Homosexuality and Sullivan Essay Example for Free

Homosexuality and Sullivan Essay There is much controversy on the rights of same sex marriage ranging from religious viewpoints to the rights as individuals being able to obtain the same rights as heterosexual couples. In the essay â€Å"My Big Fat Straight Wedding† written by Andrew Sullivan, he asks his audience to see the option of gay marriage through the eyes of each person’s own individuality. In his essay, his language, tone, and arguments seem to speak to a specific audience letting them know change is coming and naturally as it should. He gives examples of his own same sex marriage in California and how it made him feel as an individual. Sullivan’s main point was to prove as individuals we all should have the right to marry whom we want and eventually same sex marriages will be understood and accepted. Starting with the tone of the essay you get a feeling as if Sullivan is speaking to you in a conversation, asking his audience a question. Andrew Sullivan’s first line in the essay sets the tone for the language he uses throughout the text â€Å"What if gays were straight? †(102) Sullivan challenges the reader to find absurdity in even the thought of it. Reading that line alone, I could tell that Sullivan was pro for gay marriage. The tone of the essay comes across as though it is a crime to not think of gay marriage as an individual right. There are many places were homosexuality is still uncommon and it is clear the author might be writing to a younger audience in a more diverse area. Sullivan jumps back and forth through the essay with different attitudes in his text. He provides a passage from a California ruling and then asks his audience a serious question. He sets a tone for his readers to question the government and its laws, providing evidence that the laws easily contradict itself. He then uses examples from reality television show, telling his audience that suggesting homosexuals are now more accepted because they are on T. V. How are readers supposed to take the essay serious if references to MTV’s Real World as made as evidence? What about all the small towns in America who don’t have a monthly television subscription to MTV? If Sullivan wants to the readers to question the definition of individuality and how we use the term, he definitely challenges the reader to think. The definition of ndividual alone shows contradictions in civil right laws and constitutional rights we have as Americans. In some parts of his essay does not seem serious or sincere rather seems as if his readers should know what is wrong. He mocks the laws for not giving homosexuals their own right or individuality and the essay comes off less informative and more sarcastic. Homosexuality may be normal in some states of America but he speaks to his audience as if it is accepted everywhere even though gay marriage is only legal in nine out of fifty states in the United States. Sullivan sets up a whole war of counter arguments in his tone alone, because gay marriage is still not legal everywhere in America and he makes light of the issues still at hand. While reading the essay, there seem were to questions that weren’t fully answered. Sullivan sets up a good argument through his own personal experience of marriage and the sense of comfort he found when he experienced it. There is no better argument than personal experience because no one can argue with someone’s own experience. I found his experience of marriage very sincere because if one has a sense of family you can relate on the emotions you may feel with them. Sullivan touches his audience with the relation of family and the good or bad emotions you can feel when you’re with them. He makes the reader feel empathic towards his wedding, allowing them to stand in his shoes and experience the joy you feel when you are getting married. Although the gay culture is accepted in some parts of the United States it does not answer for all the other places in the United States where it is still uncommon. Just because gay culture is now shown on television, or there are now gay soldiers it does not answer the one question he asks which is â€Å"Why don’t gay people have their own individual rights to get married? † In providing fun pop culture facts he can relate to a younger more diverse audience but it does not change the fact that marriage is not legal. He also goes on in the essay saying that the gay culture is more common in this era and suggests more people are coming out at younger ages. This reference brings out a counter argument. What about all the areas in the United States and around the world where people cannot come out because it is not accepted where they live? It contradicts his whole argument that our country is going in the right moral direction of accepting gay relationships. Are we being racist or is being gay morally wrong? Sullivan leaves his essay open for a lot of counter arguments because his essay suggests that although gay marriage laws were passed in the state he lives in; but in forty-one other st ates gay couples still cannot wed. His reference at the end of his essay, suggests that it written in the time period gay marriage was legal in California. Same sex marriages were legal in California; 5 months later Prop 8 was passed and gay marriage was illegal again. At this point where same sex marriages are not legal in California anymore, the author comes off as arrogant and too confident in his thought of America changing its thoughts of homosexuality because it marriage is not possible for the gay community in California anymore. The language in Sullivan uses comes off as accessible; it is easily read and understood. The author shows his viewpoint on homosexuality with emotional language pointing out an argument and then calling it â€Å"absurd†. With his use of certain words and phrases you can set a tone and even sense a vibe from the reader that he is emotional about the topic. In one of his arguments he says â€Å"This transformation in understanding happened organically. †(103) he leaves his essay open for argument. Saying the world â€Å"organically† suggests that America is slowly and naturally is starting to understand the gay community. Is understanding the gay community going to happen naturally? And if so why hasn’t it happened yet? The language the author uses shows his emotion towards the topic, which eventually starts asking the reader to choose sides. The essay can start to become more bias and less informative. Sullivan also uses the slang â€Å"gays† and â€Å"straights†. In using the slang his essay might be less appealing to a broader audience, because although Sullivan is gay himself, it may offend people gay or not. The tone, text, and content in which Sullivan provides his audience seems like he may have a target group maybe of college students who live in California and comfortable with the gay culture and passionate about same-sex marriages. He seems although he is just reminding his audience of their rights, as individuals and letting them know that the gay community are supposed to be considered as individuals first. It seems to miss the millions of people that are unaware the unfair injustice homosexuals may face. The essay may not touch a broader audience because still in forty one states same sex marriages is still not legal and reading this essay may just remind them of that and prove his whole essay as a false hope.

Alcoholism and Smoking Essay Example for Free

Alcoholism and Smoking Essay Looking at the health hazards, including lung cancer, impotency, asthma and heart disease, which smoking can cause, banning it in public places is long time due. However, this is just one of the viewpoints. Most smokers and many restaurant owners will sing an altogether different tune with regards to banning smoking in public places. So, lets get to the bottom of this debate by looking at its pros and cons. Arguments for Lets start with the advantages of banning smoking in public places. The number one being that it will not only help in saving smokers from various kinds of health conditions and diseases, but will also is beneficial for passive smokers. Whether the smoker is using public transport or is in a restaurant, the people around him are bound to inhale the smoke coming out of his cigarette, thus making them prone to all the diseases an active smoker gets. Thus, if smoking is banned, spread of these diseases can be checked. Another argument is that it will put pressure on the smoker to quit. Since, he will be unable to smoke in public places; he will learn how to live without smoking a cigarette for long hours. Moreover, when a smoker does not see anybody around him smoking or smelling of cigarette, it might reduce his urge to smoke too. Thus, one of its major advantages is that it forces people to quit smoking. One of the smokings in public places facts is that it influences non-smokers to take up smoking, especially adolescents. Since teens are in an impressionable age, when they see people around them smoking, they get instigated to try it and then it becomes a habit, increasing the incidence of teen smoking. Moreover, asthma and ear infections are commonly seen in children who live around smokers, so if it is banned in public places, these places will become safe for children and teens, health-wise. Looking from the economic point of view, since smoking is a major contributing factor to many diseases, it leads to absenteeism from work. Moreover, employees smoke tend to take breaks now and then to smoke, thus lowering the number of hours they put in their work. So, if employers want to increase work productivity and want to make sure that their employees remain healthy, they should ban and stop smoking in and around office premises. If you see from the environment point of view, yes it should be. Smoking cigarettes adds to the air pollution, so if its banned, it will help in saving the environment from further deterioration. Arguments against Smoking is a personal choice of an individual. If the government forces people to quit smoking, it is encroaching on individual freedom. Secondly, banning smoking is actually a financial loss for the government as it collects a lot of revenue through the taxes on cigarette sales. Another argument is that it is human tendency to do exactly those things which are forbidden. So, if smoking is banned in public places, adults and teens are more likely to smoke and find their own means to evade this law to continue with the habit. From the economic point of view, restaurant, pub and cafe owners will not be able to cater to everyone. This will reduce their sales, thus causing them losses. Places where smoking is banned might see a reduction in tourist arrivals as well. Lastly, when smokers who are habitual and addicted, may experience smoking withdrawal symptoms such as irritability, anger, etc, if they cannot smoke immediately. Thus, in this condition and under stress, they might pose a problem to others. In spite of the above arguments against the ban, looking at the harmful effects of smoking, it would be better if it is. However, for such a ban to be useful, the key lies in implementing it effectively. Alcoholism Alcohol and drugs have been for many years been abused by many people Alcohol is a depressant that slows the function of the central nervous system. It blocks some of the messages trying to get into the brain which consequently alters a person’s perceptions and emotions. People that I have known overuse alcohol have undergone intoxication. Intoxication makes one to be aggressive and angry. Due to this many alcohol users have ended in prison. Alcoholism can be divided into three main stages namely Early stage of alcoholism Here a person depends on alcohol to affect their mood. Most people at this level drink for relief from problems. Most people experience gradual increase in tolerance thus increasing the quantity . The body loses its ability to deal with high alcohol levels and as a result it leads to deteriorating body functions Middle alcoholism stage The need and desire to drink becomes more intense. Their tolerance decreases because of intoxications. A few individuals recognize that there is a drinking problem but they are unable to stop. This stage is characterized by hangovers, blackouts and stomach problems End stage Alcoholism The alcoholic at this stage has become obsessed with drinking to the extent of excluding all other activities. The mental and physical health of the alcoholic is deteriorating due to the damage of most body organs. The alcoholic will consequently suffer from malnutrition and if the alcoholic continues to drink alcohol will cause the death of the alcoholic in one way or another. These range from suicide, accidents and damage of body organs etc. Death is the final stage of alcoholisms (Marlatt Donovan 2005) I have actually noted through observation that there are adverse effects of drinking alcohol. Most people who are alcoholic experience bad health effects, such as burnt hips. Too much alcohol within a short period of time may cause alcohol poisoning which is characterized by violent vomiting, extreme sleepiness unconsciousness, difficulty breathing, low blood sugar and even death. Alcohol users especially the young people are venerable to risks such as unsafe, unprotected sex resulting to pregnancies and sexually transmitted diseases such as the deadly AIDS those results to the end of lives. Alcohol can make you react in some terrible ways. You do and say things under the influence of alcohol and cant even remember, and thats pretty sad.

The equal opportunities and managing diversity approaches

The equal opportunities and managing diversity approaches Compare and contrast the strengths and weaknesses of the equal opportunities and managing diversity approaches. Using the analysis above, discuss what the equal opportunities and diversity approaches could each contribute to the developed of an organisational programme to contract disadvantage of members of ONE of the following social group: Gender Ethnicity Disability Sexuality (2800 words) Intro: Diversity The concept of diversity encompasses acceptance and respect. It means understanding that each individual is unique and recognizing our differences. Diversity is inevitable. It occurs in every mans day to day life without even noticing it. It occurs in every part of the world. According to Dictionary.com (Anon 1, 2010), diversity is defined as the state or the fact of being difference. The dissimilarity is such as age, gender, ethnicity, different lifestyles and cultures, educational backgrounds, working methods, experiences, religious belief, sexual identity and against disabled people. Diversity in organisations reflects the changes that were occurring at the time of theorising equality developments. Organisations approach these issues by managing them using equality policy-making. Diversity has advanced from a traditional view to a more contemporary view because it covers a much wider framework than legal requirements in this modern society. The worlds increasing globalisation requires more interaction from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, profit and non-profit organisations need diversity to become more creative and open to change. Maximising and capitalising on workplace diversity has become an important issue for management today. Today, in an organisation, each and every employee must accept the differences between individuals and respect them. Differences are seen in two aspects: people being valued for being diverse and unique which bring the uniqueness of a particular individual or organisation and the other aspect, a person marked as different, getting different treatment (Lecture Notes). Diversity issues are now considered important and are projected to become even more important in the future due to increasing differences. Companies need to focus on diversity and look for ways to become totally inclusive organisations because diversity has the potential of yielding greater productivity and competitive advantages (Society for Human Resource Management, 1995 cited in Green et al, 2002). Diversity is beneficial to both associates and employers. Although associates are interdependent in the workplace, respecting individual differences can increase productivity. Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, creativity and business image (Esty et al., 1995 cited in Green et al, 2002). In an era when flexibility and creativity are keys to competitiveness, diversity is critical for an organisations success. Managing Diversity Managing diversity is defined as a management process that embraces the challenges of managing a workforce that is heterogeneous in terms of culture, ethnicity, religious belief, political affiliation, sexuality, gender and disability (Oxford University Press, 2009). Managing diversity is about assessing differences and treating people with dignity and allowing everyone, not taking into account their differences, to be able to perform to their level of ability. Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity (Black Enterprise, 2001 cited in Green et al, 2002, p.2). Demographic changes, such as women in the workplace, organisational restructurings, and equal opportunity legislation, will require organisations to review their management practices and develop new and creative approaches to managing people. Changes will increase work performance and customer service. According to Smed et al (1994 cited in Liff, 1996, pp.14-16), there are four approaches of equality: dissolving differences, utilising differences, accommodating differences and valuing differences. Dissolving differences may be seen more as equal opportunity than diversity management. Valuing differences, apparently, is the main approach to diversity management. This approach includes providing and initiating for the people, such as training and educating employees in the organisation to help them understand the organisational processes and boost their confidence. Accommodating and utilising differences, unlike dissolving and valuing differences which represents the dominant strands in the diversity management, are almost similar to some equal opportunity approaches (Liff, 1996, pp.14-15). According to Kirton et al (2009, pp.5-7), inequality in the neoclassical economics, the employment outcome reflects every individuals preferences and choices. Inequality existence is due to the system of production that is based on the principles of market competition. Equal Opportunity Equal opportunity aims to ensure that our working and learning environments are free from discrimination and harassment and that policies, procedures, structures and services created by government and organisations do not disadvantage anyone based on their disability, socio-economic background, location, language, cultural or ethnic background, gender, sexual preference, marital status or religious and political conviction. Equal opportunity is defined as an elastic notion that is caused by the appropriate measurement of the particular problem (Anon 2, 2010). In equal opportunity, differences are dissolved under the equality policies (Liff, 1996, pp.13-14). Differences exist between every living being, however, they do not need much attention from the legal approaches. Advantages of Equal Opportunity Equality of opportunity sets, that is, rendering the sets of choices available to different individuals the same (Roemer, 2002:456). It aims justice for all by preventing discrimination. Equal opportunity for all might be provided with the harmony of social, cultural, economic and legal conditions that affect each other successively. According to Liff (1996, pp.11-12), equal opportunity do not focus on differences. Under equal opportunity, everyone regardless of their age, gender, or ethnic origin should be treated equally. In the UK, a legal framework underpins the importance of equal opportunity approaches to treat everyone equally (Liff, 1996, p.12). This approach primarily protects gender against inequality and being discriminated at work. Although differences exist between people, differences should not be acknowledged in this approach; instead, it should be ignored. In an organisation, it should not be assumed that men are more committed to the job compared to women. The chances of a married woman going away on maternity leave should not be judged just because she is married. There is a possibility that this woman might not want to have kids. There is also a possibility that a man at work might meet with an accident and be away for nine months on sick leave. Therefore, men and women should be treated equall y in an organisation. Ethnic minorities should as well be treated equally and organisations should not have the assumption that people of different ethnicity could not speak their language. There are many ethnic minorities from Commonwealth countries speak English as their first language, because the British influence during the British Colonial in their countries. For that reason, ethnic minorities should also be treated equally and should not be assumed that they do not speak the international language. The main aim to create equal opportunity is to create a context where every individual is able to demonstrate and perform to their relevant capabilities. They should be judges on the basis that they are equal. Limitations to Equal Opportunity Not focusing on differences, equal opportunity found its limitation to accommodate other minorities, such as aged people, religious belief and disability. These minorities may need special attention or legal framework enforced to protect them from being discriminated. According to Liff (1996, pp. 12-13), in an organisations decision making, individuals gender an ethnicity are stripped of to be equal. Any form of unfair, unequal treatment because of age, disability, marital status, ethnicity, religion, social-economical background, and any other factor that can give rise to unfair treatment is called discrimination. Discrimination may be defined as selection of the candidates for a work according to the criterias which are not related to the job directly (Daft, 1991) Discrimination prevents equality of opportunity in any way. If an employer asks for a requirement that is not a bona fide occupation qualification (BFOQ) candidates who do no have that special requirement can not apply for the work. Some approaches of equal opportunity appear to break the principle of ignoring differences (Liff, 1996, pp.12-13). Advantages of Managing Diversity Unlike equal opportunity, diversity management focuses on differences (Liff, 1996, pp.11-12). By employing a diverse workforce can be beneficial to both the organisation as well as the stakeholders. Diversity management strategies can help create a link between the internal and external aspects of the work of an organisation. The organisation is, then, better able to understand the demographics of the marketplace it supplies. By knowing the marketplace and the customer better makes the business easier to manage, especially if the organisation employs men and women, people from many generations, people from ethnically and racially diverse backgrounds and so on. The diversified workforce gives the organisation a better understanding of the demographics as well as the marketplace. For instance the marketing department of an organisation with a diversified workforce will better understand the market structure and the demand of the market from its different employees knowledge and experie nce. It, therefore, makes the organisation better equipped to thrive in the challenging market. A diverse workforce in an organisation would improve employees satisfaction and inspire all of their employees to perform to their ability. Company-wide strategies can then be executed. The work pattern will, eventually, show a better productivity, profit, and return on investment. Employees will feel safer and more secure working for an organisation with a better managed diversified workforce. A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. The organisation can draw from that pool to meet business strategy needs and the needs of customers more effectively. Hence, it can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas and a collection of skills, such as languages and cultural understanding, which are flexible in adapting to fluctuating markets and customers demands on a global basis. Disadvantages of Managing Diversity Diversity in the workplace brings about many benefits to the organisation, as well it can lead to many dispute. Managing diversity, according to many organisations is more than simply acknowledging differences in every employee. Apparently, it is more difficult to motivate and manage a diversified workforce. Miscommunication occurs in managing diversity, due to having people from all walks of life. Different gender sometime interpret things differently based on their gender instinct, different ethnic group may have different culture in doing things and by having too many people of different religion and not understand each one of them may cause a big trouble when organisation an event. Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. Resistance to change and accept diversity management in their workplace silences new ideas and inhibit progress. The inability to manage diversity in a proper way in the workplace can be extremely harmful and can costs the organisation by creating negative image, high employee turn over rate, loss of advertising revenue, discrimination suits, ligitation time and money. Diversity management, if handled insensitively, may invade employees privacy and poorly handled programme may result in conflict and ill-felling. Hence, cultural bias is another factor to diversity management disadvantages. It refers to prejudice and discrimination. According to Liff (1996), prejudice refers to an unjust behaviour and preconceived opinion and attitude towards an employee based on his or her culture group identity or religious belief. Discrimination on the other hand refers to observable adverse behaviour for the same reason. It also means a judgement of recognition and understanding of the difference between different people. In some organisations, assimilations are created to create a situation in which some individuals are different and they are likely to fail. Deep-seated prejudices may be brought into the open, causing short-term tension. Implementation of a diversity programme may, in the short term, be expensive. Sexuality Sexuality was defined as something which a society produces in complex ways (Weeks, 1986, p.25 cited in Hearn et al, 1996). Diverse social practices caused meaning to social activities, of social definitions and self-definitions, of struggles between those who have power to define and regulate and those who resists. There are five factors of sexuality: sex discrimination, sexual harassment, sexual orientation, gender identity and sexual attraction (Kormanik, 2009). When an employment decision is based on sex and gender, it is a sexuality factor of sex discrimination. In the construction site, for example, construction workers are usually men. This is because women is seen as the more feminine sex and could not be able to carry weights. Sexual harassment is a form of teasing and demeaning behaviour made by a group of people about an individual. Usually, at a workplace the more feminine female worker is likely to be sexually harassed by her male co-worker. Sexual orientation, on the other hand, is an individuals erotic or affection deposition to the same and or opposite sex. A persons sexual orientation is the attraction to the opposite sex and or even the same sex. Gender identity is the individuals psychological sense of the sex, either being male or a female. According to Jamison (1983:46 cited in Kormanik, 2009), sexual attraction is a quality or feature that attracts that one person experiences the exhilaration of inclination toward another person. Equal Opportunity and Diversity contributes to disadvantages of Sexuality In the past, people are more conservative and have inherent ideas from cultural and philosophical past which makes them perceive that accepting lesbians, gay men and bisexuals will wreck the society, culture and beliefs and reflects some form of devils. Even in the modern society, there are people who cannot accept lesbians, gay men and bisexuals and tend to treat them in a way that these lesbians, gay men and bisexual people are unable to for into the society. Many heterosexual parents think if they accept lesbian and gay people or bisexual people in their society, it would eventually rein the society, itself, especially the younger generations. It is the lesbian and gay people and the bisexual peoples biggest fear is being refused by the public, the society and relationship with other colleagues in the workplace and fear that the job or promotion opportunity is in threat. There might be some fear towards being discriminated in the overall labour market. In the education and childre n channel broadcast industry, lesbians, gay men and bisexuals are being discriminated and not offered the job. Parents fear that their children will grow up into a homosexual or bisexual. Heterosexuals who discriminate against lesbians, gay men and bisexual people often harass them verbally. Whether at work or in public, heterosexual people often act as though they are more superior to the homosexual and bisexual people and patronise them which makes the homosexual and bisexual people felt patronised and afraid and feel intimidated to face the public in their true identity. For that reason, homosexuals and bisexuals are more likely to be harassed, especially at work, compared to heterosexuals. The issue of sexuality was avoided in organisations in the past. No one was supposed to bring up the issue of sexuality of homosexuals and bisexuals as it opposes many cultures and religions and many societies conservative attitude towards them. It was not against the law to refuse the homosexuals and bisexuals in an employment or refuse any of their benefits. In the labour market, the workforce is usually dominated by the heterosexual people. Homosexuals and heterosexual people try to be like heterosexual, in order to keep their job and their current position in the organisation. In many organisations, however, discrimination and harassment against homosexual and bisexual people still occur. There is a strong discrimination against homosexual and bisexual people. Most of the cases are verbal and physical act against them, the lack of information, hence, makes it difficult to prove. Therefore, many lesbians, gay men and bisexual people rather conceal their sexual identity. It is easier for lesbians, gay men and bisexual people to conceal their identity compared to other groups of diversity (Kirton et al, 2010, p.39). Sexuality can be easily concealed by not revealing it to anyone around. At work, heterosexuals usually dominate the work environment and those who are against homosexual people and bisexual people often harass them verbally, some even physically. Homosexual people and bisexual people are often seen as an object to the heterosexual which they can make fun of. Which makes the homosexuals and bisexuals develop some form of fear against the society an d the society acceptance of them, despite those who are in favour of them, and tend to be quiet and shy. Higher income earners who are identified as homosexuals or bisexuals reportedly found it more difficult to be open about their sexuality at work (Palmer, 1993 cited in Kirton et al, 2010, p.40). In organisations, top management people are expected to be at certain professional manner and are expected to set an example to their subordinates. It goes the same for teachers to students and television presenter to children. According to Shape et al (1995 cited in Kirton et al, 2010, p.40), it is unaccepted to many organisations that their top management people are open about their sexuality if they are homosexuals or bisexuals. In certain professional field, such as teaching, the health science, television broadcast and the military, people are expected to be clean or conceal their sexual orientation at work. Many studies proved that gay men tend to receive lower wages compared to heterosexual men (Schmidt, 2008). On the other hand, lesbian women receive higher wages compared to heterosexual women (Schmidt, 2008). In recent years, many European countries governments enforced and reformed laws and rules and regulations to protect homosexuals and bisexuals at work. Some governments even protect homosexuals and bisexuals in their normal lives. According to the Employment Equality Regulation 2003, there is an act which protects homosexuals and bisexuals from sexual discrimination or harassment. Like many other lawsuits, there are many cases seeking to protect homosexual partners from sexual harassment due to sexual orientation have been unsuccessful. In Whitfield v. Cleanway UK Ltd (2005), homosexuals and bisexuals are often being discriminated at work. A similar case was decided, Reaney v. Hereford Diocesan Board of Finance (2007) ET 1602844/06. The case involved homosexuals and bisexuals being discriminated on religious grounds. Some countries have policies against homosexuals and bisexuals, such as Algeria, Iran, Liberia and Nepal. There are countries would still legally punish homosexuality on religious grounds. Malaysia, for instance, fine and or jail sentence for up to 20 years (Anon 3, 2010). Some countries set death penalty to homosexuals and bisexuals to punish them. The Supreme Judicial Court of Massachusetts reviewed a case, Weber v. Community Teamwork Inc (2001) 434 Mass. 761, 752 N.E.2d 700, where a lesbian plaintiff claimed she had been terminated from her job based on sex discrimination and discrimination based on sexual orientation. In Muzzy v Cahillane Motors Inc (2001) 434 Mass. 409, 749 N.E.2d 691 reviewed by the Supreme Judicial Court of Massachusetts, the case involved a lesbian complaining that her boss, who was also a lesbian, sexually harassed her on the job. In both these cases, the Court found insufficient proof to support the plaintiffs case (insufficient evidence that the work environment was intolerable) and dismissed those cases. These cases reflects hostile work environment, which is based on verbal and physical acts that make the workplace intolerable. It is more difficult to prove a compilation of acts, gestures, jokes and innuendoes. Conclusion A diverse workforce is a reflection of a changing world and marketplace. Diverse teams bring high value to organisations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Diverse management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges. Management tools in a diverse workforce should be used to educate everyone about diversity and its issues, including laws and regulations. Most workplaces are made up of diverse cultures, so organisations need to learn how to adapt to be successful. Differences live forever and human mentality is not easy to be influence over a few decades, therefore, discrimination continues and it is inevitable. It might need far longer time to manage the diverse culture of the world. According to the Fortune 500 in 2006, there is an increasing number of organisations that are taking steps forward managing diversity in the workplace. These companies begin to provide basic benefits to homosexual and bisexual staffs, such as the health benefits. Another reason for taking that step is to assist employees and management in moving through the state of being aware of other employees sexual orientation and gender identity.

Bostons Bicycle Commuters Have Their Reasons :: Journalism Journalistic Papers

Boston's Bicycle Commuters Have Their Reasons Professor Jim Ross begins his morning routine just like most people. After slamming the alarm clock a few times, he throws on sweats, eats a wholesome breakfast, and brushes his teeth. As a bicycle commuter in Boston, he is almost ready to go. Ross straps on a helmet, puts his work suit in his backpack, and begins his short commute. Fifteen minutes after he leaves his Brookline home, the Northeastern University journalism professor locks up his bike in front of the gym, where he showers and gets dressed before walking a few blocks to his office. The same commute would take 45 minutes on the T. Bicycle commuters are a common sight on the streets of Boston. With the environmental, health, and monetary benefits, many bicycle commuters wonder why only .4 percent of the Massachusetts workforce ride their bike to work. Riding a bike to work can be faster than taking your car or riding the T. On a bike, a person is able to bypass heavy morning traffic jams, eliminate the time it takes to find a parking spot, and arrive to work refreshed. A bike commuter is multitasking by getting from point A to point B and getting some exercise in at the same time. "I bike because it's faster than the T and, in the city, less frustrating than a car," said Mike Burns, a computer science middler at Northeastern University who commutes 15 miles to campus everyday from his home in Wakefield, Mass. "Basically, I bike because I don't have the patience to commute in any other way." Like other forms of exercise, bicycling can help with weight problems. It lowers cholesterol and the heart rate. It is a mood enhancer, as well, proving it's physical and mental benefits. "You don't have to wait for anything, you don't have to pay for anything," said Travis Farrenkopf, a music industry middler at Northeastern University, who is also a bicycle messenger. "You can go anywhere –- straight to where you want to be. You can't do that on the T." Many people don't consider a cycle commute to work because they are worried about their safety on the road. "I am constantly worried about running into cars, pedestrians, etc." said Ali Gallant, a criminal justice middler at Northeastern University. "I am especially nervous because even if I am biking safely, the actions of others can have an impact on my safety and health. Boston's Bicycle Commuters Have Their Reasons :: Journalism Journalistic Papers Boston's Bicycle Commuters Have Their Reasons Professor Jim Ross begins his morning routine just like most people. After slamming the alarm clock a few times, he throws on sweats, eats a wholesome breakfast, and brushes his teeth. As a bicycle commuter in Boston, he is almost ready to go. Ross straps on a helmet, puts his work suit in his backpack, and begins his short commute. Fifteen minutes after he leaves his Brookline home, the Northeastern University journalism professor locks up his bike in front of the gym, where he showers and gets dressed before walking a few blocks to his office. The same commute would take 45 minutes on the T. Bicycle commuters are a common sight on the streets of Boston. With the environmental, health, and monetary benefits, many bicycle commuters wonder why only .4 percent of the Massachusetts workforce ride their bike to work. Riding a bike to work can be faster than taking your car or riding the T. On a bike, a person is able to bypass heavy morning traffic jams, eliminate the time it takes to find a parking spot, and arrive to work refreshed. A bike commuter is multitasking by getting from point A to point B and getting some exercise in at the same time. "I bike because it's faster than the T and, in the city, less frustrating than a car," said Mike Burns, a computer science middler at Northeastern University who commutes 15 miles to campus everyday from his home in Wakefield, Mass. "Basically, I bike because I don't have the patience to commute in any other way." Like other forms of exercise, bicycling can help with weight problems. It lowers cholesterol and the heart rate. It is a mood enhancer, as well, proving it's physical and mental benefits. "You don't have to wait for anything, you don't have to pay for anything," said Travis Farrenkopf, a music industry middler at Northeastern University, who is also a bicycle messenger. "You can go anywhere –- straight to where you want to be. You can't do that on the T." Many people don't consider a cycle commute to work because they are worried about their safety on the road. "I am constantly worried about running into cars, pedestrians, etc." said Ali Gallant, a criminal justice middler at Northeastern University. "I am especially nervous because even if I am biking safely, the actions of others can have an impact on my safety and health.

Impact of Fiscal Policy on the Pharmaceuticals Industry Essay --

Fiscal policy, Gross Domestic Product, Economics and Classical view of Economics and their overall impact on the likes of a company like Wyeth, a Pharmaceutical Company, and building upon such a correlation is what this article is all about. Fiscal Policy is the other half of the two-legged approach of the government to maintain stability within an economy while trying to maintain the sanctity of things and trying to achieve the targets outlined. The other part is the monetary policy. Fiscal policy is all about the earnings and expenditures of the government. The sources of revenue are the various forms of taxes whereas the expenses are the ones regarding the public utilities, defense etc. Gross Domestic Product is the total worth of all the goods and services produced within any given economy and the idea is to produce as much as possible. It beneficially impacted by the positive net exports and that has a good effect on the Exchequer of the country. GDP is in so many ways a true measure of the overall living standard of the economy. Mind you the GDP does not include the remittanc...

HIV/AIDS in Prisons and Jails :: STD, HIV, AIDS

In addressing the prevention of the spread of the HIV virus in prisons, we have seen a rush to develop and implement prevention measures. Much attention has centered on such controversial issues as compulsory or voluntary blood testing, isolation versus integration of HIV infected inmates into the prison mainstreams, provision of condoms and disposable needles, and effective educational measures for specific groups within the prison.   Ã‚  Ã‚  Ã‚  Ã‚  Unfortunately, this rush to develop and implement preventive measures has resulted in a degree of polarization which has hindered progress towards implementation of effective prevention measures. Prisons and jails offer uniquely important opportunities for improving disease control in the community by providing health care to disease prevention program to a large and concentrated population of individuals at high risk for disease. Inmates often have little interaction with the health care system before and after being incarcerated. (U.S. News & World Report) The bureau of Justice Statistics (BJS) reported that in 1999, HIV/AIDS in prisons and jails was a growing problem in American correctional facilities. The AIDS rate in US prisons was five times the rate of general population. (Society. 2003)   Ã‚  Ã‚  Ã‚  Ã‚  For a variety of reasons, many inmates do not seek diagnosis or treatment for illness before arriving to prison or jail. Because inmates are literally a â€Å"captive† audience, it is vastly more efficient and effective to screen and treat them while incarcerated than to conduct extensive outreach in local communities. (AIDS Weekly. 1998) Uninfected prisoners have sued the authorities for failing to test and segregate. In a recently reported case, Cameron v. Metcuz 705 F. Supp 454 (N.D. Ind 1989), an uninfected plaintiff prisoner sued prison authorities for failing to segregate a known infected prisoner with a violent history who had bitten the plaintiff. In that case, the court found that the authorities’ failure to segregate a known infected prisoner with a violent history did not amount to gross negligence or reckless indifference to the prisoner who was bitten. (Mead. Vol. 15 no. 5, pp. 197-9).   Ã‚  Ã‚  Ã‚  Ã‚  There is a clear case for urgent reform of the law as it relates to prisoners right’s to ensure meaningful HIV/AIDS prevention and care strategies for both the prison and general populations.

Effects of prejudice, racism and discrimination in society

Discrimination involves treatment of an individual or a group of people based on class or category. It can be personal, legal or institutional discrimination. It involves denying an individual or a group of people an opportunity that is available to other individuals or groups. Discriminatory actions can be done in different ways but they all involve in one way or the other some form of rejection.There are different forms of discrimination which include but not limited to the following: Age discrimination, gender discrimination, castle discrimination, employment discrimination, sex orientation and gender discrimination, language discrimination, reverse discrimination, disability and religious discrimination (Camponovo, 2003). According to Dunn & McDonald (2004), age discrimination involves unfair treatment of an individual or a group based on age. It usually occurs in one of the three different forms: Adultism (discrimination against adults), discrimination against people older than 40 and also discrimination against elderly people.It mostly happens in employment where by employees prefer younger people for employment ignoring older people with their experience although laws have been put in place to help reduce the practice. Gender discrimination involves negative believes and attitude based on gender. Employment discrimination involves locking out a group of people from applying and receiving jobs because of race, disability, religion, age and sexual orientation (Michinov, Dambrun, Guimond & MÃ ©ot, 2005).Racism refers to discrimination of individuals based on social divisions that may not always be connected to race. Prejudice involves an opinion or judgment made before facts are verified. The judgment is mostly based on gender, race, ethnicity, social class, disability and also age. There are different forms of prejudice; cognitive, affective and behavioral (Guerin, 2005). These types of discriminations have led to unequal distribution of jobs and resource s in general. Because of inequality, most groups have been denied justice.Examples include legal discrimination against Black South Africans and also different post-civil war laws that exist in the southern American states which disadvantaged blacks living there in regard to property ownership, employment and other factors such as movement, where Blacks are not allowed o pass through Whites’ residential areas. This has led to increased crimes and hatred among people. It has raised tensions between countries like the Muslim countries and America (Mcdonald, 2009). For peaceful co-existence, there is need to ensure equal treatment amongst people regardless of their age, religion and other differences that may exist.