prisons would not consist primarily of one racial group, one gender would not be regularly assaulted, and we would all attain status and prosperity through our “merit.” This concept of merit would not have been created and defined by one particular group – it would be something to which everyone could aspire. And in this magical, ideal utopia, this editorial would have been spectacular. It would call out a person who dared to upset the special harmony we all lived in by insinuating that race and gender had any real consequences for any person, particularly one in power.
Unfortunately for Sam Colbert, we do not live in this utopia. We live in a world where socially constructed myths about race, class, gender, sexuality, and ability play an enormous role in our lives. These myths are institutionally and culturally coded – when a North American child is born a non-white female, her earning potential is immediately capped. She’ll likely not make more than 53 cents for every dollar earned by a white man (white women earn, on average, 78 cents on the dollar). Her risk of falling into poverty is two times higher than that of a white woman. Her risk of being sexually assaulted, particularly if she in Indigenous, is two to five times higher than white women (one in four white women will be assaulted throughout their lifetime). This little girl will regularly see herself portrayed negatively in popular media, and she will find that normative conceptions of beauty do not include dark skin, or bodies that do not fit within a narrow range. It is a certainty that she will be exposed to hundreds of thousands of images that imply (or downright tell her) that her worth is measured by her fairness, her waistline, her breast size or her ability to be sexually attractive (but not too sexually attractive, then she might give the wrong message).
This girl will have been born in a country where People of Colour make up majority of the prison population and cash poor, are regularly the victims of discriminatory hiring and firing practices and are regularly reminded that they are, for all intents and purposes, second-class citizens. When she is born, she is interpellated into a world where women are regularly the victims of violent crime, often at the hands of their partners, and where those who assault women are only convicted 35 per cent of the time, and 78 per cent of those convicted are given sentences under two years.
She’ll likely watch her male peers (some of which she may have trained) consistently move up employment ranks, while her position stays static. She'll likely be blamed for being too "feminine", or perhaps not "feminine" enough to be a competitive choice. If she does make it into a position of political power (be it the CEO of a Fortune 500 corporation, Senior Partner in a law firm or President of a highly competitive and ambitious Student Union), as so many inspiring Women do, she will be consistently scrutinized, and under extraordinary pressure to perform. As my mother used to tell me, "If you ever want to succeed, you have to be twice as good as everyone else: once because you’re a girl, and once because you’re Brown.”
Now particularly in a University with a history of conservative values, and in a Students Union that has not prioritized social issues, being a female President is an extraordinary feat. Last year, along with many strong Women of the MSU, current President Siobhan Stewart drew attention to the gender disparity in Student Politics during the Leadership Summit for Women. Of course our Women presidents have had other qualities – Mary Koziol is an ardent environmentalist, Siobhan Stewart has striking dedication, but they are still Women. Inspiring, extraordinary Women who had to fight gender bias, a culture of sexism and patriarchy, and a concept of "merit" defined by white men in order to get where they did. And Being a Person of Colour makes that achievement even more significant. Indeed, Siobhan Stewart shatters the glass ceiling that Women of Colour in the McMaster community know so well. To acknowledge that is not “condescending,” it is crucial. These Women are leaders and role models to the young Women and People of Colour in the McMaster community, acting as trailblazers and torchbearers for a new generation of McMaster students.
But when we tell a Person or a Woman of Colour that we “see past race”, we tell them that, to us, race and gender mean nothing. This sounds like a good idea – not seeing colour appears to eliminate the problem, but truly it exacerbates it. As Dr. Monica Williams writes, “most underrepresented minorities will explain that race does matter, as it affects opportunities, perceptions, income, and so much more.” Dr. Williams calls this phenomenon a culture of colorblindness. She writes, “[w]hen race-related problems arise, colorblindness tends to individualize conflicts and shortcomings, rather than examining the larger picture with cultural differences, stereotypes and values placed into context. Instead of resulting from an enlightened (albeit well-meaning) position, colorblindness comes from a lack of awareness of racial privilege conferred by Whiteness.
When we tell a Woman of Colour that she “got where she did on merit… independently of her skin colour,” we tell her that her experiences of racism and sexism are illegitimate, and that we are going to show her that by pretending they do not exist. Colourblindness perpetuates racism, while simultaneously denying its very existence.
Truly, it is understandable why Sam Colbert does not acknowledge the significance of Siobhan Stewart’s race and gender. For him, like for many others, this is not a groundbreaking achievement. For him, this is not a testament to the tenacity and strength of the McMaster community, and the Women of Colour who inhabit it. For him, this is just another MSU Pres. And that is really not his fault. He did not grow up knowing that his identity is transgressive, that he would be more likely to die from racialized sexual assault than to finish University. For him, race and gender have never really meant anything. I suppose when you are on the privileged end, you never have to be bothered with that sort of triviality. |
www_aprcet_co_in_2024_03_simple-random-sampling-criteria-to_html | diversity | SIMILARITY: 0.4047
The easy random sample method is the one that is used most often. Every item in the community has an equal chance of being in the sample. This is called a simple random sample. Another thing is that choosing one thing for the sample shouldn't affect choosing another thing in any way. If the population is homogeneous, which means that all of the things in it have the same qualities that the researcher is interested in, then simple random picking should be used. Some of the things that can make people homogeneous are their age, gender, income, political, religious, or social beliefs, where they live, and so on.
A random number table is the best way to pick a simple random sample. The following things should be true of a random picking method.
- There must be an equal chance for every person in the community to be in the sample.
- The choice of one member is not changed by the choices of the members who came before.
The random numbers are a set of digits that are made by a system that uses probability. The random numbers are made up of the following:
- There is an equal chance of each number (0,1,2,3,4,5,6,7,8,or 9) showing up anywhere. That's one tenth.
- It doesn't matter where any two digits appear; they can happen in any two places.
- Determine the population size (N).
- Determine the sample size (n).
- Number each member of the population under investigation in serial order. Suppose there are 100 members number them from 00 to 99.
- Determine the starting point of selecting sample by randomly picking up a page from random number tables and dropping your finger on the page blindly.
- Choose the direction in which you want to read the numbers (from left to right, or right to left, or down or up).
- Select the first ‘n’ numbers whose X digits are between 0 and N. If N =100 then X would be 2, if N is a four digit number then X would be 3 and so on.
- Once a number is chosen, do not use it again.
- If you reach the end point of the table before obtaining ‘n’ numbers, pick another starting point and read in a different direction and then use the first X digit instead of the last X digits and continue until the desired sample is selected.
Advantages
- The simple random sample requires less knowledge about the characteristics of the population.
- Since sample is selected at random giving each member of the population equal chance of being selected the sample can be called as unbiased sample. Bias due to human preferences and influences is eliminated.
- Assessment of the accuracy of the results is possible by sample error estimation.
- It is a simple and practical sampling method provided population size is not large.
Limitations
- If the population size is large, a great deal of time must be spent listing and numbering the members of the population.
- A simple random sample will not adequately represent many population characteristics unless the sample is very large. That is, if the researcher is interested in choosing a sample on the basis of the distribution in the population of gender, age, social status, a simple random sample needs to be very large to ensure all these distributions are representative of the population. To obtain a representative sample across multiple population attributes we should use stratified random sampling.
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www_pocstock_com_search_query_mothers_day | diversity | SIMILARITY: 0.4373
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www_ofgem_gov_uk_publications_ofgem-diversity-and-inclusion-strategy-2022 | diversity | SIMILARITY: 0.4712
I am personally committed to making Ofgem a diverse, inclusive, and high-performing employer of choice, able to attract diverse talent and have a culture that is value driven and actively celebrates difference.
Ofgem’s key priority is to protect the interests of vulnerable customers, and the energy crisis makes it more important than ever that we understand consumers from all backgrounds. Making sure that we have consumers’ needs in the room when we are making decisions can only be achieved through improved understanding, representation, and advocacy for the customers we serve, now and in the future.
The issue of the diversity of our workforce, the inclusivity of our places of work, and the equity with which we treat each other, is not only about our ability to shape an organisation that we want to work in and be part of, but also our ability to do our job well.
We want colleagues to be able to bring their whole selves to work, so they can flourish, progress in their careers, and bring different perspectives into our decision making. For example, I have found it immensely useful at Ofgem to undertake reverse mentoring, ensuring I understand the organisation, not only from my perspective, but from those who work within it.
Ofgem, like the wider energy sector, continues to face historic challenges in terms of diversity. We have made some progress: 45 per cent of our senior team are now women, and 7 per cent of our leadership are now non-white women. But the truth is that there is much more to do, and as Great Britain’s energy regulator, we have a responsibility to lead the way and encourage the sector to join us on the journey.
That is why I am pleased we have launched, together with Energy-UK and the Energy Networks Association, the Tackling Inclusion and Diversity in Energy (TIDE) taskforce to support improvements to inclusion and diversity across the sector. Its aim is to combine cross-sector Equity, Diversity and Inclusion insights and evidence to inform robust outcomes, building on experience and expertise to share best practice, and embed more inclusive systems, processes, and behaviours across the sector.
The richness of our workforce, our diversity of perspective, and our ability to harness talent from every part of society goes hand in hand with our crucial work to navigate the energy crisis and transitioning to a more resilient, home-grown energy system. I believe this Strategy will have a crucial role in delivering that.
Jonathan Brearley
In our dual role as an employer and a regulator, we are committed to meeting our legal obligations and promoting equality and diversity among our workforce, in the way we work, and in the industry we regulate.
As a public body, we have obligations under the Equality Act 2010 to have due regard to the need to promote equality of opportunity, eliminate unlawful discrimination and foster good relations between the key equality strands set out in legislation in everything we do.
Ofgem published its first D&I Strategy in March 2019 with an aim to set out our broader ambition and work programme to make Ofgem a more diverse and inclusive organisation.
This refreshed Equity, Diversity and Inclusion Strategy builds upon our achievements since 2019 and sets out our broader ambition and work programme to make Ofgem a more diverse and inclusive organisation, so we can realise the benefits for us and as an organisation and the consumers we serve. It also focuses on intersectionality and what binds us, rather than what makes us different.
Beyond our internal focus, we need to ensure Ofgem is supporting equality, diversity and inclusion as part of our work to protect energy consumers, especially vulnerable people, by ensuring they are treated fairly and benefit from a cleaner, greener environment. We also want to be leader in influencing the wider energy sector in which we regulate.
The Civil Service as a whole is committed to improving Diversity and Inclusion – demonstrated by the recently published The Civil Service Diversity and Inclusion Strategy (2022 to 2025). This strategy sets a new standard for diversity and inclusion, championing a diversity of backgrounds and opinions to better promote fairness and performance, with an overarching focus on intersectionality. We will align our activity with this as we develop and implement our EDI strategy and supporting communications and engagement.
We will keep our Equity, Diversity and Inclusion Strategy under regular review. We will make improvements on an ongoing basis where there is a clear case for change or where new priorities emerge.
It is clear that EDI has been at the forefront of mind when considering our move to a new Organisational Structure, and so ensuring EDI is considered in all aspects of our work has begun in earnest, if not yet fully embedded.
This is also true in our communications strategy, Transformation work and our engagement with the industry as a regulator. We have seen some successes, and some key initiatives come to fruition and identified areas for development and focus going forward.
Internally, there has been focus on building a diverse and inclusive workforce. We have moved to anonymised recruitment and diverse interview panels. We have delivered a women in leadership programme, and coaching programme for Black and Minority Ethnic colleagues. Our staff networks have also set up reverse mentoring schemes.
We have made a public pledge on our aspirational EDI workforce targets with POWERful Women committing to achieve 50% women and 9% Black and Minority Ethnic women across our senior management and senior leadership positions by 2025.
We have made good progress against these aspirational targets as female representation amongst our Senior Civil Servants (SCS) overall is at 43%, at SCS 1 - 45% and 40% at our Band E feeder grade.
At Executive Committee (ExCo) and Board level (GEMA) we have 58:42 and 57:43 male to female representation respectively and 16% representation for these ethnic minority staff.
Overall, we have seen an increase in our workforce representation on ethnicity and disability since 2019 but need to do more to ensure this representation is reflected across all levels of the organisation.
We have focused very much on tackling discrimination, bullying and harassment with the development of a clear policy and success will be measured and monitored through engagement channels. In addition, the introduction of hybrid working goes a long way to support colleagues to work flexibly and support a better work-life balance.
We have been building internal capability and have recruited a full EDI team to embed and drive change as part of our Transformation programme and beyond. EDI has been actively promoted as part of our ongoing transformation programme ensuring that all equality impacts are fully assessed of each workstream.
We continue to support our five staff network groups, enabling them to proactively deliver EDI improvements in a managed and strategic way but ensuring initiatives are people-led.
Education and awareness are key parts of developing culture, and we have started our EDI core learning series which explores different themes of inclusion in the workplace. We have also shared several colleague and Network stories through the Wire, our intranet site.
There is a much wider cultural and behaviour change being driven through the Transformation Programme but we know there is more to do in celebrating the diversity of our workforce.
As the regulator of the energy sector we need to be seen as a conscience for EDI matters. Our engagement across the energy sector has been positive. We actively participate in the Energy UK Equality & Diversity Forum, and a number of other Networks including POWERful Women and Pride in Energy.
We supported Energy-UK and Citizens Advice with a directory for more diverse speakers in the energy sector. We also have partnered with the BBC 50:50 Equality project to track and ensure there is better gender representation in our content and speaking opportunities. Results from the first quarter of 2021 showed how much work there was to do, as the results sat at 61% male to 39% female. By Q4, we hit 50:50 for the first time. We will carry on into 2022 and 2023.
We are a key partner in the launch of a ‘Tackling Inclusion and Diversity in Energy (TIDE) Taskforce’ with the wider energy sector - however to lead in this area we need to develop our internal focus to be able to become a true ambassador and demonstrate leadership and share best practice.
We have partnered with schools and universities to tackle under-representation in Science, Technology, Engineering and Mathematics (STEM) and will continue to focus on our outreach with a focus on social mobility.
We have conducted an in-depth audit of our diversity data and developed a data dashboard to capture the diversity of our workforce; our annual People Survey engagement outcomes by different characteristics and; our gender and ethnicity pay gap data. We are further developing it to capture diversity outcomes of our performance management system and recruitment campaigns.
We have committed to report on EDI more regularly and we will aim to improve disclosure rates by being transparent on how we plan to use the information and the value it can bring to the organisation.
Our EDI strategy will be focused around three strategic pillars to help us focus our activity and objectives. The Strategy will be supported by an operational action plan and roadmap. The three pillars signal Ofgem’s intention to become an influencer and leader when it comes to improving EDI internally and within the wider energy sector. This is particularly relevant when we consider legislative requirements to advance equality under the Public Sector Equality Duty.
We want Ofgem to have a truly diverse workforce, a naturally inclusive culture with processes, systems and policies that are fair. We will do this by embedding diversity and inclusion in policies and practices and equipping leaders with the ability to manage diversity and be accountable for the results. The foundations are being laid through the Transformation Programme and so the refreshed Strategy includes a focus on this to develop and embed over the next period.
The diversity profile of our people is set out in our EDI Dashboard. We have full datasets for gender and age as they are not optional as directly linked to HR and pension records. The data shows that our declaration rates for ethnicity and disability are relatively high but there is work to do on sexual orientation and religious belief in order to undertake any meaningful and statistical relevant equality impact assessments. We will also be starting to capture data on the social economic status of our people so we will need to ensure people feel comfortable to declare their personal data.
Action
In terms of gender we are making good progress towards our Powerful Women targets below and have a relatively even distribution at all levels of the organisation.
We have seen an increase in overall representation of Black, Asian and other minority ethnic people compared to 2019 with overall representation at over 23%. However, there are regional discrepancies with Glasgow and Cardiff being under-represented compared to national average of 13.6% but we know there are higher levels of Black, Asian and other ethnic minority groups in the London population than regionally.
Existing 2025 Targets:
On disability, we have seen a slight increase in overall representation since 2020 but this still falls short of the UK average of 14.7% of economically active working population who declare themselves as disabled. Our representation is also well below the Civil Service average of 13.6% . When you look at the profile across all levels across the organisation then this tapers off significantly when you get to SCS.
Action:
We already report on our overall gender pay gap as required under legislation. This year we have calculated our ethnicity pay gap since 2020 as well using the same methodology. There is not a requirement for organisations to report on their ethnicity pay gap at present but it is seen as a best practice approach.
Action:
The systems, processes and policies that we use as an employer have a huge impact on our ability to build a diverse workforce and an inclusive culture. We need to ensure these systems, processes and policies are fairer by design, recognising that in order to treat everyone fairly we will have to support some people differently. This includes ensuring that we equality assess any changes, particularly as we continue our Transformation journey.
We have made a good start over the past couple of years by introducing new or updated policies which remove barriers and provide the support that enables more of our people to do their jobs effectively. These changes include our new workplace adjustments policy, which makes it easier to request adjustments not only for disabled colleagues but also for parents and carers. They also include our transitioning at work policy for trans and non-binary colleagues and our upcoming guidance and support for people experiencing symptoms of the menopause.
We have committed to being a Disability Confident employer so will use that framework as a benchmark and continuous improvement tool as we move from Level 2 to Level 3 (Leader). We will also submit to the Carers Confident Employers benchmark to assess our policies and support mechanisms with the ultimate aim of reaching Level 3.
We have taken part in the Social Mobility Foundation benchmark and will use feedback from this as a gap analysis to develop our Social Mobility action plan.
We will also develop further guidance and support for managers and colleagues in conjunction with the Neurodiversity Working Group within EnAble with practical advice to help support people who are neuro-divergent.
Action:
We have made progress on embedding EDI considerations into our recruitment processes since 2019 but we need a holistic approach to EDI across all our campaigns. We will be launching a project focussing on Strategic Recruitment within our Transformation programme where we will focus on looking at different channels and methods of recruitment to ensure we are attracting diverse talent.
We will use our diversity data to target and reform aspects of the recruitment process. We will not be afraid to innovate in our approach to bringing diverse talent into Ofgem.
Action:
As part of our Transformation Programme we will be reviewing our performance management approach to ensure it meets the needs of the organisation and is aligned with our move to a Professions model and our new Organisational Design structure. We will ensure there are equality, diversity and inclusion considerations build into the design and that we have the right evaluation methods in place to ensure fair outcomes.
Action:
We want Ofgem to be a place where we all respect and value each other’s abilities and talents. For this to become a reality for all of our people, we want to operate in an inclusive, open environment, one where diversity is respected and our differences valued. Fundamental to this is ensuring that the culture and behaviours of the organisation are inclusive otherwise we will lose diverse talent. Inclusion needs to be a mindset for everything we do in Ofgem, not an add on to the day job.
We have recently launched our Values. Our values underline what’s distinctive about working at Ofgem, reinforce the things we do well, tell a story about the organisation we want to become and provide a common framework for the behaviours we want to see in our everyday work and interactions with each other. They will shape our culture and become part of the DNA and fabric of Ofgem – the way we do things here.
Behaviours that sit underneath these will be embedded into our performance management system so that people will be assessed not just on ‘what’ they deliver but ‘how’ they interact with and support people through their work. All staff will have an EDI objective and be held accountable for this.
This doesn't mean we all should agree all the time as diversity of thought is as important as lived experiences. However, we want to create brave spaces where we hold each other to high standards, seeking and giving constructive challenge and feedback. However, we must listen to each other and treat each other with professionalism and respect.
90% of our people who responded to our 2021 People Survey said they felt they were ‘treated with respect by the people I work with’. However, our overall measure for Inclusion has dropped to 79% from 83% in 2020 so there is work to do.
We also acknowledge that this is not a consistent view across Ofgem; some groups feel that they are not treated as fairly than others. For example, 76% of Black and Minority Ethnic people working for Ofgem feel that they are treated fairly compared to 87% of their white colleagues – a difference of 11%. Similarly, there is a 15% differential between staff who consider themselves having a disability and those who don’t.
When you look at figures on discrimination, those in under-represented or minority groups are proportionately reporting higher levels than majority groups.
We have a zero tolerance approach to bullying, harassment and discrimination within Ofgem. We have implemented a new policy but there is work to do to embed the policy and ensure we continue to work with HR team and our Fair Treatment Ambassadors, staff network groups and Trade Unions to ensure our Values are embedded and that we are dealing appropriately with any instances of poor behaviours.
As part of our Transformation programme we will be defining desired behaviours as they are an essential component to having an inclusive culture. We will be undertaking an internal engagement exercise to support this and through focus groups, consultation with employee network groups and pulse surveys. The findings from pulse surveys and annual People Survey outcomes will help us to baseline our position and develop a clear action plan so that we can target cultural interventions to address areas for improvement.
We will also be looking at developing the capability of our leaders and supporting them to build successful diverse teams, inclusive leadership and valuing individual strengths through a leadership development programme.
Action:
We know real change starts when everyone engages. We want to help people engage with topics which may currently be outside their comfort zone or lived experience, and continue to build awareness, acceptance and understanding of difference. We have made a good start with the EDI Core Learning Series and numerous panel and awareness sessions that our staff network groups have held. Feedback from these sessions have shown they have helped build understanding of different lived experiences and barriers faced by individuals.
We want to continue this focus on understanding the impact of exclusion and on how we can better understand our own attitudes, behaviours and approaches to topics which can arise at work. We will work with our staff network groups and EDI Champion network to have a rolling programme of initiatives that are people-led and are evaluated to ensure they are adding value.
Action:
Ofgem is committed to improving diversity and inclusion internally and across the energy sector – it is one of our top priorities and absolutely vital when addressing current challenges in the sector. We have worked hard but there is a long way to go and no time to waste, as we raise the bar even further and challenge the sector to join us on the journey.
Building on good work that has already been done will allow us to shape effective solutions based on experience and evidence, driving a data-led and robust step change.
As the regulator of the energy sector, we recognise the real-life impact of the work that we do and the decisions we make. For example, we have heard directly from consumers of the detrimental impact of the rise in energy bills particularly on those who are on low incomes and are vulnerable. In all these areas, and many others, we will be a more effective regulator if we understand as much as possible about the different groups of people who will be affected by our work.
Before making a decision we assess the impact of that decision on British consumers. We will gather customer insight to get the views of particular communities that we think may be particularly affected and ensuring the views of under-represented groups are made clear to our senior decision makers. Our consultation process means everyone has the opportunity to share their thoughts on any changes we’re proposing before we make a decision.
We will explore how we can make our consultation process more inclusive, particularly among under-represented community groups. We will bring our vision of fairness by design into our governance framework so that when we are looking at a policy or reviewing equality impact assessments we can be confident that we have explored a broad range of views and reached a fair outcome.
Action:
Our engagement across the energy sector has been positive. We actively participate in the Energy UK Equality & Diversity Forum, the UK Regulators Network (UKRN) D&I group and several other Networks including POWERful Women and Pride in Energy. We will also continue to partner with the BBC 50:50 Equality Project.
We hold annual EDI conferences partnering with Energy-UK and Energy Networks Association (ENA). At the 2022 conference we launched a ‘Tackling Inclusion and Diversity in Energy’ (TIDE) Taskforce to combine cross-sector EDI insights and evidence to inform robust outcomes, building on experience and expertise to share best practice and support bold industry-wide changes.
We will hold each other to account and share best practice as we raise the bar even further and challenge the sector to join us on the journey.
The taskforce will:
Action:
We will continue our outreach activities that support the future talent pipeline including an under-representation of women in STEM but in line with our social mobility action plan we will target areas of low socio-economic background (SEB).
Action:
We will ensure the Strategy is articulated in a specific way to ensure progress and success is measurable, and enhance accountability for delivery.
Our overarching EDI communications objective is to:
We have developed a robust strategic EDI communication strategy which will be data-led with activities to support the three strategic pillars of the strategy, considering internal and external audiences and stakeholders build upon the principles of:
We will implement regular and robust progress reporting to enhance accountability, and publish achievements and progress, and actively assess the success and impact of specific initiatives.
We are establishing an EDI Commitee that will challenge and evaluate the progress against agreed actions in the strategic diversity and inclusion plan and help to focus priorities for that year. Committee members will act as ambassadors in promoting an inclusive and diverse working environment where everyone is confident in being themselves at work.
It will be vital for the EDI Committee to maintain a strong link with ExCo who are accountable for agreeing the strategic action plan. They will also need to make links with the internal diversity networks and external ‘Tackling Inclusion and Diversity in Energy’ (TIDE) Taskforce.
The strategy will be reviewed annually by ExCo and GEMA but the EDI team will provide 6 monthly progress updates in order to evaluate progress and assess the impact of agreed actions. |
www_her-career_com_pvortrag_navigating-self-diversity-struggles-of-worthiness-and-career-transitions | diversity | SIMILARITY: 0.4606
Karriere-MeetUpEN
18.10.2024 | 13:15 – 14:00 Uhr
MeetUp G.08 | Halle / hall 2
Navigating Self-Diversity, Struggles of Worthiness, and Career Transitions
Attendees will benefit by gaining practical strategies and insights from experienced Black Young professionals on navigating the complexities of self-diversity, overcoming challenges of worthiness, and successfully transitioning careers.
This session offers a supportive environment for open dialogue, interactive engagement, and community building, empowering participants to approach their career journeys with confidence, resilience, and a deeper sense of identity.
Präsentiert von: herCAREER
Thema/Themenreihe: Führung & Kommunikation, Persönlichkeits- & Kompetenzentwicklung
Themenfelder: Diversity & Inclusion, Frauengesundheit
Joblevel/Zielgruppe: Einstieg, Leitungsfunktion, Quereinstieg, Startup & Entrepreneurship
Details zur Referent/in: Ruth Chigbo
Vita: I am an energetic advocate for innovation and sustainability in the energy industry with a background in Geosciences. As a divinity influencer, I guide individuals in discovering their purpose, growing, and living authentically. My strong skills in data analysis, administrative support, participant engagement, and program planning enable me to streamline processes, enhance operational efficiency, and drive organizational growth. My expertise in leveraging technology for effective communication and task management ensures that teams are well-coordinated and goals are met efficiently.
Currently pursuing dual Master’s degrees in Marine Geosciences and Ship/Offshore Units Repair Technology, I have founded CLN-Climalearnation to pioneer climate education through gamified learning. Additionally, I co-founded ThriveBold, promoting education and empowerment among African youth, and created programs for youth leadership and global connectivity. In 2023, I spearheaded a breast cancer awareness campaign in Germany, part of a broader initiative to reach 100,000 Black women by 2030. As a cancer survivor, I am committed to teaching women to perform self-examinations through workshops and demonstrations.
My achievements include recognition from the European Geoscience Association (EAGE), FameLab Science Pitch, a TEDx talk, the Best Bachelor Thesis award from FUPRE, and accolades from the Nigeria Geophysical Society (NGS). I am a BeVisioneers Fellow, Climate Ambassador, and have held roles such as Financial Secretary for NAPE, AAPG, and EAGE, in addition to contributing to WHO/Polio Immunization efforts. I am a Social Impactor advocating for gender equality, Women’s Health and Authenticity, a Geoscience mentor, and an author of 5 unpublished books.
Beyond my professional endeavors, I am deeply committed to social causes. I lead impactful awareness campaigns and workshops aimed at empowering Black women through health education and self-examination techniques. My leadership extends to various professional associations, where I advocate for gender parity and community empowerment.
Driven by a belief in God, Earth, Humanity and a global perspective, I am committed to making a positive impact. I engage in diverse interests, public speaking, and environmental advocacy, notably through the „BraveUp-BreastuP“ campaign. I aspire to advance towards a low- Breast cancer future and foster inclusive societies, particularly across Africa and Europe.
herCAREER ist die führende Plattform für die weibliche Karriere. Das gesamte Vortragsprogramm & die Möglichkeit zum Ticketkauf gibt es unter:
https://www.her-career.com/expo |
www_stark-stark_com_personal-injury_motorcycle_events_photos_2014-event-photos__page_number_5_20_pag | diversity | SIMILARITY: 0.5013
The attorneys and staff of Stark & Stark envision a world where everyone is judged on their success – where everyone has an equal opportunity to find their own path and their own idea of success.
Learn more about our Diversity & Inclusion initiatives |
bisexual_shopping_product_bisexual-heart-magnesium-glycinate-supplement-60-capsules_ | diversity | SIMILARITY: 0.4468
@ Copyright 2024. All Rights Reserved. Designed by WordPress Development Agency
Celebrate Diversity with Our LGBTQ+ Pride Collection
Welcome to Bisexual Shopping, your one-stop destination for a vibrant and inclusive selection of products that celebrate the LGBTQ+ community. We are proud to offer a wide range of items, from t-shirts and sweatshirts to mugs, puzzles, and personal accessories, all designed to spread love, promote equality, and celebrate diversity. At Bisexual Shopping, we believe in the power of self-expression and unity, and our collection is designed to help you do just that.
T-Shirts & Sweatshirts
Our LGBTQ+ pride collection of t-shirts and sweatshirts is a canvas for you to express your unique identity and show your support for the community. Whether you’re looking for a bold and colorful statement piece or a more subtle design, we have something for everyone. From rainbow-themed prints to inspiring quotes, our clothing items are not only stylish but also comfortable and durable.
Explore our range of t-shirts and sweatshirts, available in a variety of sizes and styles, so you can find the perfect fit for your individual style and comfort.
Mugs
Start your day with a cup of positivity and pride! Our LGBTQ+ pride mugs are the perfect addition to your morning routine. Sip your coffee or tea from a mug that reflects your identity and helps you feel supported and celebrated every day. These mugs also make wonderful gifts for friends and loved ones, offering a unique way to spread love and acceptance.
Choose from a variety of designs, including rainbow-themed mugs, empowering messages, and more. These mugs are made with high-quality materials to ensure they last for years to come.
Puzzles
Puzzles have a unique way of bringing people together, and our LGBTQ+ pride puzzles are no exception. These beautifully designed puzzles are a fun and engaging way to celebrate diversity with friends and family. Work together to complete a stunning image that reflects the spirit of the LGBTQ+ community.
Our puzzles come in various sizes and complexity levels, making them suitable for all ages and skill levels. Not only are they a source of entertainment, but they also encourage meaningful conversations about inclusion and acceptance.
Personal Accessories
Our LGBTQ+ pride collection also features a wide range of personal accessories, including pins, buttons, keychains, and phone cases. These accessories offer a subtle yet impactful way to display your pride and show your support for the community. Pin a rainbow flag on your bag, add a pride-themed keychain to your keys, or personalize your phone case with a design that resonates with you.
These accessories make wonderful additions to your everyday style and are perfect for gifting. They are small tokens of love and acceptance that you can carry with you wherever you go.
Household Items
Create an inclusive and welcoming environment in your home with our LGBTQ+ pride household items. From throw pillows and blankets to wall art and decorative items, we have a range of products that will transform your living space into a celebration of diversity and love.
Our household items are designed with style and comfort in mind. Choose from a variety of designs and themes to match your home’s décor and express your unique identity.
Why Choose Bisexual Shopping?
Inclusivity: We are committed to promoting inclusivity and acceptance. Our products are designed to celebrate the LGBTQ+ community, making it easier for you to express your identity and show your support for the community.
Quality: We take pride in the quality of our products. From the materials we use to the craftsmanship behind every item, we ensure that you receive products that are long-lasting and meaningful.
Variety: Our collection offers a wide variety of items, from clothing and mugs to puzzles and household items, ensuring that you can find the perfect products to suit your preferences and style.
Gifts: Our products make excellent gifts for friends, family, and loved ones. Share the love and acceptance by giving a meaningful gift from our LGBTQ+ pride collection.
Affordability: We believe that celebrating diversity should be accessible to everyone. Our products are competitively priced, so you can find high-quality items that fit your budget.
Express Yourself, Celebrate Diversity
At Bisexual Shopping, we believe in the power of self-expression and unity. Our LGBTQ+ pride collection is more than just products; it’s a celebration of love, acceptance, and diversity. By shopping with us, you are not only supporting the LGBTQ+ community but also sending a powerful message of love and inclusivity to the world.
Join us in celebrating diversity and promoting equality. Explore our LGBTQ+ pride collection and find the perfect items to express your unique identity and show your support for the community. Shop with us today and be a part of a more inclusive and loving world.
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synergyalliance_us_footer_hln-main-footer | diversity | SIMILARITY: 0.5742
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HOME
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2fwww_fountainmagazine_com_all-issues_2006_issue-54-april-june-2006 | diversity | SIMILARITY: 0.5358
Towards a Multicultural Society and Education
01 April 2006 | Mehmet A. Ocak | Issue 54 (April - June 2006)
Democratic societies are strengthened by fundamental principles, such as freedom, equality, and justice. To keep the identities of people who produce knowledge and research quiet seems paradoxical in a democratic society. When variables like culture, ethnicity, race, and diversity are utilized in o… |
www_aminer_cn_profile_shijia-huang_5434d2c3dabfaebb1c1989a8 | diversity | SIMILARITY: 0.4003
Research Interests
Author Statistics
#Papers: 12
#Citation: 69
H-Index: 4
G-Index: 6
Sociability: 3
Diversity: 1
Activity: 33
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- 学生
- 导师
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The page data are from open Internet sources, cooperative publishers and automatic analysis results through AI technology. We do not make any commitments and guarantees for the validity, accuracy, correctness, reliability, completeness and timeliness of the page data. If you have any questions, please contact us by email: [email protected] |
asianozstudiesnews_blogspot_com_2007_02_conference-proceedings-everyday_html | diversity | SIMILARITY: 0.4447
The proceedings of the "Everyday Multiculturalism" conference, held by the Centre for Research on Social Inclusion, Macquarie University - 28-29 September 2006, are now online.
Edited by Selvaraj Velayutham and Amanda Wise.
>> Go to the Everyday Multiculturalism proceedings. |
news247planet_com_why-equal-opportunity-for-all-and-dei-are-not-the-same-thing_ | diversity | SIMILARITY: 0.4241
The early days of this political administration have proven the risks of a homogenized understanding of civil rights. There may be an alarming quantity of people that don’t perceive the distinction between variety, fairness, and inclusion (DEI) initiatives and the hyperlink between equal employment alternative (EEO) coverage and justice for all.
When the White Home posted the chief order “Ending Unlawful Discrimination and Restoring Benefit-Based mostly Alternative” on Jan. 21, it took intention at DEI within the identify of the Civil Rights Act of 1964. This was significantly ironic. Additional, it notably revoked the Equal Employment Alternative rule of 1965, which then-President Lyndon B. Johnson used to shut a loophole regarding authorities contractors. The EEO’s antidiscrimination origins started in federal employment. It has since been used as a standard-bearer throughout just about all organizations, whether or not non-public, state, labor, training, and so forth.
Political opponents of DEI and equal alternative efforts have offered them in a manner that means they are going to solely be helpful to African Individuals, which in and of itself invitations and incites racism. Definitely, initiatives that assist Black persons are viable due to the continued legacy of systemic racism. With that mentioned, civil rights laws, not trickle-down economics, has actually been the “rising tide that lifts all boats.” Such coverage has sought to eradicate not solely racial inequity, however has made room for girls, veterans, those that are disabled, and LGBTQ+ individuals.
President Lyndon B. Johnson indicators the Civil Rights Act within the East Room of the White Home July 2, 1964. The regulation is taken into account some of the celebrated legislative achievements in U.S. historical past. It made it unlawful to discriminate on the premise of race, coloration, faith, intercourse, or nationwide origin, and barred unequal utility of voter registration necessities.
Why We Wrote This
How usually have we positioned our fingers over our hearts and declared, “with liberty and justice for all”? Fairly merely, the 1965 Equal Employment Alternative rule the president revoked his first week is quintessentially American, our columnist writes.
A modest flyer at a storage location stroke a chord in my memory. It’s a flyer one would possibly see at most locations of enterprise. “Equal Employment Alternative Is The Regulation,” learn the header, with “The Regulation” in daring, black letters. I first realized of EEO coverage throughout my metropolis beat in my native Augusta, Georgia. I watched two Black feminine division administrators encounter their very own episodes of discrimination, whereas on the identical time combating for equity for others. Very similar to the irony of utilizing civil rights laws to revoke DEI, watching Black ladies face assaults for doing due diligence within the equal rights house didn’t escape me.
A kind of administrators was Jacqueline Humphrey, who led EEO for town for six years till she was fired in 2015. She later filed a federal complaint, alleging that she was the sufferer of office discrimination. In her go well with, she argued that she was demoted after which terminated after she investigated a criticism in opposition to one other director. She and town reached a settlement. I reached out to Ms. Humphrey to get her perspective on EEO.
Aileen Clarke Hernandez, assistant chief of California’s Division of Truthful Employment Practices, pictured in Sacramento, California, Could 22, 1965, was appointed to the brand new federal Equal Employment Alternative Fee. When it started, she was the fee’s solely feminine member and one in every of solely two Black individuals.
“[People] don’t perceive the constitutional rights behind what EEO stands for and what it means,” she says by telephone. “Organizations don’t need staff to have perception about their rights, as a result of then they must solidify being honest in how they distribute cash, positions, and contracts.”
The opposite director was Yvonne Gentry, who led town’s Deprived Enterprise Enterprise program. A 2009 disparity study references the origins of the 1995 program, and the 1994 investigation that predated it. This system was created within the aftermath of “compelling proof of a giant disparity between the utilization of minority and ladies distributors and their availability within the Richmond County market space, a lot of which was attributable to the previous and current results of discrimination.”
Disparity, after all, speaks to variations in therapy and alternatives. When reached by telephone, Ms. Gentry explains how packages designed to assist the disenfranchised supply roadmaps for people who’ve not often or by no means engaged with authorities from a enterprise perspective.
“Numerous instances, individuals simply don’t know the place to go,” Ms. Gentry says. “That was the target of this system, not ensuring minorities get [preferential treatment].”
She provides that the Trump administration’s assaults on DEI appear focused towards nonwhites.
“Range is such a large brush. It could possibly imply Black, Asian, disabled, a variety of issues,” she says. “He’s not going after [unqualified] whites. He’s going after minorities.”
Whereas there are numerous champions to protect equal rights, the modern-day work of civil rights might be traced again to 1 man: Martin Luther King Jr. It was robust to look at Donald Trump log off on anti-DEI government orders on Martin Luther King Jr. Day and the day after, as a result of, fairly merely, Dr. King gave his life for civil rights laws.
Historical past tends to talk in flowery phrases about Dr. King and then-President Johnson’s relationship concerning civil rights. The reality is lots much less romantic. The 2 largely labored below pressure and in secret due to the looming presence of Jim Crow. Additional, the FBI sought to intimidate Dr. King, and President Johnson didn’t intervene. However, profound coverage got here out of their high-risk collaboration.
This, amongst different causes, is why criticism of DEI requires extra nuance. There are entities who say it’s unfair, regardless of the legacy of Jim Crow and the necessity for merit-based hiring. However there are others who contend that DEI doesn’t particularly goal individuals of coloration, and in some instances, perpetuates whiteness.
President Lyndon B. Johnson (proper) talks with civil rights leaders within the White Home in Washington Jan. 18, 1964: (from left) Roy Wilkins, government secretary of the NAACP; James Farmer, nationwide director of the Committee on Racial Equality; the Rev. Dr. Martin Luther King Jr., head of the Southern Christian Management Convention; and Whitney Younger, government director of the City League.
There are methods to make DEI extra equitable with out eliminating it. Additional, the consolidation of civil rights phrases in common language has led to the kind of cultural misunderstanding that has put bedrock laws in danger.
DEI describes a post-Black Lives Matter marketing campaign that sought equity amongst an informed class, which is actually related. However this newest assault is an instance of how anti-DEI rhetoric might be employed to hurt standard-bearing laws.
The Civil Rights Act of 1964, after all, remains to be the regulation of the land. And personal and authorities staff are nonetheless shielded from discrimination. However right here’s a chief part to remind us of the significance of the EEO rule of 1965: “It’s the coverage of the Authorities of the US to supply equal alternative in Federal employment for all certified individuals, to ban discrimination in employment due to race, creed, coloration, or nationwide origin, and to advertise the complete realization of equal employment alternative by a optimistic, persevering with program in every government division and company. The coverage of equal alternative applies to each side of Federal employment coverage and follow.”
How usually have we positioned our fingers over our hearts and declared, “with liberty and justice for all”? Fairly merely, this act is quintessentially American. |
tsnn_com_events_ai-business-automation-expo-tokyo-2024 | diversity | SIMILARITY: 0.4141
MGM Resorts is committed to fostering an inclusive and diverse culture, not just among employees and guests but also within its supply chain. The company prioritizes procuring goods and services from businesses owned by minorities, women, veterans, people with disabilities, LGBTQ individuals and those facing economic disadvantages. This commitment is integral to MGM Resorts' global procurement strategy.
Through its voluntary supplier diversity program, MGM Resorts actively identifies and connects certified diverse-owned suppliers to opportunities within its supply chain. The company is on track to spend at least 15% of its biddable procurement with diverse-owned businesses by 2025, demonstrating that supplier diversity is not only a social responsibility but also a strategic business imperative.
Supplier diversity isn’t just the right thing to do – it’s good for business. A diverse supply chain allows access to a broader range of perspectives and experience, helping to drive innovation, entrepreneurship and resilience, while strengthening communities. At MGM Resorts, engaging diverse suppliers ensures best-in-class experiences for guests and clients. Supplier diversity ensures a more resilient supply chain while supporting economic development in the communities in which it operates.
The impact of MGM Resorts' supplier diversity initiatives is significant. In 2023, these efforts supported over 3,500 jobs across more than 30 states, contributed over $214 million in income for diverse-owned businesses and generated more than $62 million in tax revenue. The story extends beyond the numbers – it reflects the tangible benefits brought to small and diverse-owned businesses, fostering economic empowerment in their communities.
MGM Resorts also supports the development and business skills of diverse-owned businesses through investment, mentorship and education. Through the MGM Resorts Supplier Diversity Mentorship Program, the company identifies, mentors and develops diverse-owned businesses to fill its future pipeline, while providing businesses with tools and resources to empower and uplift. Since 2017, the program has successfully graduated 105 diverse-owned businesses and is on track to achieve its goal of 150 graduates by 2025.
MGM Resorts’ commitment to supplier diversity not only enhances its business operations but also plays a crucial role in uplifting communities and fostering economic development. This approach reinforces the idea that diversity is a powerful driver of innovation and resilience, benefiting both the company and the wider community. |
philevents_org_event_show_2282 | ethics | SIMILARITY: 0.4766
Hybrid Theories in Meta-ethics
South Hall Complex
Pollock Halls
Edinburgh EH16 5
United Kingdom
Sponsor(s):
- AHRC
- Analysis Trust
- Mind Association
- Scots Philosophical Association
Speakers:
Organisers:
Talks at this conference
Add a talkDetails
A long-standing assumption in meta-ethics is that moral thought and language is either purely cognitive or purely non-cognitive. But this has recently been called into question. For whilst such pure theories seem to easily explain some elements of moral thought and language they seem to have a hard time explaining or accommodating others. This has led to the development of so-called hybrid theories, which take moral thought and language to combine cognitive and non-cognitive elements in some way.
This conference brings together a large number of those presently working on hybrid theories to examine the prospects of these theories in meta-ethics, and the meta-normative more generally, and in other areas where similar theories have been proposed, such as pejorative terms. The wide range of issues that are discussed in connection with hybrid theories means that the conference will be of interest to anyone interested in meta-normativity in general, meta-ethics in particular, and philosophy of language.
When: July 2-4, 2012
Where: South Hall Complex, Pollock Halls, 18 Holyrood Park Road, Edinburgh
Provisional Titles:
Dorit Bar-On & Matthew Chrisman - TBC
Stephen Barker - "What cannot be said must be passed over with expression: Is implicature what value-talk is all about?"
Dan Boisvert - "Hybrid Expressivism, Success Condition Semantics, and Logic"
David Copp - "Can a Hybrid Theory Have it Both Ways?"
John Eriksson - "Hybrid Expressivism: Content, Context and Convention"
Steve Finlay - "The Pragmatics of Normative Disagreement"
Guy Fletcher - "Are Moral Attitudes Conveyed by Implicature?"
Ryan Hay - "Hybrid Theories and Motivational Internalism"
Jennifer Hornsby - "Expletive Deleted"
Mike Ridge - TBC
Mark Schroeder - "Tempered Expressivism"
Laura Schroeter & Francois Schroeter - "Why go Hybrid?"
Jon Tresan - "Hybrid Meaning or Ambiguity: The Moral of "Moral"
***
Organisers:
Guy Fletcher - Guy.fletcher[at]ed.ac.uk
Mike Ridge - Mike.Ridge[at]ed.ac.uk
Who is attending?
1 person is attending:
Will you attend this event? |
scholar_archive_org_work_guycddjitrc2fndacgrbolgxju | ethics | SIMILARITY: 0.4044
A copy of this work was available on the public web and has been preserved in the Wayback Machine. The capture dates from 2018; you can also visit the original URL. The file type is application/pdf.
application/pdf
Andrew Le Sueur. "The Rise and Ruin of Unreasonableness?." Judicial Review 10.1 (2005) 32-51 |
cme_healthpartners_com_ethics-consult-team-education-2023_content_ethics-consult-team-education-24 | ethics | SIMILARITY: 0.5255
Overview
Ethics Consults Review - presented by Don Postema, PhD & Marlane Brown, OD
Accreditation
HealthPartners is accredited by the Accreditation Council for Continuing Medical Education (ACCME) to provide continuing medical education for physicians.
HealthPartners Office of Continuing Medical Education designates this live activity for a maximum of 1.50 AMA PRA Category 1 Credit(s)™. Physicians should claim only the credit commensurate with the extent of their participation in the activity.
Objectives
Regularly attending this series will allow participants to be able to:
- Apply ethical principles and frameworks to guide optimal decision making in clinical care
- Identify processes that can improve delivery of healthcare by incorporating critical ethics standards
- Describe common ethical challenges presented in clinical care
Session date:
02/14/2023 - 7:30am to 9:00am CST
Location:
Regions Hospital
St. Paul, MN
55101
United States
See map: Google Maps
Add to calendar:
- 1.50 AMA PRA Category 1 Credit™
- 1.50 AttendanceThis program is designed to meet the Minnesota Board of Nursing’s requirements. It is the responsibility of each nurse to determine if the program meets the criteria for licensure or recertification in their discipline. |
cme_healthpartners_com_ethics-consult-team-education-2023_content_ethics-consult-team-education-28 | ethics | SIMILARITY: 0.5255
Overview
Ethics Consults Review - presented by Don Postema, PhD & Marlane Brown, OD
Accreditation
HealthPartners is accredited by the Accreditation Council for Continuing Medical Education (ACCME) to provide continuing medical education for physicians.
HealthPartners Office of Continuing Medical Education designates this live activity for a maximum of 1.50 AMA PRA Category 1 Credit(s)™. Physicians should claim only the credit commensurate with the extent of their participation in the activity.
Objectives
Regularly attending this series will allow participants to be able to:
- Apply ethical principles and frameworks to guide optimal decision making in clinical care
- Identify processes that can improve delivery of healthcare by incorporating critical ethics standards
- Describe common ethical challenges presented in clinical care
Session date:
06/13/2023 - 7:30am to 9:00am CDT
Location:
Regions Hospital
St. Paul, MN
55101
United States
See map: Google Maps
Add to calendar:
- 1.50 AMA PRA Category 1 Credit™
- 1.50 AttendanceThis program is designed to meet the Minnesota Board of Nursing’s requirements. It is the responsibility of each nurse to determine if the program meets the criteria for licensure or recertification in their discipline. |
cme_healthpartners_com_ethics-consult-team-education-2023_content_ethics-consult-team-education-29 | ethics | SIMILARITY: 0.5255
Overview
Ethics Consults Review - presented by Don Postema, PhD & Marlane Brown, OD
Accreditation
HealthPartners is accredited by the Accreditation Council for Continuing Medical Education (ACCME) to provide continuing medical education for physicians.
HealthPartners Office of Continuing Medical Education designates this live activity for a maximum of 1.50 AMA PRA Category 1 Credit(s)™. Physicians should claim only the credit commensurate with the extent of their participation in the activity.
Objectives
Regularly attending this series will allow participants to be able to:
- Apply ethical principles and frameworks to guide optimal decision making in clinical care
- Identify processes that can improve delivery of healthcare by incorporating critical ethics standards
- Describe common ethical challenges presented in clinical care
Session date:
07/11/2023 - 7:30am to 9:00am CDT
Location:
Regions Hospital
St. Paul, MN
55101
United States
See map: Google Maps
Add to calendar:
- 1.50 AMA PRA Category 1 Credit™
- 1.50 AttendanceThis program is designed to meet the Minnesota Board of Nursing’s requirements. It is the responsibility of each nurse to determine if the program meets the criteria for licensure or recertification in their discipline. |
chromium_googlesource_com_chromium_deps_sqlite___refs_tags_upstream_version-3_46_0_ext_session_sessi | ethics | SIMILARITY: 0.4441
| # 2017 Jan 31 |
| # |
| # The author disclaims copyright to this source code. In place of |
| # a legal notice, here is a blessing: |
| # |
| # May you do good and not evil. |
| # May you find forgiveness for yourself and forgive others. |
| # May you share freely, never taking more than you give. |
| # |
| #*********************************************************************** |
| # |
| # The focus of this file is testing the session module. Specifically, |
| # testing support for WITHOUT ROWID tables. |
| # |
| |
| if {![info exists testdir]} { |
| set testdir [file join [file dirname [info script]] .. .. test] |
| } |
| source [file join [file dirname [info script]] session_common.tcl] |
| source $testdir/tester.tcl |
| ifcapable !session {finish_test; return} |
| |
| set testprefix sessionwor |
| |
| proc test_reset {} { |
| catch { db close } |
| catch { db2 close } |
| forcedelete test.db test.db2 |
| sqlite3 db test.db |
| sqlite3 db2 test.db2 |
| } |
| |
| foreach {tn wo} { |
| 1 "" |
| 2 "WITHOUT ROWID" |
| } { |
| reset_db |
| |
| do_execsql_test 1.$tn.0 "CREATE TABLE t1(a PRIMARY KEY, b) $wo ;" |
| |
| do_iterator_test 1.$tn.1 t1 { |
| INSERT INTO t1 VALUES('one', 'two'); |
| } { |
| {INSERT t1 0 X. {} {t one t two}} |
| } |
| |
| do_iterator_test 1.$tn.2 t1 { |
| UPDATE t1 SET b='three' |
| } { |
| {UPDATE t1 0 X. {t one t two} {{} {} t three}} |
| } |
| |
| do_iterator_test 1.$tn.3 t1 { |
| REPLACE INTO t1 VALUES('one', 'four'); |
| } { |
| {UPDATE t1 0 X. {t one t three} {{} {} t four}} |
| } |
| |
| do_iterator_test 1.$tn.4 t1 { |
| DELETE FROM t1; |
| } { |
| {DELETE t1 0 X. {t one t four} {}} |
| } |
| } |
| |
| foreach {tn wo} { |
| 1 "" |
| 2 "WITHOUT ROWID" |
| } { |
| reset_db |
| |
| do_execsql_test 2.$tn.0.1 "CREATE TABLE t1(a INTEGER PRIMARY KEY, b) $wo ;" |
| do_execsql_test 2.$tn.0.2 "CREATE TABLE t2(a INTEGER PRIMARY KEY, b) $wo ;" |
| do_execsql_test 2.$tn.0.3 "CREATE TABLE t3(a INTEGER PRIMARY KEY, b) $wo ;" |
| |
| do_iterator_test 1.1 t1 { |
| INSERT INTO t1 VALUES(1, 'two'); |
| } { |
| {INSERT t1 0 X. {} {i 1 t two}} |
| } |
| |
| do_iterator_test 2.$tn.2 t1 { |
| UPDATE t1 SET b='three' |
| } { |
| {UPDATE t1 0 X. {i 1 t two} {{} {} t three}} |
| } |
| |
| do_iterator_test 2.$tn.3 t1 { |
| REPLACE INTO t1 VALUES(1, 'four'); |
| } { |
| {UPDATE t1 0 X. {i 1 t three} {{} {} t four}} |
| } |
| |
| do_iterator_test 2.$tn.4 t1 { |
| DELETE FROM t1; |
| } { |
| {DELETE t1 0 X. {i 1 t four} {}} |
| } |
| |
| do_execsql_test 2.$tn.5 { |
| INSERT INTO t1 VALUES(1, 'one'); |
| INSERT INTO t1 VALUES(2, 'two'); |
| INSERT INTO t1 VALUES(3, 'three'); |
| } |
| |
| do_iterator_test 2.$tn.6 t2 { |
| INSERT INTO t2 SELECT a, b FROM t1 |
| } { |
| {INSERT t2 0 X. {} {i 1 t one}} |
| {INSERT t2 0 X. {} {i 2 t two}} |
| {INSERT t2 0 X. {} {i 3 t three}} |
| } |
| do_iterator_test 2.$tn.7 t3 { |
| INSERT INTO t3 SELECT * FROM t1 |
| } { |
| {INSERT t3 0 X. {} {i 1 t one}} |
| {INSERT t3 0 X. {} {i 2 t two}} |
| {INSERT t3 0 X. {} {i 3 t three}} |
| } |
| } |
| |
| finish_test |
| | |
acping_substack_com_p_moral-flexibility-and-the-paradox_comments | ethics | SIMILARITY: 0.4915
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i-netsolutions_net_computers-internet-and-technology-6_html | ethics | SIMILARITY: 0.4366
Computers, Internet, and Technology
As a outcome, the term “computer ethics”, as it’s usually used at present, names solely a subfield of Wiener’s a lot broader concerns. Redesigning an internet-conferencing environment to scaffold computing college students’ inventive design processes. A weblog, which is brief for Weblog, is a group of non-public journal entries, published on-line and offered chronologically, to which readers (or subscribers) may reply by offering additional commentary or feedback. In order to create a weblog, one must compose content for an entry, which may include text, hyperlinks, graphics, audio, or video, publish the content material on-line using a blogging software, and alert subscribers that new content material is posted.
Meanwhile Maner continued to conduct workshops and teach courses in computer ethics. As a outcome, a variety of scholars, particularly philosophers and computer scientists, had been introduced to laptop ethics due to Maner’s trailblazing efforts. David A. Wilson research grant study awarded to the second writer, “A Comparative Analysis of Student Engagement and Critical Thinking in Two Approaches to the Online Classroom”. A focus on students’ use of Twitter – their interactions with each other, content material and interface. Integrating Twitter into undergraduate medical education to advertise active learning.
Bluetooth and Infra Red applied sciences are used for wireless private Network. These applied sciences will allow the connectivity of non-public units inside an space of 30 feet.
Roughly six-in-ten students (fifty eight%) say they use the web at their house to do homework every day or almost daily, in accordance with a new Pew Research Center evaluation of knowledge from the 2018 National Assessment of Educational Progress (NAEP). Just 6% of students say they by no means use the internet at home for this function. As K-12 officers in lots of states close colleges and shift courses and assignments on-line due to the unfold of the brand new coronavirus, they confront the fact that some college students do not have dependable entry to the internet at residence – significantly those that are from lower-earnings households. Despite the novel shift away from faculties and workplaces, performance of U.S. networks has held up properly thus far. Since “social distancing” measures began in earnest in New York City, overall internet traffic there has remained almost the identical, biking from mild within the mornings to heavy within the evenings, as all the time, in accordance with network information from De-CIX, an internet change service.
While the overall schooling core requirements for commencement can be met by choosing courses from every of these areas, some applications of research require lower division programs that function stipulations for upper division programs. Students should seek the advice of the pattern four-year plans and check with their educational advisors as they select their general schooling core courses. In most cases, common sense will information the consumer towards acceptable use of expertise. District 128 will present expertise entry to customers who have learn and agree to abide by this Student Technology Acceptable Use Policy and have written approval from their parent/guardian. Inappropriate use may result in cancellation, limitation, or suspension of entry privileges, disciplinary action, tutorial consequences, and/or authorized action.
Internet assets, hardware, and software parts are the goal of criminal or malicious attempts to achieve unauthorized control to trigger interruptions, commit fraud, have interaction in blackmail or access personal information. The spread of low-cost Internet access in creating countries has opened up new possibilities for peer-to-peer charities, which allow individuals to contribute small quantities to charitable initiatives for other people. Websites, similar to DonorsChoose and GlobalGiving, allow small-scale donors to direct funds to particular person tasks of their choice. A popular twist on Internet-based philanthropy is the usage of peer-to-peer lending for charitable purposes.
In addition, additional research is needed to clarify findings concerning how wikis and Twitter affect interplay and how blogs and Facebook affect deep processing of knowledge. Future analysis research should include justifications for the pedagogical use of specific applied sciences and detailed instructions for studying actions to reduce adverse findings from poor instructional design and to encourage replication.
Students who graduate from this specialization will achieve skills necessary to compete in the telecommunication support business. Students will learn advanced installation and troubleshooting of telecommunication methods such as telephony, broadband in addition to copper and fiber optic structured cabling methods to deliver voice, information, Internet and video/web providers to end users. With this degree you possibly can work with application-oriented companies for whom network expertise is crucial. Think, for instance, of automobile-to-automobile communication in the automotive trade or intelligent manufacturing techniques for industrial firms and supply chains.
three.1 Three generations of Internet know-how
Infoplease is part of the FEN Learning household of instructional and reference sites for fogeys, lecturers and college students. By July of 1975, ARPANET was an operational network, and the interval from 1973 to 1982 noticed the development and refinement of the TCP/IP protocol suite, and its implementation on a variety of operating systems. The creating Internet expertise attracted the eye of the US navy, and in 1978 it was determined that the TCP/IP protocols could be adopted for army communications. ARPANET became the world’s first TCP/IP-based mostly wide area community in January 1983, when all ARPANET hosts have been switched from NCP to the new Internet protocols. |
www_naag_org_author_eric-s-fillman_ | ethics | SIMILARITY: 0.5074
Ethics Corner: Creating a Chief Integrity Officer Position
This article details how this new position has been structured to ensure that ethics and integrity are integrated into every aspect of the AG office’s operations.
This article details how this new position has been structured to ensure that ethics and integrity are integrated into every aspect of the AG office’s operations. |
www_standaardboekhandel_be_p_the-principles-of-new-ethics-i-9781138331617 | ethics | SIMILARITY: 0.6113
From Descartes to Spinoza, Western philosophers have attempted to propose an axiomatic systemization of ethics. However, without consensus on the contents and objects of ethics, the system remains incomplete. This fourvolume set presents a model that highlights a Chinese philosopher's insights on ethics after a 22-year study. Three essential components of ethics are examined: metaethics, normative ethics, and virtue ethics.
This volume mainly studies meta- ethics. The author not only studies the fi ve primitive concepts of ethics- "value," "good," "ought," "right," and "fact"- and reveals their relationship, but also demonstrates the solution to the classic "Hume's guillotine"- whether "ought" can be derived from "fact." His aim is to identify the methods of making excellent moral norms, leading to solutions on how to prove ethical axioms and ethical postulates.
Written by a renowned philosopher, the Chinese version of this set sold more than 60,000 copies and has exerted tremendous infl uence on the academic scene in China. The English version will be an essential read for students and scholars of ethics and philosophy in general.
We publiceren alleen reviews die voldoen aan de voorwaarden voor reviews. Bekijk onze voorwaarden voor reviews. |
sikacollection_com_the-ethics-of-the-21st-century-renaissance_html | ethics | SIMILARITY: 0.4323
The Ethics of the 21st Century Renaissance
The present goal of governments wanting to stay in power is to secure greater business opportunities and an expanding economy. This particular obsession with power disregards the future accumulation of unsustainable debt, resulting in inevitable demoralising chaos, and in continual conflict.
This science of chaos, is governed by the second law of thermodynamics, which Albert Einstein referred to as the ‘Premier Law of all of Science’. His colleague, Sir Arthur Eddington, called it the ‘Supreme Metaphysical Law of the Entire Universe’. In his most famous essay entitled ‘A Freeman’s Worship’, Lord Bertrand Russell wrote that we had no other choice but to worship the law in a total anguish of despair, devoid of any sustainable natural ethic arguing otherwise. Very recent scientific discoveries have confirmed that this philosophery of science was dangerously wrong.
These discoveries also validated the original basis of science, which was constructed in ancient Greece. The Platonic tradition of Geek philosophy had been used for centuries to fuse ethics into a model of creation called the Nous, postulated during the 5th Century BC by the father of cosmological science, Anaxagoras. He thought that a supreme creator of our world left our section of the universe in order to construct others elsewhere, leaving us with freewill to develop an ethical purpose for the evolution of life.
By the 3rd Century BC, the resulting Atomistic science derived from fusing ethics into the Nous, was taught at the Greek universities, The Lyceum and The Academy. The science became known as the ‘Science for Ethical Ends’, which was also compatible with the 3rd Century BC Atomistic ‘Science of universal love’, taught at the University, Ho Kepos.
When the Great Library of Alexandria was burned in 415 AD, most of the mathematical scrolls about these sciences were destroyed as the works of the Devil, plunging Western civilisation into the Dark Ages. As the new discoveries now demonstrate, we were literately left with a culture devoid of sustainable scientific ethics.
The Cornell University Library posted about one of these discoveries, made by two Chinese scientists in 2011. The scientists used mathematics to demonstrate that proteins in DNA continuously enfolded into shapes, in order to evolve in contradiction to the Einsteinian World-view. Ten years earlier, the Science-Art Research Centre of Australia, had predicted this protein phenomena to exist, an idea that had been derived from the Platonic Science for Ethical Ends.
The science of quantum mechanics has been accepted as being the basis of modern science since 1927. This science encompassed an erroneous concept of continual chaos, thought to lead eventually to the destruction of all life in the universe. In order to correct the destructive ramifications of this ‘Greed Energy Law’ governing current economics, politics, technology and quantum science, we must upgrade and modify quantum mechanics accordingly to the new discoveries.
Discoveries made by utilising nanotechnology, provide photographic evidence demonstrating that the evolutionary functioning of the molecule of emotion, discovered by Dr Candace Pert in 1972, does not obey the greed energy law at all. This demonstrates that global economic slavery is an unnatural and unethical greed driven obsession. The geometrical pattern of the dance of life is known to be based upon variations of the sacred geometries, used to produce a intuitive emotional pattern recognition transferred to and encoded in the emotion molecule. We can explain the cancerous nature of this obsession by showing that its mathematical logic is unable to generate healthy biological growth and development through space-time. This cancer-like growth is contrary to the mathematical functioning of the lost ethical science, which can generate healthy biological blueprints through space-time.
In 1990 the Science-Art Research Centre’s mathematics of life-energy was selected for reprinting as an important optical discovery of the 20th Century literature by the IEEE SPIE Milestone Series, the world’s largest technological research institute. This phenomenon had been alluded to by Einstein, as belonging to the mythological reality of Babylonian mathematical metaphysical conjecture. The first mythological mathematical structure of the Greek Nous was non regenerative, because its mythical creator was thought to have left our universe upon having completed its creation.
The prolonged application of consciously weaving ethics into the Nous’ mythical existence, transformed its original Euclidean mathematical structure into a dynamical geometrical living mathematical system. However, Einstein forbade the development of this Nous mathematics to be part of any living system. Although his mainstream world-view now accepts that the dynamical fractal mathematical logic extends to infinity, it refuses to link it to any life-science, because Einstein thought that the energies of chaos radiating away from dying star systems. would eventually bring about the cessation of all life. Therefore, according to Einstein, the living process could not possibly extend to infinity.
This reasoning is incorrect. The recent Cloud Chamber experiments at the CERN Hadron Collider demonstrated that cosmic radiation from dying novae, 30 million light years ago in the Milky-way, causes rain to fall on earth today. Furthermore, the process can be linked to the evolving formation of endocrine fluids within the molecule of emotion. The process of consciousness affecting the subatomic fabric of the material universe, the basis of quantum mechanics, was thought by Einstein to only obey the lifeless laws of the physical reality. The 1937 Nobel Laureate in Medicine, Szent-Gyorgyi, argued strongly to the contrary. He insisted that consciousness belonged to a second energy system by interacting with Einstein’s understanding of the energies of chaos. In ancient times, that second energy system was associated with a spiritual intuitive reality. Today it is known to belong to the functioning of the infinite holographic universe.
The Science-Art Research Centre’s Director of Bio-aesthetics, art appreciation theory, the late Dr George Cockburn, Royal fellow of Medicine, London, wrote a book titled A Bio-Aesthetic Key to Creative Physics and Art, analysing 200 years of painting methodology employed by Australian Art-masters. He concluded that some artists were compelled to paint by an innate inner sense of belonging to a holographic universe. Cockburn advanced the electromagnetic aesthetic theories of the philosopher Emmanuel Kant and modified them to derive a mathematical understanding about Kant’s Godlike electromagnetic ethic for perpetual peace on earth. Cockburn’s conclusions were similar to the work of the mathematician Bernard Bolzano, who had also developed mathematical theories about ethics through a correction to Kant’s work. In the past, some scholars had used Kant’s aesthetic theories to develop a mathematics for perpetual economic growth and development, which, as already explained, ins now considered to be socially carcinogenic. The difference between aesthetics and ethics is explainable through an entanglement between the quantum mechanical reality and the holographic reality of the now emerging quantum biology.
Following Dr Cockburn’s death, the Science-Art Centre used his mathematical electromagnetic definition of the creative Nous, to locate their optical properties within the modern manufacture of various 3-D viewing glasses. The relevant glasses, when used to view paintings, transformed some of them into holographic images. By using these glasses to view computer images of complex dynamical systems, within the scientific book entitled, The Beauty of Fractals, it was discovered that these pictures became vivid holographic images. Within this book, a chapter called Freedom, Science and Aesthetics, was written by the eminent scientist Professor Gert Eilenberger. He stated: ‘That is part of the excitement surrounding these pictures; they demonstrate that out of research an inner connection, a bridge, can be made between rational scientific insight and emotional aesthetic appeal; these two modes of cognition of the human species are beginning to concur in their estimation of what constitutes nature.’
This optical bridge is the one that the molecular biologist, Sir C P Snow spoke of in his famous Rede lecture at Cambridge University in 1959. Unless that bridge between modern science and the ancient Greek Humanities’ ethical knowledge was constructed, the Einsteinian understanding of the law of chaos must collapse global civilisation. It is also the basis of Buckminster Fuller’s warning, that unless we developed the energies of two universal energy systems, instead of Einstein’s single system of chaos, then oblivion would result. The lost pagan mathematics can now be linked to the quantum entanglement between quantum mechanics and quantum biology, to show that modern science, technology, politics and economics have no long term sustainable ethical content.
It is nonsense to continue to prevent this issue from being researched because it had been erroneously classified during the 5th Century as the work of the Devil. This was because the mathematical understanding, once taught in the Mystery Schools of Babylon, belonged to the worship of the Goddess Ishtar. The attack upon the mathematical teachings by St Augustine followed, because the Bible had linked such mathematics to the worship of the Whore of Babylon. The use of sacred geometries had been used in the Babylonian ceremonial worship of Ishtar, the Goddess of prostitution and war. However, the sacred geometrical mathematics taught in the teaching of the ancient Egyptian Goddess Maat, was about mercy, compassion and justice and the prevention of the universe from reverting to chaos.
Buckminster Fuller derived his spiritual, optical engineering, mathematical world-view, from the Egyptian school of mythical mathematics. Whereas, Lord Bertrand Russell and Albert Einstein developed theirs from the mathematics developed from ancient Babylon. The reader can confirm that Fuller derived his synergistic universe from the Platonic spiritual mathematics developed from the Egyptian Mystery Schools, by reading Harvard University’s Novatis Professor Amy Edmonson’s, free 1987 on line edition of her book entitled The Fuller Explanation-The Synergetic Geometry of R Buckmister Fuller, Chapter 4, pages 36 and 37.
No matter how clever our obsolete mathematics becomes, the more damage it causes. For example some scientists are realising that the three Nobel Prizes awarded for mathematical economic logic in 1994, appear to have brought about the collapse of the former Soviet Union and the mathematics is now collapsing the global economy. This example of chaotic mind over the functioning of mathematical matters can be adversely compared with the ethical mathematics upholding the lost Science for Ethical Ends.
The above-mentioned Professor Eilenberger’s chapter about Freedom, Science and Aesthetics is derived from the ancient Greek ‘Science for Ethical Ends’. When Pythagoras introduced light into the Greek ‘Music of the spheres’ concept, he used the ethics of Egyptian political teaching. His Egyptian spiritual concept of liberty is now depicted on the Great Seal of America.
During the 18th and 19th Century, philosophers of science, such as Kant, Oersted, Schelling and Humboldt, realised that the Pythagorean ethical spiritual mathematics was alluding to their much later discoveries, related to their electromagnetic environmental reality. Schelling corrected Kant’s religious concept of the Godlike electromagnetic ethic for perpetual peace on earth, by linking it directly to the scientific principles upholding the pagan ‘Science for Ethical Ends’. These scientists were searching for a force to be harnessed, to make Faraday’s electric motor seem a child’s toy by comparison. Scientists from around the world have now constructed various aspects of the electromagnetic ethic that fits together to make such an electromagnetic model of reality feasible.
An electromagnetic motor drives the tail of the sperm to the ovum. Upon entering, it is transformed by the feminine electromagnetic field. into the cellular centriole. The centriole energises the first bone created in the embryo, the sphenoid (known in alchemy as the Golden Mean). The sphenoid bone vibrates with the seashell Golden Mean design of the cochlea, using the same life-energy forces as those discovered by the Science-Art Centre, during the 1980s. This then creates the electromagnetic functioning responsible for evolving consciousness, as has been derived from the Greek Music of the Spheres concept by the Texas University scientist, Dr Richard Merrick, as is explained in minute detail within his book entitled, Interference.
Nanotechnology is helping to outline the relevant ethical technology, which is unimaginable to scientists who are locked into the mindset of those obsessed with the physical functioning of the greed energy law. The term, ‘greed energy law’ was used by the anthropologist, Dr Maria Montessori, listed in TIME Magazine’s Century of Science, as the greatest scientist for 1907. Her work with the Jesuit Priest, Tieldhardt de Chardin, who also challenged the single energy system of Einstein’s world-view, was derived from the electromagnetic theories of Immanuel Kant. Montessori established a particular teaching system to explain how the creative thinking of young children developed outside the influence of parental and religious psychological input.
During the 21st Century, the Science-Art Research Centre began to focus upon creating a Social Cradle to assist the more rigorous research of the Florentine New Measurement of Humanity Project at Florence University. On the 24th of September 2010, the quantum chemists, Professors Paolo Manzelli and Massimo Pregnolato, were awarded the Giorgio Napolitano Medal on behalf of the Republic of Italy for their quantum biological research discoveries. This was internationally declared as the birth date of the 21st Century Renaissance.
Together, with their colleagues, they have extended the organisation, Art Quantum International, to further the Italian Science-Art research. In June 2012, the Science-Art Research Centre printed the book entitled, The 21st Century Renaissance, using the pioneering history of Science-Art Research in Australia to introduce the human survival ethical ethos of the Florentine Project. This book contains a chapter written by a Dr of International Law, outlining how UNESCO and the United Nations can upgrade Immanuel Kant’s failed vision of an ethical League of Nations, in order to implement his ennobling electromagnetic ethical ethos. A Doctor of Medicine has written to support the legal text, with the general ethical concept endorsed by a UNESCO Chair for World Peace and by the Electrical Engineer who headed the development of the Telefunken Communications Complex in Europe.
It is well known that scholars throughout the world are developing similar concepts about the new ethical science and technology. If they can somehow merge their intuitive endeavours for critical debate, within the structure of the 21st Century Renaissance, they may well combine to advance science for the betterment of the global human condition, under its ethical umbrella.
© Professor Robert Pope
Advisor to the President Oceania and Australasia of the Institute for Theoretical Physics and Advanced Mathematics (IFM) Einstein-Galilei |
intranet_ecu_edu_au_staff_centres_strategic-and-governance-services_our-services_legal-and-integrity | ethics | SIMILARITY: 0.4453
The Acceptance of Gifts by ECU Staff Policy outlines the responsibilities ECU staff have when offered gifts and details ECU's requirement to record gifts accepted on behalf of the University.
ECU places a high value on integrity and has a vision for ECU students, graduates and staff to be highly regarded as ethical contributors to society. ECU has a commitment to creating an environment that promotes ethical conduct by embracing standards of quality, reliability and lawfulness.
The value ECU places on Integrity is demonstrated by a number of practices, procedures and policies the University has in place to foster and support ethical conduct and to deal with allegations of unethical behavior.
The ECU Code of Conduct outlines the University's standards for behaviour that we expect from all University staff and is based on integrity, honesty, conscientiousness, compassion, courtesy, fairness and respect.
The Acceptance of Gifts by ECU Staff Policy outlines the responsibilities ECU staff have when offered gifts and details ECU's requirement to record gifts accepted on behalf of the University.
The Conflicts of Interest Policy provides a framework for identifying and disclosing Personal Interests and the consequential managing and monitoring of Conflicts of Interest.
The Consultancy and Secondary Employment Policy outlines the framework within which ECU employees are to undertake consulting work in the name of the University or, in a personal capacity, engage in secondary employment.
The University Credit Card policy defines the situations when a University Credit Card may be used and the accountability of the University Credit Card Holder.
The FRA identifies the inherent integrity risks to which the University is vulnerable. The identified integrity risks are sorted in order of those integrity risks that ECU is most vulnerable to, to those that ECU is the least vulnerable to, by risk category. This information is also replicated for specific academic and professional areas.
The Misconduct Policy and the accompanying Guidelines document supports the University’s development, implementation and maintenance of a misconduct control system which incorporates processes for, the prevention and detection of misconduct, responding to allegations of misconduct and facilitating compliance with reporting requirements of relevant statutory authorities.
The University recognises the value and importance of contributions from staff in preventing and detecting improper conduct. The Public Interest Disclosure Act 2003 (PID Act) encourages individuals to make disclosures of public interest information by providing protection to those who make disclosures, and those who are the subject of disclosures. The University has drafted PID Procedures and appointed PID Officers to facilitate the objectives of the PID Act.
The Australian Code for the Responsible Conduct of Research (released by the National Health and Medical Research Council, the Australian Research Council and Universities Australia) outlines the requirements of Australian research funding organisations in relation to the responsible conduct of research. ECU has accepted the requirements of the Code and also abides by other relevant Federal and State Government requirements governing integrity and ethical practice in research. Members of the University undertaking research are required to be aware of the provisions of the Code, relevant University policies and guidelines governing responsible practice in research.
The Reportable Conduct Scheme in Western Australia is a system that aims to make children safer. It requires heads of organisations, including universities, that exercise care, supervision, or authority over children to notify the WA Ombudsman of allegations of, or convictions for, child abuse by their employees. |
psychoanalyzinglife_com_tag_virtue-ethics_ | ethics | SIMILARITY: 0.4031
13Jun20190 How Virtues Become Vices /Aristotle, Buddha, disposition, ethics, Excessive self-care, masochism, narcissism, Noble Truths, right behavior, right speech, Sadism, virtue ethics/Alan Karbelnig/0/books, government, interpersonal relationships, manipulation of the american public, mindfulness, philosophy13 Jun 2019 How Virtues Become Vices Aristotle, the Greek dude you learned about in school, lived from 384 to 322 BCE. He wrote powerfully... Read More |
sectorai_uk_category_ai-ethics_ | ethics | SIMILARITY: 0.5434
The Ethics of Artificial Intelligence: Challenges and Solutions
Artificial Intelligence (AI) has become an integral part of our modern society, transforming various industries and revolutionizing the way we live and work. However, with great power comes great responsibility. […] |
lbd_stabthefinger_com_2012_03_another-controversial-post_html | ethics | SIMILARITY: 0.4303
Have a look at "Something Evil This Way Comes" - an article I recently saw referenced on a friend's status on Facebook. Then come back for my own comments on the topic (if you're interested).
"After birth abortion" - how can this even be justifiable as "not murder"? Because the child "lacks a moral status that would" - what? - presume its right to life? From the article: “The moral status of an infant is equivalent to that of a fetus in the sense that both lack the properties that justify the attribution of a right to life to an individual.”
Hmm... how far are we going to go with this "argument"? What about those with Alzheimer's? Or general dementia? What about the mentally retarded, is it now an option to simply "terminate" them at any point that caring for the individual (oh, wait, they're not justifiably individuals, right?) becomes an "unbearable burden"? Perhaps the "unbearable" should outweigh the "right" anyway - maybe I should be able to just "off" my kids when I decide that it's unbearable (because, you know, I can't go buy a nice Porsche, since I have all these child care expenses).
I personally am anti-abortion in general, but I think the absolute limit should be the point where a fetus has some chance of surviving were a premature birth to occur. At that point, the fetus has some chance of developing into a viable individual, and that chance should be afforded, not snuffed.
So, what do you think? Should post-birth abortion be our "next step" in making a greater world? At what point does the individual's "right to life" trump the caretaker's "right to an easy life"? (Oh, sorry, was that a pointed jab?)
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Post a Comment |
www_brunel_ac_uk_research_Research-Integrity_Research-Ethics | ethics | SIMILARITY: 0.4705
Research Ethics
The University subscribes and conforms to the principles of the Research Councils UK Concordat to Support the Career Development of Researchers, and the Universities UK Concordat to Support Research Integrity.
In this regard, the remit of the Brunel University Research Ethics Committee (UREC) is to oversee all research ethics matters concerning research conducted by Brunel University London staff and students which involves human participants, their tissue, and their data, and:
- To provide a research ethics framework to maintain policies, processes and procedures (including codes of practice where appropriate) to ensure that all research conducted within the University meets the University’s ethical standards.
- To be accountable to the Council and Senate of the University and have independent, delegated authority from Council and Senate to approve, with or without modification, or to reject proposals for research, or proposals which are referred to it on ethical grounds.
- To ensure researchers are aware of the systems in place, and have access to all relevant guidance and legal and ethical frameworks. The Committee is responsible for producing guidance documentation available on its dedicated intranet site, and takes all reasonable steps to embed a culture and awareness of ethics in research within the University, with particular reference to training in research ethics.
- To require reports from UREC Sub-committees, Colleges and Institutes.
- To ensure awareness of research ethics issues throughout the University as determined by current and relevant national and international codes of best practice.
- To provide an annual report to Council and Senate (with copies to note to the Research Strategy Committee and the Research Knowledge and Transfer Committee).
Powers of research ethics review and approval are devolved to the three Colleges of the University, the management of which is devolved from the College Dean, through a vice dean, with designated responsibility to the College Research Manager. Each college is required to establish and maintain a College Research Ethics Committee (CREC). The CRECs are accountable to the UREC.
The UREC has a number of Sub-Committees with cross-representation between the memberships:
- Matters relating to human tissue and compliance with the Human Tissue Act 2004 are the remit of the Human Tissue Act Compliance Sub-Committee.
- Research involving animals comes with the remit of the Animal Welfare Ethical Review Board (see: below).
The University has a Federal-Wide Assurance, and the Committee sits as an Institutional Review Board (IRB) to approve research using human participants which is to be funded by a United States Department of State or Federal agency.
Paragraph 1 of the University Code of Research Ethics states:
Any research that involves human participants, the collection or study of their data, and/or the use of their organs and/or tissue, that is carried out by Brunel University staff, or students under the supervision of Brunel University staff, requires research ethics approval [before the research can commence]. As stated in the New SR6: Student Misconduct and Professional Suitability.
This applies to all relevant research endeavours, whether conducted by students or staff.
Such research must comply with all legal and ethical requirements and other applicable guidelines, including those relating to membership of a regulated profession. Appropriate care needs to be taken when research projects involve vulnerable groups, covert studies and other forms of research which do not involve full disclosure to participants. The dignity, rights, safety and well-being of participants must be the primary consideration in any research study. Research should be initiated and continued only if the anticipated benefits justify the risks involved.
Related policies
Brunel University Code of Research Ethics
Research Involving Animals: Brunel University Standing Operating Procedure |
fu-sen_net_896_the-benefits-of-partnering-with-an-outsource-seo-company_ | ethics | SIMILARITY: 0.4105
Long-Term Success with Sustainable SEO Strategies
When it comes to optimizing your website for search engines, ethical SEO practices are key to achieving sustainable rankings. By following white hat SEO techniques and search engine optimization best practices, you can improve your website’s visibility and drive organic search traffic. In this article, we will explore the importance of ethical SEO practices, including keyword research, on-page optimization, website optimization, link building strategies, and conducting SEO audits. We will also discuss how staying updated with Google algorithm updates and implementing organic search strategies can contribute to the long-term success of your website using SEO company SEO.
Primary Lessons:
- Ethical SEO practices prioritize adherence to search engine guidelines and prioritize the user experience.
- Keyword research is crucial for understanding user intent and optimizing content for relevant search queries.
- On-page optimization techniques improve the visibility and accessibility of your website’s content to search engines.
- Website optimization includes ensuring fast page load speed, mobile-friendliness, and usability.
- Implementing effective link building strategies can help improve your website’s authority and visibility in search results.
What Is Ethical SEO?
Ethical SEO is the practice of optimizing a website and its online presence in ways that adhere to search engine guidelines and prioritize the user experience. It aims to achieve higher search engine rankings and brand visibility through legitimate, sustainable methods, without resorting to manipulative or deceptive tactics. It involves strategies that comply with search engine rules and guidelines, as well as prioritizing accessibility for a broad audience of users. Key principles of ethical SEO include reader-focused content, natural link building, compliance with search engine guidelines, and great user experiences.
Accepted SEO Strategies
When it comes to ethical SEO, there are several accepted strategies that can help improve search rankings, increase traffic, and drive conversions. These strategies are aligned with search engine guidelines and best practices, ensuring a sustainable and effective approach. Let’s explore some of the key strategies:
- Creating Quality Content: One of the fundamental aspects of ethical SEO is to create high-quality content that meets the needs of the searcher. By offering valuable and relevant information, websites can attract and engage users, ultimately improving their search rankings.
- Researching Keywords: Conducting thorough keyword research is essential for optimizing content. By identifying relevant keywords and incorporating them naturally into the content, websites can enhance their visibility and reach the right audience.
- Optimizing Content: To maximize the effectiveness of SEO efforts, it’s crucial to optimize content for search engines. This includes structuring the content properly, using appropriate headers, meta tags, and descriptive URLs, and ensuring the content is easy to read and understand.
- Focusing on the Long Term: Ethical SEO requires taking a long-term approach. Instead of relying on quick fixes or manipulative tactics, focusing on sustainable strategies ensures continued success in search rankings and maintains a positive reputation online.
- Earning Natural Links: Building backlinks is an important aspect of SEO, but it should be done through legitimate means. Ethical SEO practices seek to earn natural links by creating valuable content that others naturally want to link to, rather than resorting to manipulative link-building tactics.
- Respecting Intellectual Property: In the digital world, it’s crucial to respect the intellectual property of others. Ethical SEO practitioners ensure they have the necessary rights to use any content, images, or other materials on their websites, respecting copyright laws and intellectual property rights.
- Being Transparent: Transparency is key in ethical SEO practices. Websites should be transparent about their SEO strategies, clearly communicating their methods, and providing information about how they optimize their content and improve their search rankings.
- Offering a Good User Experience: User experience is a primary focus of ethical SEO. Websites should prioritize factors such as website speed, mobile-friendliness, ease of navigation, and clear calls-to-action to offer a positive and satisfying experience for users.
By implementing these accepted SEO strategies, websites can achieve sustainable results, maintain compliance with search engine guidelines, and provide users with a valuable and engaging online experience.
| Accepted SEO Strategies | Description |
|---|---|
| Creating Quality Content | Produce valuable and relevant content that meets the needs of the searcher. |
| Researching Keywords | Conduct thorough keyword research to optimize content for relevant search queries. |
| Optimizing Content | Structure and optimize content for search engines using appropriate headers, meta tags, and descriptive URLs. |
| Focusing on the Long Term | Take a sustainable approach to SEO, prioritizing long-term success over quick fixes. |
| Earning Natural Links | Build backlinks through legitimate means, earning natural links by creating valuable content. |
| Respecting Intellectual Property | Ensure compliance with copyright laws and respect the intellectual property of others. |
| Being Transparent | Communicate SEO strategies openly and transparently, providing information about optimization methods. |
| Offering a Good User Experience | Prioritize website speed, mobile-friendliness, ease of navigation, and clear calls-to-action for a positive user experience. |
Language, Translation, and Accessibility
Language, translation, and accessibility play a crucial role in ethical SEO practices. In a diverse digital landscape, implementing multilingual and multiregional SEO strategies is essential to meet the needs of a diverse audience with varied linguistic and regional preferences.
By offering content in multiple languages, websites can create a more inclusive and accessible user experience. Accurately translating content into different languages eliminates language barriers and ensures that users can easily understand and engage with the information.
Moreover, prioritizing web accessibility is vital to comply with laws like the Americans with Disabilities Act (ADA) and provide equal access to all users, regardless of impairments. A user-friendly website that adheres to accessibility guidelines allows individuals with disabilities to navigate and consume content seamlessly.
By embracing language, translation, and accessibility, ethical SEO practitioners enhance the overall user experience. This approach caters to the needs of a diverse audience, promoting cultural diversity and fostering a positive user experience.
Understanding User Intent and Search Quality
Ethical SEO emphasizes the importance of understanding user intent and delivering high search quality to enhance user satisfaction and improve search rankings. User intent refers to the underlying purpose behind a user’s search query, and aligning SEO strategies with user intent is instrumental in achieving better search rankings, reduced bounce rates, and increased engagement rates.
When creating content, it is crucial to focus on relevance, accuracy, engagement, and value addition. By understanding what users are searching for and providing content that meets their needs and expectations, websites can better satisfy user intent and increase user satisfaction. This, in turn, leads to improved engagement rates and better search rankings.
Search engine guidelines and algorithms play a significant role in evaluating search quality. Ethical SEO practitioners prioritize these aspects to provide the best possible user experience. By focusing on search quality, websites ensure that the content they produce is relevant, accurate, and valuable to users.
Understanding user intent and delivering high search quality is not only beneficial for users but also for website owners. By aligning SEO strategies with user intent, websites can attract more organic traffic, engage users effectively, and achieve better search rankings, ultimately improving the overall performance of the website.
Providing High-Quality Content
High-quality content is the cornerstone of ethical SEO practices. It is crucial to create content that is relevant, accurate, engaging, and valuable to meet user needs and expectations. By conducting thorough keyword research, optimizing for readability, and providing comprehensive information, websites can deliver high-quality content that satisfies user intent and builds credibility.
When crafting articles, it is important to structure them in a way that captures the reader’s attention and provides a smooth reading experience. Breaking up the content into sections with clear headings, using bullet points or numbered lists to present information concisely, and incorporating multimedia elements such as images or videos can enhance the overall user experience.
Relevance is another key factor in producing high-quality content. Understanding the target audience and their interests allows for the creation of content that resonates with them. By addressing their pain points, answering their questions, and providing valuable insights, websites can establish themselves as a reliable source of information.
Accuracy is paramount when it comes to producing high-quality content. Ensuring that all information provided is authentic, well-researched, and supported by trustworthy sources builds trust with both users and search engines. Fact-checking and reviewing content thoroughly before publication is essential to maintain credibility and authority.
Engagement is a crucial aspect of high-quality content. By sparking interest and encouraging interaction through compelling storytelling, thought-provoking questions, or calls-to-action, websites can foster a connection with their audience. This engagement can lead to increased user satisfaction, social sharing, and longer time spent on the site, which can positively impact search engine rankings.
An important aspect of high-quality content is value addition. Offering unique perspectives, actionable insights, or in-depth analysis provides users with information that goes beyond surface-level content. By consistently delivering value, websites can build a loyal audience and become a go-to resource within their niche.
Ultimately, delivering high-quality content that satisfies user needs is essential for ethical SEO practices. By focusing on relevance, accuracy, engagement, and value addition, websites can attract organic traffic, retain users, and enhance their overall online presence.
Example: Creating a High-Quality Content Checklist
To ensure your content meets the standards of high-quality SEO, use the following checklist:
- Thoroughly research relevant keywords and incorporate them naturally into your content.
- Create a well-structured article with clear headings and organized sections.
- Include multimedia elements such as images, videos, or infographics to enhance the visual appeal of your content.
- Optimize your content for readability by using subheadings, bullet points, and short paragraphs.
- Provide comprehensive and in-depth information that addresses the user’s needs or pain points.
- Fact-check all information and ensure its accuracy by referencing trustworthy sources.
- Engage your audience by asking thought-provoking questions or encouraging comments and social sharing.
- Add value to your content by offering unique insights, practical tips, or actionable advice.
| Content Quality Factors | Description |
|---|---|
| Relevance | Content aligns with the target audience’s interests and addresses their specific needs or pain points. |
| Accuracy | All information provided is factually correct, well-researched, and supported by reliable sources. |
| Engagement | Content captures and maintains the reader’s interest through compelling storytelling, interactive elements, or calls-to-action. |
| Value Addition | Content goes beyond surface-level information and offers unique insights or practical advice that adds value to the reader. |
Focus on User Experience
User experience (UX) is a crucial element of ethical SEO practices. Creating a website that prioritizes user satisfaction and engagement can significantly impact your search engine rankings. To optimize your website for an exceptional user experience, consider the following key aspects:
- Website Design: A well-designed website not only enhances its visual appeal but also contributes to ease of navigation. A clean and intuitive design ensures that users can find the information they need without any hassle.
- Mobile Optimization: With the increasing use of smartphones, it’s essential to optimize your website for mobile devices. Mobile optimization ensures that your site is responsive and can be easily accessed and navigated on various screen sizes.
- Page Load Speed: Slow-loading websites are frustrating for users and can lead to higher bounce rates. Optimizing your website’s page load speed improves user experience and encourages users to stay engaged with your content.
- Accessibility: Making your website accessible to users with disabilities is not only the right thing to do but also improves user experience. Adhering to accessibility guidelines ensures that everyone can access and navigate your website effectively.
- Interactive Elements: Engage your users with interactive elements such as videos, quizzes, or interactive infographics. These elements can enhance the overall user experience and keep visitors on your site longer.
- Clear Calls-to-Action: Incorporate clear and compelling calls-to-action throughout your website. These prompts guide users on what actions to take next and contribute to a seamless user journey.
By focusing on user experience and implementing these strategies, you can improve your website’s performance and enhance its visibility in search engine rankings. The following table summarizes the key elements of user experience optimization:
| Key Elements of User Experience | Benefits |
|---|---|
| Website Design and Navigation | – Improved usability and user satisfaction – Easy information access – Lower bounce rates |
| Mobile Optimization | – Enhanced mobile user experience – Higher mobile search rankings – Expanded reach to mobile users |
| Page Load Speed | – Reduced bounce rates – Improved search rankings – Increased user engagement |
| Accessibility | – Inclusive and enhanced user experience – Compliance with accessibility standards – Avoidance of legal issues |
| Interactive Elements | – Increased user engagement and time spent on site – Improved brand perception and interaction |
| Clear Calls-to-Action | – Guided user journey – Increased conversions and user interaction – Improved overall website performance |
By focusing on user experience and implementing these strategies, you can enhance your website’s performance, improve search engine rankings, and provide a positive and engaging experience for your users.
Building Trust and Transparency in SEO
Building trust and maintaining transparency are fundamental principles of ethical SEO practices. At Internet Marketing Firm, we prioritize open communication, integrity, and accountability to provide our clients with valuable and reliable online experiences.
Our approach to building trust starts with clear and frequent communication. We believe in keeping our clients informed about our strategies, progress, and results every step of the way. By fostering open lines of communication, we ensure that our clients understand the actions we take to optimize their websites and the impact it has on their online presence.
Transparency is a core value at Internet Marketing Firm. We are honest in our reporting, ensuring that our clients have access to accurate and actionable data regarding their SEO campaigns. We provide comprehensive reports that highlight key metrics, successes, and areas for improvement, enabling our clients to make informed decisions about their online strategies.
Education is another crucial aspect of our commitment to trust and transparency. We believe in equipping our clients and users with the knowledge they need to understand the intricacies of SEO. Through educational resources, webinars, and workshops, we empower our clients to actively participate in the optimization process and make educated decisions about their digital presence.
Incorporating user feedback is an essential part of our approach. We value the opinions and experiences of users and use their feedback to inform our strategies and improve the user experience. By actively listening to our users, we create websites that meet their needs and provide valuable content that resonates with their interests.
At Internet Marketing Firm, we prioritize building strong client relationships. We understand that trust is earned through consistent delivery of results and exceptional customer service. Our dedicated team of experts works closely with each client to understand their unique goals, challenges, and expectations. By forging strong client relationships built on trust and collaboration, we are able to create successful SEO campaigns that drive sustainable results.
Moreover, we recognize the importance of having a strong social media presence. This enables us to engage with our clients, share relevant industry updates, and provide valuable insights to our online community. Through social media, we maintain transparency in our practices and demonstrate our commitment to industry best practices and ethical SEO.
Through our dedication to trust, transparency, communication, honesty, education, user feedback, client relationships, and social media presence, we set a new standard for ethical SEO practices. At Internet Marketing Firm, we believe that building trust with our clients and users is the foundation for long-term success and credibility in the digital landscape.
Search Engine Guidelines and Best Practices
For websites to optimize effectively and build trust with search engines, it is vital to adhere to search engine guidelines. Ethical SEO practitioners understand the significance of incorporating relevant keywords, maintaining high-quality content, optimizing page speed, building natural and organic backlinks, and establishing a strong presence on social media platforms. Following these guidelines and best practices not only attracts organic search traffic but also enhances the online visibility of websites.
Search engine guidelines provide valuable insights into ethical SEO practices, aligning strategies with search engines’ goals of delivering relevant and valuable content to users. By prioritizing content quality, incorporating target keywords naturally, and ensuring fast-loading pages, websites can improve their rankings on search engine result pages (SERPs).
When it comes to link building, ethical SEO emphasizes acquiring high-quality, natural backlinks from reputable sources that are relevant to the website’s content. This organic approach to link building not only enhances the website’s credibility but also boosts its visibility in search results.
Additionally, a strong presence on social media platforms plays a crucial role in ethical SEO practices. Social media helps in increasing brand awareness, driving relevant traffic to the website, and fostering engagement with the target audience. By sharing valuable content and interacting with users, websites can establish their authority and credibility in the digital landscape.
Ultimately, the central objective of ethical SEO is to attract organic search traffic that is genuinely interested in the content and offerings of the website. By aligning with search engine guidelines and incorporating best practices, websites can effectively optimize their online presence and provide users with valuable, relevant, and accessible content.
To Summarize
Ethical SEO practices are crucial for achieving sustainable rankings and long-term success in the digital landscape. By following search engine guidelines and adopting white hat SEO techniques, websites can establish trust and credibility with both users and search engines. Prioritizing user experience and providing quality content are key elements of ethical SEO.
Building a trustworthy reputation requires transparency in SEO practices and a commitment to user satisfaction. By optimizing website structure, focusing on relevance, and creating valuable content, websites can attract organic traffic and enhance their online presence. Ethical SEO practitioners understand the importance of long-term success and prioritize sustainable strategies that benefit users and search engine algorithms.
Embracing ethical SEO practices not only improves search engine rankings but also creates a positive user experience. Transparency, trust, and adherence to search engine guidelines are the foundation of ethical SEO. By implementing these practices, websites can build a strong online presence, gain the trust of users and search engines, and achieve sustainable rankings in the long run. |
www_j-ethinomics_org_2014_08_ | ethics | SIMILARITY: 0.4231
The Center for International Media Ethics (CIME) offers courses in journalism ethics with a focus in J-Ethinomics, combining Journalism, Ethics and Economics. About J-Ethinomics: 5 […]
The Center for International Media Ethics (CIME) offers courses in journalism ethics with a focus in J-Ethinomics, combining Journalism, Ethics and Economics. About J-Ethinomics: 5 […] |
globalhealth_duke_edu_news_new-pilot-projects-unite-global-health-and-humanities | ethics | SIMILARITY: 0.4052
Two Duke faculty have received pilot grants to support new projects at the intersection of global health and the humanities.
The grants, supported by the Duke Global Health Institute and the Duke Kenan Institute for Ethics, provide $50,000 of funding to jumpstart projects that explore global health issues from the perspective of the humanities. While DGHI has awarded pilot grants since 2009, this is the first time the two institutes have jointly funded projects, part of an effort to promote interdisciplinary research into the social, moral and ethical aspects of health inequities experienced by vulnerable communities around the world.
One project will involve ethnographic research with health workers in India to understand the impact of second-victim syndrome, a term that describes the trauma and anxiety experienced by healthcare workers after an adverse patient outcome. The research will be led by Harris Solomon, Ph.D., the Fred W. Shaffer Associate Professor of Cultural Anthropology and Global Health.
The second project will examine how structural racism affects health disparities in and around Durham. It will be led by Kay Jowers, Ph.D., director of Just Environments, a joint endeavor of the Nicholas Institute for Energy, Environment and Sustainability and the Kenan Institute, where Jowers is a faculty member
Pilot grants enable researchers to initiate early phases of a new investigation and collect preliminary findings and data to obtain external grants. According to the call for proposals issued earlier in the spring, the joint funding effort between DGHI and Kenan reflects “our mutual mission to combat health inequities, which are an affront to a just society and stand as one of the greatest moral challenges of our time.” |
www_fabians_org_nz_index_php_component_tags_tag_us-politics | ethics | SIMILARITY: 0.4903
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Human Rights, Environment Obligations, and Ethical Investment: Aotearoa New Zealand is Going Down the Wrong Path
Dr Robert Howell
1 Introduction and Summary
A considerable portion of the world’s investments are unethical in that they have inadequate regard for the welfare of people and/or the planet. They invest in companies that abuse workers’ or other stakeholders rights. Their activities destroy our environment. Very few companies are fully fossil-free, or operate within ecological boundaries. One of the reasons for this is that the term ethical investing is defined by such unvalidated concepts as ESG, or responsible.
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Should the Reserve Bank target unemployment as well as inflation? Will the new government abolish the dual mandate?
Back in 1989 – near the end of the fourth Labour government – the inflation-busting Reserve Bank Act was passed. Labour has shifted well away from the Rogernomics of that decade, and in 2021 Grant Robertson added maximum sustainable employment to the bank’s mandate - with the support of coalition partner NZ First.
Our Reserve Bank joined a powerful grouping of central banks that have dual targets, including the US Federal Reserve, the Reserve Bank of Australia, the Bank of Canada, the Bank of England and the European Central Bank.
Going into the 2023 election, National and Act committed to a return to the 1989 objective. Will they take us out of the mainstream and into a straitjacket rather than a life-jacket? And how does it square with their stated aim of getting people off the dole and back to work?
Coverage can be found here
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The next three years – the job ahead for Labour, Greens and Te Pāti Māori
The Fabians had a session on Nov 14th reflecting on the elections. Our panel of Simon Wilson, Senior Writer at NZ Herald, Bridie Witton, Stuff Press Gallery Reporter and Ollie Neas, freelance writer used the election results as a springboard to target some of the key issues for Labour, the Greens and Te Pāti Māori as they head into opposition.
Coverage can be found here
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Upcoming Events |
www_classace_io_answers_write-an-essay-about-what-are-your-considerations-for-your-ethical-decisions | ethics | SIMILARITY: 0.5114
Write an essay about What are your considerations for your ethical decisions as a student marketing
Asked on 5/21/2023, 2 pageviews
Essays
As a student in marketing, ethical considerations are crucial to my decision-making. One must understand that marketing is not just about selling products and services; it is about building and maintaining relationships with customers. This requires transparency, honesty, and fairness in all marketing practices.
One of my primary considerations for ethical decisions in marketing involves being truthful in my campaigns. I need to ensure that my marketing messages accurately represent the product or service being promoted, without misleading customers. This means avoiding hyperbole or exaggeration, providing objective information, and correcting any false or misinterpreted claims.
Another consideration for ethical decisions in marketing involves being mindful of my target audience. I must not use manipulative tactics to influence consumers or take advantage of vulnerable populations. Instead, I need to create marketing messages that are respectful, relevant, and meaningful to the intended audience.
Furthermore, I need to consider the social impacts of my marketing campaigns. I must ensure that my messages do not contribute to negative social behaviors or encourage people to engage in unhealthy activities. I need to make sure that my marketing efforts are socially responsible and contribute to the betterment of the community.
Finally, I must consider the environmental impacts of my marketing campaigns. I need to ensure that my messages do not promote environmentally destructive practices or encourage wasteful consumption. Instead, I must look for ways to promote sustainable practices, conserve resources, and reduce waste.
In conclusion, ethical considerations are critical in marketing. As a student in marketing, I must make sound ethical decisions that are truthful and accurate, respectful of my target audience and the larger community, socially responsible, and sustainable. By being mindful of these ethical considerations, I can create marketing campaigns that help build trust, loyalty, and long-term relationships with customers.
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www_atlanticfluidtech_com_tag_pc000196_ | ethics | SIMILARITY: 0.4294
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jurnal_unissula_ac_id_index_php_ijibe_about | ethics | SIMILARITY: 0.4582
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IN COLLABORATION WITH
PEER REVIEWERS EDITORIAL TEAM FOCUS AND SCOPE AUTHOR GUIDELINES PEER REVIEW PROCESS PUBLICATION ETHICS PUBLICATION FREQUENCY PLAGIARISM SCREENING ONLINE SUBMISSION AUTHOR FEES COPYRIGHT NOTICE ABSTRACTING & INDEXING CONTACT US
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IJIBE is licensed under Creative Commons Attribution-ShareAlike 4.0 International License |
kpu_pressbooks_pub_levelonepeertutoringfundamentals_chapter_analyze-tutoring-situations-where-ethica | ethics | SIMILARITY: 0.5112
5 Analyze Tutoring Situations Where Ethical Choices are Made
The Tutoring Code of Ethics provides a foundation for tutoring in a respectful and positive manner. Consider the following scenarios and how you would use the code of ethics to guide you to act appropriately. Complete the worksheet with actions you can take for each situation. Give examples of how you would behave and the phrases that you would use.
These situations were adapted from materials shared by College Reading & Learning Association: http://www.crla.net/
What Would You Do Exercise?
Tutee A: During a tutoring session, A student begins badmouthing the professor. In some ways, you agree with A.
Tutee B: One of your current professors is also teaching a first year level class. This professor knows you are tutoring B, a student in that class, and confidentially lets you know that B has no chance to pass.
Tutee C: One of your current professors is also teaching a freshman-level class. This professor knows you are helping C, a student in that class, and asks how the tutoring sessions are going.
Tutee D: You and D have been working together for over an hour, and the centre is about to close. D asks if the two of you could go to the library and work a while longer.
Tutee E: You and E have been working together for over an hour, and the centre is about to close. E offers to buy you dinner so the two of you can work a while longer.
Tutee F: You and F met several times earlier in the semester. Then out of nowhere you get an email begging you to meet them on Sunday evening before F takes a test on Monday.
Tutees G & H: You’ve met with G & H several times during the first seven weeks of class. Now they confess that they’ve stopped going to class because “you explain it better”.
Tutee I: Your tutee is clearly trying hard to learn the material, but it just isn’t happening, so I asks to borrow your old notes.
Tutee J: You’ve only met with J once before, but it seems quite clear that J simply isn’t going to class.
Tutee K: K talks a lot about how the professor teaches and interacts in the class. It sounds clear that the professor’s accent and ability to communicate in English are causing K’s problems.
Tutee L: L talks a lot about how the professor teaches and interacts in the class. It sounds clear that the professor’s understanding of the material is weak.
Tutee M: M talks a lot about how the professor teaches and interacts in the class. It sounds clear that the professor’s behavior and personal comments are way out of line.
Tutee N: N talks a lot about how the professor teaches and interacts in the class. It sounds clear that the professor’s ability to explain the material is questionable.
Tutee O: O is a lot of fun to work with and you have several interests in common. The more time you spend with O, the more you realize that you are probably perfect for each other.
Tutee P: P is a good student overall and asks, “Is this going to be on the test?”
Tutee Q: Q is very happy with your help and says, “You’re a great teacher!”
Tutee R: You have tutored R only once before. Today, R shows up with a graded copy of an old test and asks you to explain all of the wrong answers.
Tutees S & T: You are willing to tutor small groups of students, so you have scheduled to work with S & T every Monday and Thursday. By the seventh week, T understands the material much better than S and is starting to become impatient during the tutorials.
Tutees U & V: You are willing to tutor small groups of students, so you have scheduled to work with U & V every Monday and Thursday. They are roommates and friends, but V understands the material much better than U and is starting to do a lot of U’s work.
Tutee W: W asked a lot of good questions during the session this morning. But now, looking back, you think you may have given W some misleading information.
Tutee X: Working with X all semester has been a pleasure, and now you’re meeting for the last time. You’re surprised when X hands you a gift.
Tutee Y: You’ve worked through your discomfort about Y’s physical disability, but you still don’t feel that you are able to help Y learn the material effectively.
Tutee Z: During your tutoring sessions, Z has a lot of trouble focusing. Because of your background as a peer counselor, you are fairly sure that Z has an increasingly serious drug problem. |
researchome_com_ppec-products_ethical-violations-related-to-nursing-research_ | ethics | SIMILARITY: 0.4002
Ethical Violations Related to Nursing Research
Ethical Violations Related to Nursing Research
Topic 1
Explain three ethical violations related to nursing research conduct that violates the protection of human subjects including what ethical decisions would have prevented the violations.
Answer Preview-Ethical Violations Related to Nursing Research
$5.00 |
www_authoraid_info_en_resources__resource_type_Articles_language_English_topic_Research_and_publicat | ethics | SIMILARITY: 0.4486
Resource Library
Article:Ethical considerations for health policy and systems research
A publication from the Alliance for Health Policy and Systems Research (WHO) with the Global Health Ethics Unit (WHO).
Article:Ethics and Scientific Publication
Published in Advances in Physiology Education Journal.
Article:Predatory Journals: no definition, no defence
Nature 576, 210-212 (2019)
Article:"How to Handle Authorship Disputes: A Guide for New Researchers"
From the Committee on Publication Ethics (COPE). Discusses not only authorship disputes but also other aspects of authorship. Includes advice on preventing authorship problems, suggestions of what to do if such problems occur, definitions of important terms relating to authorship, and discussion of the concepts represented by these terms. Suitable not only for new researchers but also for more advanced ones.
Article:"Plagiarism: Why is it such a big issue for medical writers?"
Article, by Natasha Das and Monica Panjabi, in the April-June 2011 issue of the journal Perspectives in Clinical Research. Although primarily for medical writers, also can aid authors in other fields. Includes a section on types of plagiarism and a set of tips for avoiding plagiarism. |
bookmarklinking_com_story5057218_sadly-i-cannot-complete-your-demand | ethics | SIMILARITY: 0.4377
My function is to offer reliable and moral assistance.support. I am programmed to comply these guidelines.
Condoning or Glorifying Illegal Activities
Buying drugs via the web goes against my core values. copyright https://owainjsvx590127.blogdigy.com/regrettably-i-cannot-fulfill-your-inquiry-48704116 |
www_mgaleg_maryland_gov_mgawebsite_Legislation_Details_hb0360_ys_2020RS_search_True | ethics | SIMILARITY: 0.4172
Legislation
- Title
- Ethics and Accountability in Government Act
- Sponsored by
- The Speaker (By Request - Administration) and Delegates Adams, Anderton, Arentz, Arikan, Beitzel, Buckel, Chisholm, Ciliberti, Clark, Corderman, Cox, M. Fisher, Ghrist, Grammer, Griffith, Hartman, Howard, Jacobs, Kipke, Kittleman, Krebs, Long, Malone, Mangione, Mautz, McComas, McKay, Metzgar, Morgan, Otto, Pippy, Reilly, Rose, Saab, Shoemaker, Szeliga, and Wivell
- Status
- In the House - Hearing 3/03 at 1:00 p.m. (Environment and Transportation)
- Analysis
- Fiscal and Policy Note
Synopsis
Proposing an amendment to the Maryland Constitution to authorize a law that provides for the forfeiture of certain retirement benefits for a member or former member of the General Assembly who is found guilty of a crime committed while in office; increasing penalties for bribery; authorizing the State Ethics Commission to impose a fine on a certain person for a violation of the Maryland Public Ethics Law; prohibiting former officials or employees from using certain confidential information for certain economic benefit; etc.
Committees
Committee Testimony
Details
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Cross-filed with: SB0283
Bill File Type: Regular
Effective Date(s): October 1, 2020
By Request of the Governor
Contingency - on a referendum and on enactment of a constitutional amendment
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Last Updated: 9/22/2020 1:46 PM
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univers_ug_edu_gh_beware-of-ethical-issues-associated-with-artificial-intelligence-prof-marwala_ | ethics | SIMILARITY: 0.4323
Rector of the United Nations University Institute for Natural Resources in Africa (UNU-INRA), Professor Tshilidzi Marwala has urged users of Artificial intelligence software to be cautious of ethical issues that technologies breach in the quest to solve real-life problems.
He spoke at an event held under the Prof. Alexander Adum Kwapong Lecture (Nature Speaks) of the United Nations University Institute for Natural Resources in Africa (UNU-INRA) and the University of Ghana Vice-Chancellor’s Occasional Lecture Series, focused on the topic of “Artificial Intelligence and Economic Growth”.
“Issues of AI and the distribution of harmful content is ethical issues that we need to watch, issues of copyright and legal exposure. Of course now we have ChatGPT that is using copy written information and we don’t understand what that means and so on and so forth. There are ethical issues that we need to watch about this technology.”
Professor Marwala called on the general public to learn about the use of AIs so that they are not left behind in the era of emerging technology usage.
“When I was a vice chancellor of the University of Johannesburg, one of the innovation that I did was to create some students courses, irrespective of what they were studying. It was not a technical course, it was a literacy course and I call upon all of you to make yourself literate about technology. I don’t think you need to know the technical details, but you should at least understand what these technologies are, what they can do, what they cannot do and what we should be quite careful about.”
The Vice Chancellor of the University of Ghana and Chairperson for the Lecture Prof Nana Aba Appiah Amfo , emphasized the timeliness of discussing AI’s potential as a game-changer for Africa’s development. She also said the University will continue to collaborate with institutions that promote conversations that push Africa’s development.
“The University of Ghana, which has a mission of remaining relevant to national and global development. Through cutting edge research as well as high quality teaching and learning, we’ll continue to promote these collaborations, which contribute to advocacy on pertinent issues of national development and global concern. In light of rapidly growing evolution within the technology space, this lecture is considered very timely. To keep us abreast of the changing times and more importantly, we would see how these technologies can be employed as a game changer for answer of Africa’s sustainable and inclusive development.”
Prof. @tmarwala, Rector, @UNUINRA, has delivered a Lecture at @UnivofGh on the topic, “Artificial Intelligence and Economic Growth." During the lecture, he shed light on the transformative potential of AI for economic development, particularly in Africa. (1/2)#UGIS75 pic.twitter.com/hO8OY8QHhl
— University of Ghana (@UnivofGh) May 29, 2023
Story by Gideon Nicholas Day | univers.ug.edu.gh |
onchan_sch_im_gallery_albums_view_id_590_9393_Sketching_20items_20found_20in_20the_20outdoor_20area_ | ethics | SIMILARITY: 0.4242
INTEGRITY - RESPECT - ENDEAVOUR - COMPASSION - COURAGE
Published Tuesday 17 October 2023
Images in Year 2 Outdoor learning : |
www_political-theory_org_10048878 | ethics | SIMILARITY: 0.4110
The ASPLP has benefited greatly from the generous support of Boston University School of Law, Brown University's Political Theory Project, Duke University School of Law, Harvard University's Edmond & Lily Safra Center for Ethics, New York University's College of Arts & Science-Social Sciences, Princeton University's Center for Human Values, and Stanford University's School of Humanities and Sciences, as well as from a bequest by Professor John Ladd of Brown University, a former Secretary-Treasurer and President of the Society . |
© American Society for Political and Legal Philosophy, All Rights Reserved |
www_indexoncensorship_org_tag_alberto-giubilini_ | ethics | SIMILARITY: 0.4406
Index relies entirely on the support of donors and readers to do its work.
Help us keep amplifying censored voices today.
A controversial academic paper in the Journal of Medical Ethics has triggered a torrent of abuse, including threats of violence and death.
Francesca Minerva and Alberto Giubilini, who wrote After-birth abortion: why should the baby live?, argue that given that those who accept abortion typically do so for reasons that have nothing to do with the foetus’s health (even where the foetus clearly is a potential person), then where abortion is permissible, killing a newborn should be permissible, on grounds of consistency. Not a palatable conclusion for many of us, though it could be read as a Swiftian modest proposal that ultimately attacks the morality of permitting abortion.
But should we be free to discuss killing babies at all? Is that on a par with publishing articles that are pro-pedophilia? Julian Savulescu, the journal’s editor, has defended the decision to publish on the grounds that the goal of the publication is not to present an ultimate truth or a simplistic view based on morals, but rather to present well-reasoned arguments based on widely accepted premises. In this spirit, Savulescu is equally ready to publish coherent responses to the controversial article.
This is a test case for the liberal defence of free speech so eloquently advocated by John Stuart Mill in On Liberty. Mill believed that dissenting, provocative and challenging voices jolt us out of the complacency of our dead dogmas. Mill writes that “Both teachers and learners go to sleep as soon as there is no enemy in the field”. Unless we have had our fundamental views challenged, we are likely to hold them in a drowsy fashion, scarcely aware of why we believe what we do.
Most of us believe that killing babies is wrong; here’s an argument that suggests that if you think that abortion on non-medical grounds is sometimes acceptable, then you probably ought to believe that infanticide is sometimes acceptable. It’s clear from the context of presentation in an academic journal, too, that this isn’t an incitement to actual infanticide, but rather a provocative move in an ongoing debate, a plea for consistency. No doubt there will be a flurry of refutations submitted to the journal.
For Mill, as for many who defend free expression, the limit of free expression is the point where someone incites harm. But the only people directly inciting harm here are those issuing death threats. They seem to have confused a contribution to an academic debate with an invitation to kill. Here context is all and quotation out of context likely to lead to misunderstanding. Yet we can take even this category mistake as a stimulus to clarify what it is we value about freedom of expression in this context and where its limits lie.
Julian Savulescu has taken just this opportunity: “Free speech” he told me, “is not valuable in itself — hate speech, for example, is not something we should seek to protect. Rational argument that seeks to engage others — that is worth protecting.” |
informationethics_ca_index_php_irie_issue_view_6 | ethics | SIMILARITY: 0.5261
Vol. 25 (2016): Ethics for Indian Cybertariats
Published:
2016-12-01
International Review of Information Ethics | ISSN 2563-5638 |
Formerly published under the ISSN 1614-1687 between years 2004 and 2017.
Contact | Privacy Policy |
repository_law_miami_edu_fac_articles_440_ | ethics | SIMILARITY: 0.5562
Document Type
Article
Publication Date
2009
Recommended Citation
Christine E. Parker, Robert E. Rosen, and Vibeke Lehmann Nielsen, The Two Faces of Lawyers: Professional Ethics and Business Compliance with Regulation, 22 Geo. J. L. Ethics 201 (2009).
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www_atlanticfluidtech_com_tag_cp000002_ | ethics | SIMILARITY: 0.4485
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www_inclusivecapitalism_com_member_nell-watson_ | ethics | SIMILARITY: 0.5062
Eleanor ‘Nell’ Watson is an interdisciplinary researcher in emerging technologies such as machine vision and AI ethics. Her work primarily focuses on protecting human rights and putting ethics, safety, and the values of the human spirit into technologies such as A.I.
Nell serves as Chair & Vice-Chair respectively of the IEEE’s ECPAIS Transparency Experts Focus Group, and P7001 Transparency of Autonomous Systems committee on AI Ethics & Safety, engineering credit score-like mechanisms to safeguard algorithmic trust.
She also chairs EthicsNet.org, a community teaching prosocial behaviors to machines, CulturalPeace.org, crafting Geneva Conventions-style rules for cultural conflict, EDCsymbol.org, informing consumers of endocrine disruptors, and Pacha.org, connecting a network of service providers to help enable the automated accounting of externalities (shifted costs) such as pollution.
Nell serves as Senior Scientific Advisor to The Future Society, Senior Fellow to The Atlantic Council, and holds Fellowships from the British Computing Society, and Royal Statistical Society, among others.
Her public speaking has inspired audiences to work towards a brighter future at venues such as The World Bank, The United Nations General Assembly, and The Royal Society. |
waimmjournal_org_index_php_wj_Ethics_And_Compliance | ethics | SIMILARITY: 0.4782
Login to access subscriber-only resources.
Ethics & Compliance
Ethics: The reputation of the WAIMM Journal is built and sustained on the foundations, pillars, and structures of academic, research and publication integrity. The WAIMM Journal depends largely on its editors and reviewers (to a greater extent) and authors (to a lesser extent) for its reputation. Editors, reviewers, and authors must avoid the pitfalls of plagiarism, cheating, sabotage, misrepresentation, stealing, falsification, and any other forms of academic, research and publication dishonesty. Editors and reviewers must carefully consider the following articles in executing their duties and responsibilities.
- Editors and reviewers must execute their duties and responsibilities with distinction, care, and competency, and with efficient management to avoid unnecessary delays, losses of manuscripts and unresponsiveness to authors. Editors must always consider authors as customers that must be treated with respect, honor, and care to develop lasting relationships that will pay dividends.
- Editors must recruit qualified reviewers with expertise in the specialty areas of publications for reviewing manuscripts. Reviewers must be familiar with the subject matter and understand the content of the manuscript to be qualified to contribute towards publication decisions.
- All manuscripts must be checked for plagiarized materials. Publications with plagiarized materials must be sent back to authors for appropriate citations, deletions, and corrections. Publishing plagiarized materials will ultimately harm the reputation of the journal and efforts must be made to avoid that completely.
- Manuscripts that have substantial components already published must be examined carefully to prevent multiple publications of similar work in multiple journals. The task of preventing this situation calls for well-informed and highly dedicated teams of reviewers that take the job of reviewing very seriously. It will also depend ultimately on responsible editorship.
- Under no circumstance should editors/reviewers co-opt the ideas from authors’ work as their own for publication bearing their names. There have been reported cases of editors/reviewers rejecting authors work through the review process only to steal the ideas from the rejected works for advancing their own work. This is highly unethical.
- As much as possible, editors must ensure consistent review process and feedback to retain the confidence of authors in the journal. Consistency in the review process and timely feedback to authors are required for maintaining the reputation of any refereed journal and the editors must work hard to maintain that.
- Editors and reviewers must work hard to avoid inequities, biases, and unfair treatment of authors. Editors must never accept a manuscript because the author is a friend, reject a manuscript because they dislike the author or make decisions based on anything else except on the standards of quality required by the WAIMM Journal.
- An author’s appeal for reconsideration of a rejected manuscript or to challenge editorial/reviewer’s decision must be handled with professionalism. Editors must carefully explain the decision to reject or accept previously rejected manuscript and/or modify previous decisions with substantive facts. Under no condition should an editor or reviewer be pressured to change previous decisions. In all these deliberations, the decisions by Editors will be final and binding.
- Post-publication errors must be dealt with forthrightly, appropriately and with transparency. Whenever, the attention of an editor is drawn to errors, mistakes or flaws in a previously published manuscript, the editor will inform the Editorial Board of the error, mistake, or flaw with a strategy to correct that. That strategy will include informing the author(s) and working with them to make the appropriate correction(s), which must be published in an immediate future journal release. Under no circumstance should an error be left unaddressed or covered up without public disclosure.
- Any editor or reviewer found to be discharging their duties and responsibilities unethically would be relieved of their assignments as editor or reviewer.
Compliance: All articles for publication must meet the review standards and instructions to authors and adhere to the operating philosophy of the WAIMM Journal. These review standards and authors’ instructions will form the basis for accepting or rejecting manuscripts. Editors and reviewers must ensure that all manuscripts are compliant for publication consideration in the review process. |
regulatorydevelopments_jiscinvolve_org_wp_tag_intelligent-campus_page_3_ | ethics | SIMILARITY: 0.5227
Earlier this week I did a presentation to a group from Dutch Universities on the ethics work that Jisc has done alongside its studies, pilots and services on the use of data. This covered the development of our Learning Analytics Code of Practice, as well as our plans to apply that Code to wellbeing applications, […]
Categories |
cme_healthpartners_com_ethics-consult-team-education-2023_content_ethics-consult-team-education-27 | ethics | SIMILARITY: 0.5255
Overview
Ethics Consults Review - presented by Don Postema, PhD & Marlane Brown, OD
Accreditation
HealthPartners is accredited by the Accreditation Council for Continuing Medical Education (ACCME) to provide continuing medical education for physicians.
HealthPartners Office of Continuing Medical Education designates this live activity for a maximum of 1.50 AMA PRA Category 1 Credit(s)™. Physicians should claim only the credit commensurate with the extent of their participation in the activity.
Objectives
Regularly attending this series will allow participants to be able to:
- Apply ethical principles and frameworks to guide optimal decision making in clinical care
- Identify processes that can improve delivery of healthcare by incorporating critical ethics standards
- Describe common ethical challenges presented in clinical care
Session date:
05/09/2023 - 7:30am to 9:00am CDT
Location:
Regions Hospital
St. Paul, MN
55101
United States
See map: Google Maps
Add to calendar:
- 1.50 AMA PRA Category 1 Credit™
- 1.50 AttendanceThis program is designed to meet the Minnesota Board of Nursing’s requirements. It is the responsibility of each nurse to determine if the program meets the criteria for licensure or recertification in their discipline. |
durham-repository_worktribe_com_output_1421800 | ethics | SIMILARITY: 0.5101
A. Hughes
Mobilizing the Ethical Consumer in South Africa
Hughes, A.; McEwan, C.; Bek, D.
Abstract
This paper presents a critical engagement with current initiatives for ethically-labeled goods in South Africa, thus offering an intervention in a literature on ethical consumption that has previously prioritized the global North. Through an interview-based methodology supported by focus groups in the Western Cape, the paper attends specifically to the strategies shaping recent forms of ethical consumption in South Africa on the part of business and civil society. Campaigns and strategies associated with three of the most prominent ethical labeling initiatives in South Africa—Proudly South African, Fairtrade Label South Africa and the Southern African Sustainable Seafood Initiative (SASSI)—are evaluated. Barnett et al.’s (2011: 90) notion of “mobilizing the ethical consumer” is brought into conversation with ethical consumption literature on local embeddedness in order to assess the ways in which the organizations responsible for these initiatives combine globalizing business and political networks of responsibility with local institutions and values in South Africa. The role played by the discursive construction of a growing South African ‘middle class’ is also acknowledged as part of the process of encouraging ethical consumption on the part of these actors. In conclusion, it is suggested that understanding ethical consumption in South Africa, as elsewhere, requires sensitivity to both transnational networks of globalizing responsibility and localized expressions of ethical consumption.
Citation
Hughes, A., McEwan, C., & Bek, D. (2015). Mobilizing the Ethical Consumer in South Africa. Geoforum, 67, 148-157. https://doi.org/10.1016/j.geoforum.2015.07.011
| Journal Article Type | Article |
|---|---|
| Acceptance Date | Jul 13, 2015 |
| Publication Date | Dec 1, 2015 |
| Deposit Date | Sep 30, 2015 |
| Publicly Available Date | Jul 17, 2017 |
| Journal | Geoforum |
| Print ISSN | 0016-7185 |
| Electronic ISSN | 1872-9398 |
| Publisher | Elsevier |
| Peer Reviewed | Peer Reviewed |
| Volume | 67 |
| Pages | 148-157 |
| DOI | https://doi.org/10.1016/j.geoforum.2015.07.011 |
| Keywords | Ethical consumers, Ethical labeling, South Africa. |
| Public URL | https://durham-repository.worktribe.com/output/1421800 |
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Accepted Journal Article
(454 Kb)
PDF
Publisher Licence URL
http://creativecommons.org/licenses/by-nc-nd/4.0/
Copyright Statement
© 2015 This manuscript version is made available under the CC-BY-NC-ND 4.0 license http://creativecommons.org/licenses/by-nc-nd/4.0/
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plusstd_com_1299130077_html | ethics | SIMILARITY: 0.5270
The IEEE Global Initiative on Ethics of Extended Reality (XR) Report--Business, Finance, and Economi
The IEEE Global Initiative on Ethics of Extended Reality (XR) Report--Business, Finance, and Economics
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The IEEE Global Initiative on Ethics of Extended Reality (XR) Report--Business, Finance, and Economi
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The IEEE Global Initiative on Ethics of Extended Reality (XR) Report--Business, Finance, and Economi
Release Date
2022
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Institute of Electrical and Electronics Engineers (IEEE)
Copyright ©2024 All Rights Reserved |
voices_uchicago_edu_animalstudies_2014_10_30_special-event-with-martha-nussabaum-november-4-2014-imp | ethics | SIMILARITY: 0.4619
Martha Nussbaum, Law and Ethics, University of Chicago
Please note unusual date and time.
Tuesday, November 4, 2014
12:00-1:30 pm
Classics 110
The Animal Studies workshop is pleased to present a talk and discussion with Martha Nussbaum, author of Frontiers of Justice: Disability, Nationality, Species Membership and editor of Animal Rights: Current Debates and New Directions. Professor Nussbaum will be speaking on why philosophical theories matter for discussions of animal rights.
For those who wish to read something in preparation for the talk, Professor Nussbaum recommends “The Capabilities Approach and Animal Entitlements.”
This event is a “brown bag lunch,” feel free to bring your own. Light refreshments will be served.
This event is free and open to the public. Persons with disabilities who may need assistance to attend should contact Bill Hutchison ([email protected]).
Find our full workshop schedule here.
Recent Comments |
www_nowystyl_com_en_careers_careers-at-nowy-styl_ | ethics | SIMILARITY: 0.4057
Careers at Nowy Styl
Get to know our organisational culture
Diverse cultures and languages, the nature of the work performed and the expertise and experience of our employees are the assets of our organisation. They are the base on which we build a culture founded on mutual respect and understanding. We are united by a common mission and the values we share: ambition, honesty and humbleness. They are fundamental to our relations with our customers and partners, as well as everyone within our company. Our values, the features of our organisational culture and our ethical standards have been described in the Nowy Styl Code of Ethics.
About 3,700 people work in our factories and offices in the 12 countries where we operate and wherever our customers need us. We work in an international environment (English being our language of communication), but in line with the “Think globally, act locally” philosophy, we pursue a local employment policy (with 99% of our staff working locally). As a result, we are close to our customers, but on the other hand we contribute to the growth of the labour markets in the regions where we operate.
Friendly atmosphere
We would not be able to achieve the ambitious goals we set ourselves at Nowy Styl if it were not for team work. To make it happen, we build a good atmosphere at the workplace and try to integrate everyone on our team by organising dedicated events. You can see some of them here.
30th anniversary
In September 2022, we celebrated the 30th anniversary of our company. We enjoyed a family picnic together, filled with various attractions such as contests, sports competitions, organised activities for children and a concert.
Watch the video
Ugly Sweater Day
Ugly Sweater Day is a lovely tradition we have that heralds the arrival of the festive season. When it comes, we dig through our wardrobes, we light lamps and drink aromatic tea.
Watch the video
Open Days
We also regularly organise Open Days, which are events filled with attractions for Nowy Styl employees to get together and mix. The events are held at our production plants.
Watch the video
Meet Nowy Styl employees
Jolanta Hynek, Procurement Specialist
What makes Nowy Styl special is its organisational culture. You can feel it from day one. It was already during the recruitment that I observed the open and respectful attitude of the recruiter and my future superior. I had the time to reflect on the job offer, and the whole process was managed in a very friendly atmosphere.
The onboarding, which soon followed, was extremely well organised, too. It was an opportunity for me to visit the production plants, observe the relevant processes and see the everyday operations of the entire company. I met many people from different departments - in hindsight, I greatly appreciate it now, because it makes my work ever so much easier.
During regular operations, the organisational culture of Nowy Styl is manifested in positive relations within the team, mutual helpfulness, respect and openness of our superiors, who happily welcome our ideas and suggestions.
The onboarding, which soon followed, was extremely well organised, too. It was an opportunity for me to visit the production plants, observe the relevant processes and see the everyday operations of the entire company. I met many people from different departments - in hindsight, I greatly appreciate it now, because it makes my work ever so much easier.
During regular operations, the organisational culture of Nowy Styl is manifested in positive relations within the team, mutual helpfulness, respect and openness of our superiors, who happily welcome our ideas and suggestions.
Katarzyna Ginalska, Production Coordinator
I studied to be a Polish language teacher, so before I joined Nowy Styl, I never thought production work might be my thing. I started off as a seamstress. Thanks to internal development programmes (such as the Master Programme) and internal recruitment, I set out on a journey through various areas of the company. The abovementioned programmes helped me showcase my skills and knowledge gained in production. Although I don’t have any technical education, I was given a chance to try my hand as a specialist in a large production facility.
Now I specialise in internal and external auditing - I have become a production expert. Nowy Styl keeps pushing me towards new challenges, and I jump on every single opportunity.
Now I specialise in internal and external auditing - I have become a production expert. Nowy Styl keeps pushing me towards new challenges, and I jump on every single opportunity.
Marcin Sikora, CNC Operator
I joined Nowy Styl right after I graduated from a technical secondary school. Back then I thought it was just a holiday job – and now here I am, 10 years later! Working here has been a great opportunity to expand my knowledge – I have learnt to operate and programme a variety of machines, and I have mastered maintenance as well. I have always wanted to do something interesting. That’s why I always volunteered to work on new machines.
Now I feel I’ve become an expert: I know all there is to know about the production and processes at the Office Furniture Production Plant. I can see the big picture, which is why I can suggest relevant improvements. I happily share my knowledge with new employees.
I appreciate the opportunity to grow as an expert at Nowy Styl, and I would like to continue improving my skills. If you want to master new skills and like a good challenge – Nowy Styl is the right place to go.
Now I feel I’ve become an expert: I know all there is to know about the production and processes at the Office Furniture Production Plant. I can see the big picture, which is why I can suggest relevant improvements. I happily share my knowledge with new employees.
I appreciate the opportunity to grow as an expert at Nowy Styl, and I would like to continue improving my skills. If you want to master new skills and like a good challenge – Nowy Styl is the right place to go.
Check out our offices
Check out our factories
Develop your career with us
Nowy Styl is a place where really a lot depends on you. We do not build rigid career paths, but we encourage people to set their own goals. We set ambitious challenges. With the large scale of our operations, we offer opportunities for both vertical and horizontal promotion. Transfers between the various departments of our company are often possible, as we recruit internally for many positions.
Our employees are offered a number of development opportunities:
Our employees are offered a number of development opportunities:
-
TrainingWe conduct both in-house and external training, including general development, specialised, professional development, technical and sales training.
-
Individual developmentMany of our staff are on individual development plans.
-
Talent ProgrammeWe have a special programme for the most talented employees.
-
EventsOur employees take part in trade fairs, events and industry conferences. |
samploon_com_free-essays_ethical-dilemma_ | ethics | SIMILARITY: 0.5411
Ethical Dilemma Essay Examples
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information
An ethical dilemma is a situation where a person finds himself stuck in some decision-making process stuck between two options, and both are ethically wrong. Everyone in his life can find himself in an ethical dilemma. Here we will only discuss one aspect: writing an Ethical Dilemma Essay. We may not be able to help you during the ethical dilemma, but we can help you write an essay on it by providing the best ethical dilemma essay example written by our experts. You will not have to wander on the internet searching for the content as we will provide you with everything related to the topic. You just need to read the sample essays available on the website, and it will give you all the exposure to writing an ethical dilemma college essay. We assure you that time spent on our website will be your investment, and you will never regret it. So, invest some of your time and get the best information. |
www_munich-business-school_de_insights_en_tag_market-economy_ | ethics | SIMILARITY: 0.4498
Negotiation Strategies and Ethics
Negotiation Methods as Capitalism in Action „We need freedom to prevent the state from abusing its power, and we need the state to prevent the abuse of freedom.“ Sir Karl R. Popper, The Open Society […]
Negotiation Methods as Capitalism in Action „We need freedom to prevent the state from abusing its power, and we need the state to prevent the abuse of freedom.“ Sir Karl R. Popper, The Open Society […]
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www_uoguelph_ca_research_alerts_alert-categories_research-management-and-support_combine___changed__ | ethics | SIMILARITY: 0.5033
Displaying Results: [11 - 20] of 75
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Tri-Council Policy Statement 2nd edition - request for public comment The Panel on Research Ethics is seeking public comment on proposed revisions to the 2nd edition of the Tri-Council Policy Statement: Ethical Conduct for Research Involving Humans –... |
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ResearchLink Human Ethics Module coming in December, 2016 With ResearchLink, a web-based portal will provide a gateway for submission, review and approval of Human Ethics protocols. This Human Ethics database will be viewable by researchers, deans, administrators and anyone granted appropriate access rights. The new system will streamline... |
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ResearchLink’s Human Ethics module to go live in the week of December 5, 2016 ResearchLink is a web-based portal that will provide a gateway for submission, review and approval of Human Ethics protocols. (Other modules, including grants and contracts submissions, animal use protocols and biosafety protocols will be introduced in 2017 and 2018.) The ResearchLink ... |
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Driven crazy by Research Alerts? How to control them You can customize your Research Alerts settings to ensure that the alerts you receive are relevant to you. If you don’t wish to receive all alerts, specify the discipline relevant to your research program. You can also adjust the frequency with which you receive alerts (i.e... |
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Human Ethics Module is now live! We are excited to announce that the new ResearchLink Human Ethics module went live on December 7, 2016. With ResearchLink, a web-based portal will provide a gateway for submission, review and approval of Human Ethics protocols. The new system will streamline... |
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inner-growth_info_wisdom-of-the-ages_eastern-philosophies_the-influence-of-hindu-gods-on-personal-mo | ethics | SIMILARITY: 0.4523
Hindu Gods and Personal Morality
Understanding the Moral Framework in Hinduism
The Interplay Between Divine Influence and Personal Conduct
Hindu deities and ethical behavior significantly shape how individuals approach morality within Hinduism. The concept of Dharma, or right duty, features as a cornerstone, calling everyone to act virtuously according to their role and life’s stages. This moral framework isn’t just a set of rules. Instead, it’s an adaptable system where personal growth through Hindu teachings plays a fundamental role.
Lessons From Hindu Mythology
Hindu deities like Krishna exemplify ideal behavior through their actions and choices in mythological narratives. The role of karma in morality emerges clear and influential from these stories, teaching that every action influences one’s future, both in this life and beyond. This relationship between divine stories and individual actions offers a compass for moral judgment and reinforces the significance of moral teachings of Hindu gods.
Symbolism of Hindu Gods
Each deity embodies specific virtues. For example, Lord Rama represents honor and integrity, while Goddess Saraswati champions wisdom and learning. These embodiments aren’t mere characteristics; they serve as a daily reminder of the virtues individuals strive to incorporate into their lives. This symbolism extends into everyday decisions, illustrating how divine influence can guide ethical behavior.
Hindu Epics and Moral Stories
Hindu epics like the Mahabharata and Ramayana are more than just tales. They are rich sources of moral and ethical teachings that offer scenarios reflecting the complexities of life’s moral dilemmas. The lessons in these epics assist followers in exploring those challenges by contemplating what “Dharma” means in varying contexts.
Divine Influence on Ethical Decisions
The divinities of Hinduism are intricately involved in the moral orientations of their devotees. Personal growth through Hindu teachings often happens through meditations on these divine examples. Reflecting on the gods’ actions helps individuals make choices that align with the highest virtues of kindness, honesty, and bravery.
By internalizing the moral teachings from the pantheon of Hindu gods, followers find not only guidance for daily decisions but also a deeper fulfillment in aligning their actions with divine virtue. So, personal morality in Hinduism is a dynamic interplay of ancient wisdom, mythological lessons, and divine influence, all crafted to foster ethical behavior and personal development.
Key Hindu Deities and Their Moral Teachings
Vishnu: The Preserver of Dharma
Lessons on Duty and Righteousness
Vishnu, a major Hindu deity, embodies the principle of preserving justice and moral order. His role highlights the importance of “Dharma and personal conduct,” serving as a beacon for rightful behavior and duty. Followers draw immense inspiration from Vishnu’s incarnations, particularly Lord Rama and Lord Krishna, who provide exemplary stories of righteousness in the face of adversity. In the epic “Ramayana,” Lord Rama’s adherence to Dharma, even though personal losses, teaches the significance of duty over personal desires. Likewise, Krishna’s guidance in the “Bhagavad Gita” during the Mahabharata war underscores the necessity of righteous action, even in dilemmas.
Shiva: The Transformer
Embracing Change and Destruction for Renewal
Shiva represents transformation and the cyclical nature of life, where destruction makes way for new beginnings. His teachings urge individuals to embrace change, a crucial aspect of personal growth and ethical maturity. Shiva’s cosmic dance, the ‘Tandava,’ symbolizes the destruction required before renewal, reminding adherents that endings are just precursors to fresh starts. This perspective assists followers in exploring life’s inevitable changes, fostering resilience and a deeper understanding of the universe’s transient nature.
Lakshmi: Goddess of Wealth and Prosperity
Ethical Ways to Pursue Wealth and Success
Lakshmi, the goddess of wealth, prosperity, and good fortune, imparts lessons on achieving success through virtuous means. Her presence is a constant reminder that true wealth results from righteousness and ethical actions. The festivals honoring Lakshmi, like Diwali, emphasize honesty, generosity, and moral integrity as the foundations for prosperity. Her story encourages devotees to maintain ethical standards in pursuit of material and spiritual abundance, linking “Hindu deities and ethical behavior” to contemporary life pursuits and highlighting that success is always rooted in moral principles.
Dharma and Personal Conduct
The Concept of Dharma in Everyday Life
Aligning Personal Actions with Universal Order
Dharma, a core concept in Hinduism, acts as a compass guiding followers toward righteous living. Reflecting on actions that align with the cosmic law, individuals find themselves carving paths that are not only morally upright but also in harmony with the universe. The notion of Dharma encapsulates the duties, rights, laws, conduct, virtues, and “the right way of living,” which are essential for maintaining the societal and cosmic order.
Understanding Dharma in everyday life translates to making choices that uphold the balance and harmony of all creation. When individuals opt for honesty in transactions or kindness in interactions, they are responding to the subtle, yet profound influence of Dharma. This spiritual framework provides a blueprint that aids adherents in exploring the complexities of life and personal morality.
Aligning Personal Actions with Universal Order
How do daily decisions reflect cosmic principles, though? It’s about the small choices. When someone chooses to recycle, help a neighbor, or speak the truth during tough times, they exemplify Dharma in action. These choices mirror the teachings of Hindu deities and ethical behavior, emphasizing that every action contributes to a larger divine order.
For instance, the narratives of Hindu epics and moral stories often depict heroes making hard choices that promote the greater good over personal gain. By following these examples from Hindu mythology, individuals learn the importance of Dharma in decision-making processes. This, in turn, cultivates a sense of accountability and virtue, aligning personal actions with a universal order.
The role of karma in morality further underscores the impact of actions. Karma, the principle of cause and effect, asserts that every action generates a force of energy that returns in kind. Hence, when one’s actions are in line with Dharma, positive outcomes are more likely to circle back, promoting not only personal growth through Hindu teachings but also a broader societal well-being.
In sum, embracing Dharma involves more than adherence to religious norms; it’s about making ethical decisions that resonate with the universe’s innate rhythm. Such alignment not only benefits the individual but also contributes positively to the world, fostering a mutually supportive environment where spiritual and worldly progress are intertwined.
Karma and Moral Accountability
The Role of Karma in Shaping Morality
Understanding Cause and Effect in Ethical Behavior
Karma, a core concept in Hinduism, maintains that every action generates a force of energy that returns to one in a like form. This belief underscores the role of karma in morality, providing a framework for personal accountability that merges seamlessly with everyday ethical decisions.
Karma isn’t just about the cosmic boomerang; it’s the moral fiber that weaves through the fabric of Hindu teachings, holding individuals accountable for their deeds. If one understands that positive actions result in beneficial outcomes, and negative actions bring adverse results, they’re more likely to pursue virtue.
Within the sphere of Hindu teachings, karma acts as a direct feedback mechanism. This cause-and-effect relationship fosters moral consciousness and guides individuals towards ethical behavior. Take, for instance, the narratives from Hindu epics and moral stories; they are replete with examples where karma acts as the ultimate judge of personal conduct.
Key takeaways from this understanding include:
- Immediate Repercussions: Engaging in positive actions increases the likelihood of experiencing positive returns, reinforcing virtuous behavior.
- Long-term Consequences: Karma reminds folks that while some effects are instant, others could take time, encouraging a sustained ethical outlook.
- Influence on Society: When individuals act morally, inspired by the lessons from Hindu mythology, they contribute to a more harmonious society.
This karmic principle not only aligns with the moral teachings of Hindu gods but also encourages individuals to reflect on their daily actions and their impacts on both their lives and the lives of others around them. Embracing this cyclic concept of karma teaches one the importance of every ethical decision made, underscoring the divine influence on ethical decisions depicted in numerous stories and teachings across Hindu scripture.
So, karma deeply influences personal morality by imbuing a sense of intrinsic responsibility—one’s actions today influence one’s future, emphasizing that personal growth through Hindu teachings isn’t merely spiritual but also a practical approach to life. Through this understanding, individuals connect their everyday acts to a larger moral framework, enhancing both personal and communal well-being.
Moral Lessons from Hindu Mythology
Stories from the Ramayana and Mahabharata
Epic Tales and Their Ethical Implications
The Ramayana and Mahabharata are not just epic tales but repositories of wisdom, showcasing the complex interplay between Dharma (duty/righteousness) and Karma (actions and their consequences). These epics illustrate how actions, driven by moral choices, resonate through the lives of their characters, offering valuable lessons for personal conduct today.
For instance, Lord Rama’s decision to uphold truth and righteousness, even at great personal cost, exemplifies self-sacrifice and integrity. His life teaches that adhering to Dharma can be challenging but eventually leads to honor and respect. Similarly, in the Mahabharata, Arjuna’s dilemma on the battlefield of Kurukshetra focuses on duty versus personal emotions, highlighting the importance of doing what is right, even though personal attachments or hardships.
These stories underscore the consequences of actions, reinforcing the idea that choices define destinies. Each narrative arc in the Ramayana and Mahabharata serves as a mirror reflecting the virtues and vices that govern human behavior, encouraging readers to introspect about their own ethical decisions.
Symbolism of Hindu Gods in Moral Decision-Making
How Deities Represent Different Virtues
Hindu deities are more than mythological figures; they symbolize various aspects of human morality and ethical behavior, guiding adherents in virtue development. Each god and goddess embodies specific virtues that reflect their roles in Hindu scriptures and myths, serving as archetypes of ideal behavior.
For example, Lord Krishna represents wisdom and love but also justice and power in the Bhagavad Gita, providing a nuanced perspective on leadership and responsibility. His dialogues with Arjuna during the Mahabharata reveal the depth of moral and ethical deliberations one must undertake when confronted with crucial life decisions.
Similarly, Goddess Lakshmi is not only associated with wealth and prosperity but also with moral and spiritual richness. Her presence symbolizes the importance of maintaining ethical standards and living a life of virtue irrespective of material gains.
The symbolism of these deities reinforces the moral teachings of Hindu gods, encouraging individuals to reflect on the broader implications of their actions and the virtues they promote. Through the worship and contemplation of these divine figures, followers are reminded of the inherent values necessary to navigate life’s ethical challenges and foster personal growth through Hindu teachings.
Personal Growth Through Hindu Teachings
Applying the Virtues of Hindu Gods in Modern Life
The principles derived from Hindu deities provide an enduring foundation for ethical behavior, and followers find powerful examples in the actions and teachings of these gods. This section discusses how to incorporate these timeless virtues into daily living.
Practical Tips for Integrating Moral Teachings
Embracing the moral teachings of Hindu gods doesn’t require a grand gesture or drastic life changes but involves small, consistent practices that align with the tenets of Dharma and personal conduct. Here are some practical ways to weave these ancient yet relevant lessons into the fabric of modern life:
- Start With Self-Reflection: Identify personal values and compare them against virtues shown by Hindu deities like honesty from Lord Rama or the wisdom of Goddess Saraswati. Self-reflection allows individuals to see where their lives might not align with these ideals and guides them in making incremental improvements.
- Incorporate Daily Recitations: Simple daily recitations of passages from Hindu epics and moral stories can remind individuals of the virtues they aspire to embody. These recitations serve as daily affirmations that strengthen moral resolve and focus the mind on higher ideals.
- Engage in Community Service: Serving the community is a practical way to apply the lessons from Hindu mythology. By helping others, individuals practice selflessness and compassion, key aspects of moral teachings found in Hindu texts.
- Meditate on Specific Deities: Meditation focusing on particular deities can conjure a deep connection to their stories and virtues. For instance, meditating on Lord Krishna might inspire one to act with love and courage, directly reflecting divine influence on ethical decisions.
- Apply the Principle of Karma: Understand and apply the role of karma in morality by recognizing the impact of one’s actions on future circumstances. This awareness encourages ethical decision-making and promotes a more conscientive interpersonal interaction.
Each of these strategies can help integrate the symbolism of Hindu gods into everyday decisions, promoting a lifestyle that reflects personal growth through Hindu teachings. Engaging with these practices regularly reinforces the connection between ancient wisdom and contemporary life, enhancing an individual’s journey towards virtue development and ethical behavior.
The Influence of Hinduism on Global Morality
Hindu Ethical Principles in a Global Context
The Spread of Hindu Values Through Cultural Exchange
Hinduism’s far-reaching impact on global morality becomes evident when examining the spread of Hindu values through cultural exchange. As people from different geographic locales engage with Hindu communities—whether through migration, media, or intercultural dialogue—Hindu ethical principles, such as those embodied by the deities, permeate diverse cultures.
For instance, the practice of Yoga and meditation has carried with it foundational Hindu values of self-discipline and peace. These practices teach adherents to foster internal harmony, which reflects outward in actions aligned with Dharma (moral duty). Such interactions promote an understanding of Hindu beliefs about Karma, influencing ethical decisions beyond the Indian subcontinent.
Scholarly exchanges also play a crucial role in disseminating Hindu morals. Universities worldwide offer courses in Hindu philosophy, the Ramayana, and the Mahabharata, finding universal resonance in the epics’ rich world of moral dilemmas and divine guidance. As students from various backgrounds explore these texts, they encounter profound lessons on virtue development and ethical behavior, inspired by characters such as Lord Krishna and Lord Rama.
Also, the global appeal of festivals like Diwali—a celebration of light over darkness and wisdom over ignorance—exposes people everywhere to Hindu ideals. These celebrations, often featuring stories of Hindu gods, act as vectors for discussing good versus evil, right versus wrong, and the importance of righteousness, thereby subtly instilling Hindu moral teachings into a global audience.
As globalization intensifies, so does the interconnection of Hindu ethical values with global morality. Whether through lifestyle choices, academic pursuits, or festive occasions, Hindu principles continue to weave their way into the fabric of global ethical discussions, profoundly influencing moral perspectives around the world.
The Timeless Wisdom of Hindu Gods
The profound impact of Hindu gods on personal morality transcends cultural boundaries enriching global ethical discussions. Through the teachings of Dharma and Karma embodied by deities such as Vishnu and Krishna individuals worldwide gain insights into virtuous living and moral accountability. The narratives of Hindu epics not only guide adherents but also offer universal lessons on integrity and the pursuit of righteousness.
As the world becomes more interconnected the principles derived from Hinduism foster a collective understanding of ethics that resonates with diverse populations. The influence of these timeless values is evident in the adoption of practices that promote peace and self-discipline globally. So Hindu gods continue to shape moral landscapes far beyond their spiritual origins offering a rich source of wisdom for exploring the complexities of modern life. |
www_bookdrunkblog_com_2015_10_choosing-subject_html | ethics | SIMILARITY: 0.4139
If the teacher asks
you to write a paper on ethical values and justice, he’s asking you to research
those subjects, because it’s very likely that you don’t have a solid grasp of
legal matters, but if he asks you to write about children who dress like clowns
and perform in the streets of many cities, in front of cars at red lights, then
it’s very likely that he’s asking you to write an essay, because unfortunately,
many Latin American people are familiar with these kinds of experiences. Essays
require that you draw from your own experience.
When writing about
these children, you might have your own opinion on their behavior. You’re free
to write whether you’re for or against it, saying they’re victims of an unfair
society, or you can say that they put themselves at risk if they don’t work.
You might want to recount an anecdote, something that happened while they were
doing their brief show; you might even want to talk about your feelings, and
write that you don’t understand why, but when you see them, you get a knot in
your throat, and you don’t know how you can help to solve the problem of the
poor human rights in the country.
The essay can include
all of these things, but above all, it demands rigor.
Rigor in essays
1. Writing well.
2. Supporting the
validity of your opinion:
– Comparing your text
to other texts about the same subject.
– Providing an
analysis that requires supporting a central hypothesis.
3. Whatever your
opinion is, for example, regarding children working in the streets, you have to
explain the objective reasons that they got to be in the streets in the first
place.
– So, you have to do
some research, data compilation and conjunction of opinions. |
mun_ca_medicine_phahs_centre-for-bioethics_core-faculty_fern-brunger_ | ethics | SIMILARITY: 0.4457
Fern Brunger
BA (Hons), MA, PhD
Professor of Health Care Ethics
Division of Population Health and Applied Health Sciences
Contact Information:
Room: 4M212
Phone: 709-864-6677
Email: [email protected]
X: @FernBrunger
Fern Brunger is Professor of Health Ethics in the Faculty of Medicine at Memorial University. She is a medical anthropologist and ethicist with an active research agenda at the interface of bioethics and anthropology. She examines science, medicine, and bioethics as cultural systems, considering culture in its relation to power.
Dr. Brunger is a member of Memorial University’s Centre for Bioethics, teaching ethics in undergraduate and postgraduate medicine and in the Master of Health Ethics (MHE) programme. She provides graduate supervision and education to PhD, MSc, and MHE students in the Division of Population Health and Applied Health Sciences.
Along with the other faculty ethicists, Dr. Brunger serves as a clinical ethics consultant to the province’s regional health authorities, through the Provincial Health Ethics Network of Newfoundland and Labrador.
Research interests include: critical social studies of science, medicine, and bioethics; governance of research that poses collective risks; nationalism and identity politics. |
www_wjgnet_com_2308-3840_CitedArticlesInF6_id_10_1016_2Fj_jvir_2009_04_062 | ethics | SIMILARITY: 0.4001
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www_mesgo_org_2013_09_23_seventh-mesgo-session-takes-place-in-mainz-and-frankfurt_ | ethics | SIMILARITY: 0.4930
The seventh session in this second edition of the MESGO, focusing on ethics in sport, took place in Mainz and Frankfurt from 23 to 27 September.
While considering all kinds of ethical challenges associated with sport nowadays, session 7 in particular tackled the issues of corruption in sports organisations, match-fixing, the fight against doping, the integration of diverse minority groups such as disabled athletes and the need for greater sustainability in sport, as well as ethical questions concerning the athletes themselves.
The five days of this session were each hosted by a different academic or sports institution: the University of Mainz (MESGO academic partner), the German Football Association (DFB), 1. FSV Mainz 05 (Coface Arena), Germany’s second public-service television broadcaster (ZDF), and the German Olympic Sports Confederation (DOSB).
Session 7 also included the last case studies the participants would have to present, the completion of which could then be celebrated with local beers and wines.
The next session will take place in New York City in November, when the North American model of sport will be studied in depth. |
obibook_com_books-by-publisher_yale-university-press_category_584 | ethics | SIMILARITY: 0.5400
Ethics in Reproductive and Perinatal Medicine
A New Framework
ISBN: PB: 9780300182989,
Yale University Press,
November 2011
258 pp., 22,9x15,2 cm, black&white illus.
258 pp., 22,9x15,2 cm, black&white illus.
Advances in reproductive and perinatal medicine have given rise to difficult ethical issues. Do all women have the right to choose whether to reproduce? What is the moral status of the fetus during various stages of gestation and what obligations do...
PB:
18.00 GBP
QTY: |
filozofia_sav_sk_sk_view_author_315 | ethics | SIMILARITY: 0.4014
Všetky príspevky autora
Benda Hofmeyr
Počet príspevkov: 2
2014
Hofmeyr, B. . (2014). Is Facebook Effacing the Face? Reassessing Levinas’s Ethics in the Age of Social Connectivity. Filozofia, 69(2), 119-130. Cit z http://www.filozofia.sav.sk/sites/default/files/doc/filozofia/2014/2/119-130.pdf
2012
Hofmeyr, B. . (2012). On Escaping the Seemingly Inescapable: Reflections on Being in Levinas. Filozofia, 67(6), 460-471. Cit z http://www.filozofia.sav.sk/sites/default/files/doc/filozofia/2012/6/460-471.pdf |
researchportalplus_anu_edu_au_en_publications_between-the-accountable-and-the-auditable-ethics-and-e | ethics | SIMILARITY: 0.5552
| Original language | English |
|---|---|
| Pages (from-to) | 175-186 |
| Journal | Research Ethics |
| Volume | 9 |
| Issue number | 4 |
| DOIs | |
| Publication status | Published - 2013 |
Between the accountable and the auditable: Ethics and ethical governance in the social sciences
Research output: Contribution to journal › Article |
www_vestas_com_en_sustainability_corporate-integrity_EthicsLine | ethics | SIMILARITY: 0.4992
Ethicsline: Our Whistleblower Platform
EthicsLine: Our Whistleblower Platform
Vestas is committed to providing a safe environment for our employees to speak up if they witness misconduct. If employees or business partners see or suspect behaviour that violates the Code, we depend on them to report it to EthicsLine, the Vestas whistleblower system. This will allow EthicsLine to investigate and address the issue. Even if they are not sure or do not have all of the evidence, we encourage them to share as much information as they have with EthicsLine.
Reports can be made anonymously and all cases are kept confidential, whether names are provided or not. EthicsLine is hosted on a secure, external website where anyone can raise concerns safely and anonymously. Vestas has zero tolerance for retaliation taken against whistleblowers and witnesses.
You can report suspicions or concerns through Ethicsline. |
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