What Are the Benefits of Workplace Diversity?

What Are the Benefits of Workplace Diversity? As the whole world market changed into globalization, the diversity management becomes a major issue to manage. So diversity management plays an important role in the successful running of the operation in an organization. Basically the diversity term refers to the difference in the peoples value which makes them unique. These differences includes their gender, race, religion, culture, physical or cognitive ability, national origin, age or family structure. Diversity is defined as an aggregate team-level construct that represents differences among members of an interdependent work group with respect to a specific personal attribute. (Joshi, A., Roh, H.(2009)) In a diverse environment people can benefit and learn more from others ideas. Many organizations found that recognition of these differences as prerequisites for high performance and continuous improvement, and this could lead towards the effectiveness and creativity of the organization. So these companies always encourage a culture that supports and inspires personal growth both within the workplace and beyond. Mentoring, training, career mobility, and work-life balance programs are just a little of the initiatives that bring to life the forward-thinking approach. On the other hand there might be some drawback of the diverse environments like having much disorganization between different groups could cause lack of productivity and promote few well-built relationships. Diversity Management: Diversity Management is the key issue especially for HR department of an organization because if they run it very well they can increase the profitability of the organization or the vice versa. Actually differences between people persuade about how they feel or behave on an action. And of course these differences also influence the way people work. If the organization takes these differences into account, it helps them to make optimal use of all capacities or capabilities in their employees, and thus have an optimistic influence on both the quality and amount of work that gets done. This is the utmost aim of Diversity Management. In the text book, Beyond Race and Gender, R. Roosevelt Thomas defines managing diversity as a comprehensive managerial process for developing an environment that works for all employees. A successful strategic diversity plan also directs to increased profits and lowered operating cost. In an organization, we have to be aware and sensitive to the differences among employees. What can be unpleasant to one group may be fine for another. For example, showing the base of shoes is not a massive deal in the United States. However, in other countries its an unlikable gesture. If youre aware of that, you might not want to offend someone by allowing the bottom of your shoes to show while in his presence. Thats a minor example, but when these kinds of offends occurs at larger, may caused significant problems. Productivity can also be suffered, people could get hurt and a toxic work atmosphere may result. A process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued, so that all can reach their potential and maximize their contributions to an organizations strategic goals and objectives. (U.S. Department of Veterans Affairs, Office of Diversity and Inclusion) How diversity management program runs in an organization through HR department could be well explained through below diagram Europe has an increasingly diverse working population, with people of many different backgrounds playing a greater role in the European labour market. This diversity reflects not only population changes due to immigration and mobility between regions and EU member states, but also an increasing recognition of the problems and issues facing a range of marginalised groups in the labour force, such as women, people with disabilities and older workers. International Journal of Human Resource Management, Feb2009, Vol. 20 Issue 2, p235-251, 17p, 1 Diagram Diagram; found on p245 At conclusion Diversity management means recognizing that people are different and using that difference to enhance the profitability and/or effectiveness of your organization. The successful management diversity allows organizations to: Attract and retain talent Increase productivity by reducing the hours wasted on dealing with internal disputes Develop a competitive edge. Encourage creative thinking by valuing the diversity within teams. What Are the Benefits of Workplace Diversity? By Neal Litherland, eHow Contributor .I want to do this! Whats This? .. Ever since John Kennedy was the president of the United States, the concept of workplace discrimination, and the flip side of that coin which is workplace diversity, has been a common issue. However, workplace diversity offers many positives for employers and employees. .Perspectives Having a mix of cultures, ethnicities and ages in the workplace can bring a variety of points of view to any project. As such, problems can be thought out and viewed from fresh eyes. Tolerance Working with people who come from different backgrounds and walks of life enhances the personal tolerance levels of every individual employee. Fairness A more diverse workplace is viewed, from an outside perspective, as being more open to accepting qualified applicants. Often an employer is seen as color blind, hiring purely on the merit of its employees. Skill Set When a workplace has a number of different demographics it gives the company a much broader skill set to draw upon, including cultural understanding and foreign language. Legal Protection One of the clearest, though not as often quoted, benefits of a diverse workplace is that it is less likely that an employer will be the subject of discrimination claims. Building the Case Since the early 1990s evidence has been mounting to suggest that there are numerous benefits associated with the adoption of sound diversity management programmes by employers. You will need to understand the benefits for adopting such an approach, if and when you decide to start building the case for implementing a diversity management programme within your organisation. Over the last number of years, a variety of researchers have detailed the benefits of adopting a diversity management approach such as: Improved performance/productivity (Agocs and Burr, 1996; Richard, 2000) Increased creativity/flexibility (Cox and Blake, 1991; Robinson and Dechant, 1997) Higher quality problem-solving (Cox and Blake, 1991; Hubbard, 1999) Improved understanding/penetration of markets (Cox and Blake, 1991; Robinson and Dechant, 1997) Increased staff morale and job satisfaction (Agocs and Burr, 1996) Improvements in staff retention/less absenteeism (Agocs and Burr, 1996; Robinson and Dechant, 1997) Less law suits (Robinson and Dechant, 1997) Human Resource associations have also identified benefits of diversity management. According to the Society for Human Resource Management, the following are five key factors that make diversity initiatives important to businesses: Diversity initiatives can: Improve the quality of your organisations workforce and can be a catalyst for a better return on your investment in human capital. Capitalize on new markets since customer bases are becoming more diverse. Attract the best and the brightest employees to a company. Increase creativity. Increase flexibility, ensuring survival. Source:  http://www.shrm.org/diversity/businesscase.asp In 2000 and 2001, Mi.st [ Diversity Consulting conducted a survey of business leaders throughout Europe and found that the four benefits of diversity most often mentioned were: Improved team effectiveness and cooperation (interpersonal) Increased productivity (individual) Improved customer intimacy (consumers and markets) Broader access to labour markets (recruitment) Results from this survey were analysed and all the benefits of Diversity and Diversity Management were summarised in the following table: Results Externally Internally Consumers/Markets Increased market share Ease of entry into new markets Improved customer intimacy Individual Increased productivity Improved morale and commitment Shareholders Enhanced rating Improved attractiveness Interpersonal Improved team effectiveness and cooperation Easier integration of new staff Labour markets Broader access to labour markets Improved employer image Organisational More openness to change Enhanced effectiveness of complex organization Community Improved public image Source: Michael Stubor (2002): Corporate Best Practice: What some European Organizations are Doing Well to Manage Culture and Diversity. In G. Simmons (Ed.), Eurodiversity: A Business Guide to Managing Difference, Butterworth-Heinemann, London Alongside the benefits outlined above there are other background forces that drive the adoption of a diversity management approach by employers. Two common forces are described below: Labour Force Supply Issues The composition of the labour force in the EU is changing on an ongoing basis. Two of the most important changes in recent years are: The ageing of the workforce The enlargement of the EU giving rise to a larger presence of ethnic minorities As a result, employers need to be able to successfully accommodate a more diverse range of employees.   Costs of Discrimination Cases Although, anti-discrimination legislation has now been introduced in a number of European countries, employees are still facing prejudices that circulate in the workplace. This gives rise to employees taking discrimination cases against their employer, which can be damaging for the employer in terms of negative public opinion and high costs. An effective diversity management approach should give rise to an environment that benefits all employees, where they feel valued and empowered and are enabled to reach their full potential. In such a positive environment it is highly unlikely that an employee would bring a discrimination case against their employer. Footnote: References   Agocs C. and Burr C. (1996):  Employment equity, affirmative action and managing diversity: assessing the differences, International Journal of manpower, Vol. 17, No. 4, pp30-45. Cox T. and Blake S. (1991);  Managing Cultural Diversity: implications for organizational competitivenes  s, Academy of Management Executive, Vol. 5, No. 3, pp45-56. Hubbard E. (1999):  Diversity and the Bottom Line: Facts, Figures and Financials, Diversity Factor, Vol. 7, No. 4, pp29-33. Richard O. (2000):  Racial diversity, business strategy, and firm performance: A resource-based view,  Academy of Management Journal, Vol. 43, pp164-177. Robinson G. and Dechant K. (1997):  Building a Business Case for Diversity, Academy of management Executive, Vol. 11, No. 3, pp21-31. Implementing Diversity Management A major aim of this website is to support the development and implementation of diversity management programmes in the workplace. This is achieved in two main ways: Providing general information to users about diversity management issues, policy and practice   this is achieved through the main areas of website which provide information on: What is diversity management Building the case Policy and legislation Diversity management themes Case studies Awards Links to useful websites   Providing support to the process of design and implementation of diversity management in enterprises   this is achieved through two main applications:   The diversity management toolkit The e-learning course on diversity management If you wish to implement a diversity management programme, the diversity management toolkit provides support in two main ways: It describes a  5 stage process  of how to implement a diversity management programme in your workplace It provides  tool support  for each of the activities you must undertake when implementing a diversity management programme in your workplace The e-learning course on diversity management is designed to raise awareness of diversity management amongst the participants in a diversity management programme. A major task in implementing diversity management is to ensure that all employees affected by the programme are fully aware of diversity issues and the approach which is being taken to them. The e-learning course is designed to inform employees of the basic issues and approaches to diversity management and to justify the need for an active diversity management policy in your organisation. Madison Co. à ¢Ã¢â€š ¬Ã‚ ¢Fortune Small Business Magazine recently had an article about a small company in Connecticut, Madison Co., that had an employee go through a major change. Over the course of time, one of its supervisors, Ann Ferraiolo had altered her look, and, then one day, came to work after an operation and was now Tony, a male. As a manufacturing company, the company president, Steve Schickler, understood what could happen. Instead, he decided to intercede early to make things more comfortable for his supervisor, and let other employees know the company position. He and his human resources director made sure every employee knew to treat Ferraiolo with respect, both before and after the operation. They decided to support the supervisors sex change, and the company has never missed a beat. Xerox Mentoring Programs à ¢Ã¢â€š ¬Ã‚ ¢Xerox was ranked No. 35 in 2009 by DiversityInc. It was one of the first international organizations to publicly make diversity a center of their mission back in the 1970s. This led to many mentoring and fast-track programs, and now minorities make up around 20 percent of its management staff, women make up nearly one-third, and black women, a group Xerox has worked with the most, recognizing their disadvantage in many organizations, makes up 20 percent of that group. This is a case where a subgroup of an already disadvantaged group might need to be addressed more thoroughly when looking at diversity issues overall. Why the Toolkit is important It is best to view the development and implementation of diversity management policy in your organisation as a project. This means that it should be treated in the same way as you would any other project. You will need to build support for the project, analyse the needs and opportunities, develop your own solutions and then implement and monitor the project as it progresses. This implies the need for effective project management tools and techniques. The DiManT toolkit provides you with a set of information, methods and techniques, which have been specifically designed to ease the process of implementing a diversity management project. The way that you use the toolkit is up to you. You may pick and choose only what is relevant for your purposes. You will find a search facility to help you locate the tools that you need. However, if you want to begin the process of diversity management programme implementation from the beginning, you are advised to use the follow the process outlined in the toolkit. There you will find a complete guide to the activities you should undertake. The process is described in terms of a set of phases of activities, each of which has specific aims and each of which is supported by a number of tools. Click on the diagram for more information. Policy and Legislation There is an increasing amount of policy and legislation initiatives in relation to diversity management at both EU and national levels. In this section you will find short descriptions of and reference to the main legislative and policy actions at both of these levels. Initiatives in the area of equality, disability, employment, ageing, gender and others are relevant here. They provide the backdrop for the development of diversity management programmes at workplace level. EU Legislation National Legislation Themes Age Disability Ethnicity and Race Gender Religion Case Studies This section provides a set of real life case studies of a range of diversity management issues. Two types of cases are presented: Company case studies Legal case studies The legal case studies section gives brief overviews of a range of legal cases which relate to diversity management. In the main, they relate to court judgements taken under antidiscrimination, disability and employment law, and they illustrate the ways in which violations of these laws are treated. The company case studies present a best practice view of how a range of organizations have developed and implemented diversity management programmes. They provide insight into what are the elements of good practice and into how diversity management programmes evolve in practice. Diversity management has become one of the primary challenges for HRM as organizations become diversity worldwide. (Benshchop, 2001: 1166; DNetto Sohal, 1999: 530) Resistance to  diversity programs may not only come from the majority but also minority groups. Diversity planners may be failing to include or consider the majority groups in their strategies and this is one of the reasons of backlash and discrimination. (Frase-Blunt, 2003: 138) Ireland Degraded Employee Wins Case Mr Gabriele Piazza had claimed that the Clarion Hotel had directly discriminated against him due to the fact that he was gay. He said he was harassed in relation to his conditions of employment, in particular on three occasions. He said that there had been a number of incidents when reference was made to his sexual orientation in a degrading manner. The incidents had happened in front of various staff members who had found the situation funny, however he had not, he said. Mr Piazza said that in one incident, it came to his attention that emails from his manager were being sent to the human resources manager. He found the mails personally offensive and degrading. In one, he was referred to as just a bloody woman and a spoilt child. When he challenged the HR manager about the emails, she ripped them up dismissively in front of him. In another incident, an employee made a comment of a sexual nature which Mr Piazza found offensive and degrading. He asked the person in question to stop making the comments, however the level of harassment increased. Mr Piazza insisted that in the six months of his employment, he received no help or assistance from his manager or any member of the hotels management team. Following an investigation by the Equality Tribunal, Mr Piazza was found to have been discriminated against by the hotel on the grounds of his sexual orientation. He was awarded à ¢Ã¢â‚¬Å¡Ã‚ ¬10,000 compensation for harassment, distress and a breach of his rights under the Employment Equality Act, 1998. The hotel was also ordered to provide an equality training seminar to all staff, including management, within three months. Source: http://www.irishhealth.com/?level=4id=6159 Council Employee Wins Race Case A council housing department worker has been awarded more than  £44,000 after winning a racial discrimination case. Surveyor Lakhbir Rihal complained four years ago that less-qualified white colleagues were promoted over him at the London Borough of Ealing. The council lost an employment tribunal case but appealed to the Court of Appeal, which upheld the decision. The tribunal found a glass ceiling prevented ethnic minority staff from securing senior management roles. Paul Kenny, a senior official of the GMB union, which supported Mr Rihal, said: The leader of the council should do the decent thing and resign. Because the council failed to act, they have cost Ealing ratepayers hundreds of thousands of pounds. The union said it wanted the Commission for Racial Equality (CRE) to conduct an investigation into race relations in the councils housing department. Ealing Councils interim head of legal services, Chris Hughes, described the Court of Appeals decision as disappointing. He said: We pursued this case because we believed the original employment tribunal had erred in law in its decision. The council remains committed to equal opportunities for all its staff, a fact which is reflected in the current statistics of black and ethnic minority staff in the housing department. At present 38% of senior staff working in the housing department are black or ethnic minority, which clearly reflects the population trends in the borough as a whole, a fact which was not before the Court of Appeal. Culture of White Elitism Tom Dent, director of Housing and Environmental Health, added: The background to this case is now over four years old. Since then we have been improving our services in housing and were encouraged by last years external auditors report which found that we were compliant with the Commission for Racial Equalitys code of practice in the rented housing sector in both service delivery and employment. But Lord Justice Sedley said the lack of ethnic minority managers suggested a clear possibility there was a culture of white elitism in the upper echelon of the housing department. Mr Rihal, who has worked for Ealing Council for 12 years, told BBC London: I would like the council to take notice of these things and to at least give a fair chance to Sikh people like myself who are highly qualified. He still works for the council and is applying for promotion. Source: BBC NEWS http://news.bbc.co.uk/go/pr/fr/-/1/hi/england/london/3771403.stm Business Case for Diversity and Equality Todays business environment is changing. The average age of the workforce is rising steadily and women now make up nearly half the workforce in the UK, double the numbers of 25 years ago. Projections show that in less than ten years time there will be two million more jobs in the economy 80% of which will be filled by women. McJobs for all the Family 05-02-2005 McDonalds is pioneering a scheme that allows employees to share their job with family members. The Family Contract allows husbands, wives, grandparents and children over 16 to job-share and swap shifts without notifying management. The concept of diversity not only values and respects individuals, but recognises that everyone has different needs. Under the contract, which is the first of its kind in Britain, each worker clocks on and is paid separately through his or her own bank account. It is being tried in six cities around Britain. Co-habiting partners and same-sex partners can apply and, if it proves successful, McDonalds said it would expand it to include friends and extended family such as cousins. David Fairhurst, the head of McDonalds UK human resources operation, said: A lot of our staff wanted more flexibility. Many are youngsters at college who have very different term hours and holiday hours. Many older staff have children, with all the demands that entails; many look after relatives. So we decided to offer them the flexibility in a family context. McDonalds, which has 67,000 staff in 1,250 British restaurants, said flexible working reduced the number of sick days. It said the scheme was supported by the Department of Trade and Industry. The first family to sign up for a Family Contract were Rita Cross, 42, and her two daughters Laura, 18, and Natalie, 16, in Cardiff. Laura said the main advantage of the arrangement was its flexibility. We get up in the morning and decide which of us really wants to go to work, she said. Mrs Cross said it helped the whole family. We get a better work and life balance. Id love my husband to join up too, so that we can all plan our work and family life as one unit. BIBILIOGRAPHY Mor Barak, Michalle E. : Managing diversity: towards a globally inclusive workplace 2nd edition ( Sage Publication ) page 140. International Journal of Human Resource Management, Feb2009, Vol. 20 Issue 2, p235-251, 17p, 1 Diagram Diagram; found on p245 U.S. Department of Veterans Affairs, Office of Diversity and Inclusion. (n.d.). Diversity management. In Glossary. Retrieved May 8, 2009, from http://www.diversity.hr.va.gov/glossary.htm http://www.irishhealth.com/?level=4id=6159

How Can We Be Sure That What We Are Taught About Jesus Is True And Not :: essays research papers

There are several ways in which we can be assured that what we are taught about Jesus is true and not just made up. These are called our faith sources. These sources, like the Bible and other sources of information about Jesus have accounts of Jesus’ life. The most important part of these faith sources is the Christian Scriptures. Although the Christian Scriptures are one of the most valuable tools we have to learn about Jesus there are also the Gospels, and also other non-biblical, and non-Christian accounts of Jesus’ life that we can consider when trying to answer the question How can we be sure that what we are taught about Jesus is true and not just made up? The Christian Scriptures is the entire Christian Bible. It is composed of both the Hebrew Scriptures and the Christian Testament. The Hebrew Scriptures (Old Testament) is composed of several books all containing stories about Jesus, and the Christian Testament (New Testament) which contains the stories of Jesus and the earliest Christian Communities. Although these stories cannot confidently prove to us that they are true there are several distinct similarities, which are contained in nearly all of the books. These similarities are so frequent that their constant occurrence seems more than coincidence. Although these similarities occur often in the books of the Hebrew Scriptures, there are four short books included in the Christian Testament, which we must rely on to understand Jesus’ ministry and life. The Gospels of Matthew, Mark, Luke, and John are the origin of nearly everything the Christian Church teaches about Jesus. The Gospels, in turn, serve as the scale or test of truth and authenticity of everything the church teaches about Jesus. It is said that the Gospels are the link between Jesus of Nazareth and the people of every age throughout history who have claimed to be his followers. Although the Gospels teach us about Jesus’ life they may not provide concrete evidence that what they speak of is true there are several other sources. Several non-biblical and non-Christian sources are available to help bear out the fact that Jesus actually did exist as a historical person. These sources are of an array of backgrounds: Josephus, a Jewish historian; Tacitus, a Roman writer; Pliny the Younger, a Roman writer; and Suetonius, also a Roman writer, all spoke of Jesus of Nazareth in their records.

Development of india Essay

Why India is still a Developing Nation and not a Developed Nation This resource will provide necessary information on why India is still a developing nation and not a developed nation even though there are lots of options provided by the government for the development criteria. India is one of the fastest developing countries in the world. But you can see the fact that the speed of the development is not as good when compared to the other countries that are already developed and that are much superior to India. There are many reasons behind the lack in the development criteria of India. Most of the people realize that India is very slow in development but they don’t focus on what to be done in order to make India a developed country. There are many issues in our country that are preventing India from becoming the developed nation. This resource will provide information on the issues that are preventing India to be the developed country. The reasons are as follows India holds the second rank in the population . There are many things to be taken into consideration because of the population issues. If a country is highly populated it is sure that the development of the country will also be very slow. There will be a lot of necessity for the resources to be shared among the people of the country . The major fact is that there should be resources available for the same to be distributed among the people. If the population of the country is brought into the proper control it can be said that there are lots of possibilities to make our country one of the developed countries.

The Harlem Renaissance Essay - 2291 Words

The Harlem Renaissance was an intellectual and literary period of growth promoting a new African American cultural identity in the United States. The years of 1920 and 1990 and â€Å"were clear peak periods of African American cultural production.† During these years blacks were able to come together and form a united group that expressed a desire for enlightenment. â€Å"It is difficult not to recognize the signs that African Americans are in the midst of a cultural renaissance† (English 807). This renaissance allowed Blacks to have a uniform voice in a society based upon intellectual growth. The front-runners of this revival were extremely focused on cultural growth through means of intellect, literature, art and music. By using these means†¦show more content†¦Each part of the United States had their different standpoints towards blacks and the leaders of the Harlem Renaissance were devoted to crushing the negative attitudes placed upon the Afro-Americ ans. During this time race was a social construct. Everyday lives were affected by skin color whether people were aware or not. For years African Americans were shunned into a classification that viewed their society as less than human. Toomer’s novel shows the ability race has to affect and intersect different aspects and domains of society and life, as well as dismantle it. Jean Toomer created this piece of art for a reason. Cane suggests that the social construct created upon race should be avoided, for people of all different social classes have equal potential for success. Jean Toomer was born Nathnan Eugene Pinchback Toomer, on December 26, 1894 in Washington, D.C. His father was Nathan Toomer, a light skinned man who could pass for white, and his mother, Nina Pinchback was of African descent, but was also light skinned. Her father was the governor of Louisiana at the time and he was the first African American to assume the position of governor. As a boy, where ver Jean moved to, he would live in all white neighborhoods. The schools he attended varied with each move. For the majority of his childhood he was in all black schools, but there is record that Toomer attended two all white schools also. JeanShow MoreRelatedHarlem And The Harlem Renaissance Essay2269 Words   |  10 Pagessouthern African Americans migrated to a city called Harlem in New York. They relocated due to dogmatism and intolerance of melanin diverging out the of pores of many white southerners. The African Americans who migrated found new opportunities both economic and artistic that resulted to the creation of a stable middle class Black –Americans (Dover, 2006). This was the Harlem Renaissance a cultural, social, and artistic explosion. The core of Harlem expressed by Alain Locke is that through art, â€Å"negroRead MoreHarlem And The Harlem Renaissance1430 Words   |  6 Pagesmoved in to urban cities such as Chicago, Detroit, and Harlem. Out of these no rthern metropolises, the most popular was Harlem; â€Å"here in Manhattan (Harlem) is not merely the largest Negro community in the world, but the first concentration in history of so many diverse element of Negro life†(1050). Harlem became the mecca of black people, and between the years of 1920 and the late 1930s it was known as the Harlem Renaissance. The Harlem Renaissance, brought artiest, poets, writers, musicians, and intelligentRead MoreThe Harlem Renaissance850 Words   |  4 Pages Giselle Villanueva History IB Mr. Flores February 7, 2016 Period 4 Word Count: 693 Harlem Renaissance The Harlem Renaissance was the first period in the history of the United States in which a group of black poets, authors, and essayist seized the opportunity to express themselves. The Great Migration was the movement of six million African Americans from the rural South to the cities of the North during 1916 to 1970. 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It was theRead More The Harlem Renaissance Essay1513 Words   |  7 PagesThe Harlem Renaissance      Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   Chapter 1 Introduction   Ã‚  Ã‚  Ã‚  Ã‚  Harlem Renaissance, an African American cultural movement of the 1920s and early 1930s that was centered in the Harlem neighborhood of New York City. According to Wintz: The Harlem Renaissance was â€Å"variously known as the New Negro movement, the New Negro Renaissance, and the Negro Renaissance, the movement emerged toward the end of World War I in 1918, blossomed in the mid- to late 1920s, and then withered in the mid-1930sRead MoreHarlem Renaissance Essay1069 Words   |  5 PagesHARLEM RENAISSANCE Throughout the history of African Americans, there have been important historical figures as well as times. Revered and inspirational leaders and eras like, Martin Luther King and the Civil Rights Movement, Nat Turner and the slave revolt, or Huey Newton and the Black Panther Party. One such period that will always remain a significant part of black art and culture is the Harlem Renaissance. It changed the meaning of art and poetry, as it was known then. Furthermore, theRead More The Harlem Renaissance Essay1031 Words   |  5 PagesHARLEM RENAISSANCE Throughout the history of African Americans, there have been important historical figures as well as times. Revered and inspirational leaders and eras like, Martin Luther King and the Civil Rights Movement, Nat Turner and the slave revolt, or Huey Newton and the Black Panther Party. One such period that will always remain a significant part of black art and culture is the Harlem Renaissance. It changed the meaning of art and poetry, as it was known then. Furthermore, theRead More The Harlem Renaissance Essay524 Words   |  3 Pages Harlem Renaissance nbsp;nbsp;nbsp;nbsp;nbsp;The Harlem Renaissance was a time of racism, injustice, and importance. Somewhere in between the 1920s and 1930s an African American movement occurred in Harlem, New York City. The Harlem Renaissance exalted the unique culture of African-Americans and redefined African-American expression. It was the result of Blacks migrating in the North, mostly Chicago and New York. There were many significant figures, both male and female, that had taken part

Military Discrimination against Homosexuals Essay

Homosexuals, bisexuals and lesbians were a condemned lot not allowed to serve in the United States military service including the Navy forces. Service men and women in the military were judged not only with reference to their behavioral conduct but also from their sexual orientation results. The Department of Defense (DOD) would ask questions concerning sexual orientation of prospects willing to join the military service. A sexual orientation related to sexual attraction to people of a particular gender. Even members of the military service were not allowed to make any statement that meant they (he or she) were homosexuals. Language was highly targeted since the passing of the act of language in the National Defense Authorization. This act†¦show more content†¦Before this, any form of lesbianism; bisexual behavior, gay and homosexuality in general were not tolerated in the military. In the year 1993, President Bill Clinton passed an interim compromise that gave the Departmen t of Defense an opportunity to review the issue of sexual orientation in the military. The Department of Defense was reviewing the ban and come up with analysis that would end and prevent discrimination of prospective members of the military by looking at or/and asking them questions on sexual orientation. In the year 1993 after the review was made, the staff gave in to the suggestion made on ending discrimination with regard to sexual orientation. The Chief of staff agreed with Bill Clinton to remove any question concerning sexual orientation that was included in the application list that recruited military servants. This issue was very serious and required a lot of attention such that in the same year, Armed House Senate Congress (SASC) had extensive hearings on the issue of discrimination of homosexuals. Finally, they came up with an approach described as â€Å"Don’t Ask Don’t Tell†. Under the Don’t Ask Don’t Tell approach the Department of Defe nse were not allowed to ask questions that were aimed at finding out the sexual orientation of the prospectiveShow MoreRelatedAndres Mother by Terrence McNally1103 Words   |  4 PagesHomosexuality is against nature. Sexual expression is permitted only within marriage, between man and woman, male and female. Anything else is an abnormality and is against nature.- (Pope Shenouda III). Although praised in certain culture as a gift from god and â€Å"thought to have special curing powers† (The Essence of Anthropology, p.210) homosexual Americans are obligated to disrespect and held to a lower standard than their heterosexual peers. Discrimination against homosexual individuals are foundRead MoreEssay on Dont Ask, Dont Tell1447 Words   |  6 Pageswhen homosexuals are serving openly. Without this policy, homosexuals serving openly could create tension that interferes with the military’s effectiveness. While it may not be obvious at first, the policy of â€Å"Donâ€⠄¢t Ask Don’t Tell† actually supports the both values of the military and the rights of homosexuals. As a result, â€Å"Don’t Ask Don’t Tell† is needed to protect homosexual service members and is crucial in securing military effectiveness. Throughout history openly practicing homosexuals haveRead MoreJust Vs. Unjust Essay1386 Words   |  6 Pagesdo not. Homosexuals have had their rights have been minimized or depleted since U.S. citizens can remember. It should not matter what ethnicity, sexuality, or religion you have; you deserve equal rights if you are a citizen of the U.S. because you pay the same taxes as everyone else in this country and are guaranteed the same rights under The Bill of Rights. Homosexuals can be charged with the same crime as a heterosexual, and they have the right to a speedy fair trial. 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HomophobiaRead MoreDont Ask, Dont Tell1239 Words   |  5 Pagesï » ¿ Homosexuals should be allowed to serve openly in all branches of the US Military Gays should be allowed to openly serve in all areas and levels of the U.S. military because logic and the tide of political correctness dictate that such should be the case. The American armed forces had, since the early revolutionary war, held sodomy (then generally defined as the conduct of performing anal or oral sexual act) as grounds for discharge. It was in 1950, when the Uniform form Code of Military JusticeRead MoreSynthesis Of The 13th Amendment745 Words   |  3 Pages The Civil Rights movement goal was to end racial segregation and discrimination against African Americans. Love is Love The 14th Amendment was very important in 2015 when same-sex marriage became legal in all 50 states. Even before the Civil Rights movement started, there was a gay rights movement. 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Should College Athletes Be Paid - 1469 Words

College sports these days are a huge money pit. The National Collegiate Athletic Association, or NCAA, makes millions of dollars off of student athletes every year. Should the NCAA start sharing the profits with these student athletes, which every year help grow the NCAA brand? It’s an important question that seems to come up every day on television, the internet, and even in the newspaper. Student athletes are going to college on scholarships, which are sold to them by coaches, scouts, and other school administration as a commitment to the student’s future. All they ask is for the student athlete to make a commitment to the school by signing a contract to attend, which is called the â€Å"letter of intent.† By signing that contract, the student makes a commitment to attend that school for at least a four year term. In return for their talent, shouldn’t the school make a better commitment to help keep the student athlete in school? According to NCAA’s website, they made $912.8 million dollars during the 2012-2013 school year. The NCAA has television agreements, concessions, tickets, jersey and other merchandise sales, which are all driven from the fans who come to see the college athletes play the sports. These athletes are going to school on full-ride scholarships. The average athletic scholarship is about $10,400 a year (0’Shaughnessy, 2010), which will not cover the full year of out-of-state tuition. Most student athletes have no idea when they sign their letter of intent theyShow MoreRelatedShould College Athletes Be Paid?1578 Words   |  7 PagesAshay Mehta Nou Per 8 Should College Athletes Be Paid? One of the hottest debates in the sports industry is if college athletes should be paid. If you want to pay these athletes, how would the college determine the dollar amount that should be paid? Should the basketball team make more than the football team? Should the the soccer team be paid as well? Cheerleading? 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College athletics have attained an extensive popularity increase among Americans over the past few decades. This has resulted into increased revenues for the National Collegiate Athletic Association [NCAA] and the participating colleges, which has fuelled the debate of whether or not college athletes should colle ct an income. College athletes should not be paid to play

Puerto Rico (954 words) Essay Example For Students

Puerto Rico (954 words) Essay Puerto RicoPuerto Rico is an island. Its rectangular in shape. Its coasts measureapproximately 580 kilometers. It is the smallest and most eastern island of theGreater Antilles. Puerto Rico has many Mountains; they cover 60% of the island. The territory also consists of a large amount of rain forests, deserts, beaches,caves, oceans and rivers. A few of the largest mountains in Puerto Rico are, theCerro La Punta (4,389) Rosas (4,156), and Guilarte (3,952). Many of therainforest that covered the island has vanished. The 28,00 acres that are leftremain at El Yunque peak. Locations of mountains- This is the Carribean nationalForrest. In this Forrest you can find many varieties of plant and animal life. We will write a custom essay on Puerto Rico (954 words) specifically for you for only $16.38 $13.9/page Order now Locations of rainforests- Also some very important caves of the west hemisphereare in Puerto Rico. For example the Rio Camuy. Within it are fine examples ofstalactites, stalagmites, and plenty of bats. Due to the fact that Puerto Ricois a relatively short in whidth, it does not have any large bodies of water likerivers and lakes. However it is surrounded by water so thats not really aproblem. There is also a very large amount of rainfall due to the rainforests. Puerto Ricos natural resources consist of some stone, fish, copper andnickel, and there is a potential for on and off-shore crude oil. The weather isregularly warm with an average temperature of 80 degrees F. The north coast getstwice as much rain as the south coast. The dry season is December to March. Puerto Rico is very exposed to the cyclones of the Caribbean. Not as bad howeveras Jamaica, Cuba, and other Lesser Antilles. Hurricanes frequently occur betweenAugust and October. The most destructive hurricane in Purto Ricos history wasSan Ciriaco. It occurred on August 8, 1899. History Puerto Ricos firstinhabitants were the Taino Indians. They first called the island Boriken orBoriquen. The name means the great land of the valiant and noble Lord. Theisland was first discovered by the Spanish in 1493. It went through manychanges. The Indians were pushed aside and made slaves for the new settlers. Slaves were shipped in from Spain as well. Hundreds if Indians died fromdisease. Many Spanish men married Indian women. The island colony suffered forhundreds of years from hurricanes and plagues. After about 1850, the desire forgreater freedom from Spain increased among the people of Puerto Rico. As aresult of this a new form of government was set up in 1898. Puerto Rico wastaken over by America. It became a part of the United States on December 10,1898. Being a part of the U.S. helped the Puerto Rican society a lot. They builthospitals, dams, roads, and schools. In 1917 the second Organic Act gave PuertoRicans the ability to become U.S. citizens. The U.S. Armys 65th InfantryRegiment won fame for their courage and daring. This regiment was made up of allPuerto Ricans. The government of Puerto Rico is run by the United Statescongress. Most federal laws apply to Puerto Rico. The Common wealth governmentis operated under its own constitution. The governer is chief executive officerand is pretty much in charge. Voters elect 2 senators and 1 representitive. Thesupreme Court is the highest court in Puerto Rico. It has 7 justices appointedby the govenor. They my serve as long as they want, as long as its not pastretirement age. The 92 superior court judges are appointed to 12 year terms. Cases involving federal law are heard in the U.S. District Court of Puerto Rico. .u63f54f8a5d786542f743b22104850bda , .u63f54f8a5d786542f743b22104850bda .postImageUrl , .u63f54f8a5d786542f743b22104850bda .centered-text-area { min-height: 80px; position: relative; } .u63f54f8a5d786542f743b22104850bda , .u63f54f8a5d786542f743b22104850bda:hover , .u63f54f8a5d786542f743b22104850bda:visited , .u63f54f8a5d786542f743b22104850bda:active { border:0!important; } .u63f54f8a5d786542f743b22104850bda .clearfix:after { content: ""; display: table; clear: both; } .u63f54f8a5d786542f743b22104850bda { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u63f54f8a5d786542f743b22104850bda:active , .u63f54f8a5d786542f743b22104850bda:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u63f54f8a5d786542f743b22104850bda .centered-text-area { width: 100%; position: relative ; } .u63f54f8a5d786542f743b22104850bda .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u63f54f8a5d786542f743b22104850bda .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u63f54f8a5d786542f743b22104850bda .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u63f54f8a5d786542f743b22104850bda:hover .ctaButton { background-color: #34495E!important; } .u63f54f8a5d786542f743b22104850bda .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u63f54f8a5d786542f743b22104850bda .u63f54f8a5d786542f743b22104850bda-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u63f54f8a5d786542f743b22104850bda:after { content: ""; display: block; clear: both; } READ: Jaqcueline Lee Bouvier Kennedy Onasis EssayIt has 7 judges appointed by the President of the United States. Culture PuertoRico is a very crowded island it is populated by about 3,522,037 people. Thecapital is San Juan. San Juan is also the largest city. Other large cities ofPuerto Rico are, Carolina, and Mayaguez. Puerto Rico is a great place to go andsee spainish culture. The food is a lot like Spanish and Mexican food. Butcertain spices make some things more Puerto Rican. Puerto Rico has manydifferent types of music, as well as the United States. But it is most know forits Salsa. Many think it as a sauce to dip chips in. However in Puerto Rico itis a very commonly listen ed to music. And with Salsa music comes TheSalsa. The salsa is a Latin dance where a man and woman partner up and swingthere hips in sync with the beat of the song. Another well known dance used inPuerto Rico is the Meringue. It is a faster salsa. In this dance, a partner isnot needed as much. Two well known Latin singers in America are Jennifer Lopezand Rikki Martin. In Puerto Rico the style is very similar to that of the U.S. Some of the tastes vary, but pretty similar. Religion The majority of people inPuerto Rico are Roman Catholic. Most of the rest are Protestants. Some practicevoodoo as well. Industry Puerto Ricos most valueble agricultural product areMilk, poultry and eggs. Farmers also raise beef cattle. They also sell or trademany other products. They have two very important fruits that they produce. Theyare Bananas and plantains. Plantains are a lot like bananas. Puerto Rico alsohas mines from which they produce stone, sand and gravel, and lime. Puerto Ricois an island so naturally they have a fishing industry. Their annual fish catchis valued at $9 million. About 4 ? million lbs. Of fish are caught yearly. Themost valueble catch for Puerto Rico is lobster. Puerto Rico and the U.S. tradewith each other very often. It is much like the trade between the actual statesand the U.S. Puerto Ricans do not pay customs duties on goods imported from theUnited States, as they do on other imported goods. Puert o Ricos chief importsinclude crude petroleum, food products, textiles and plastic products.