Equality & Diversity Level 2 – As3

NCFE Level 2 Certificate in Equality and Diversity Unit 3 p onslaughte or Learning in a Place that Promotes Diversity 1. In relation to your chosen work adjust / place of learning, provide examples of policies / codes of conduct that encourage and / or protect equality and diversity. My chosen employment to study place a lot of emphasis on complying with Equality and Diversity, they non only claim a comprehensive policy setting bulge out their aims and what they wish to achieve with the implementation of the insurance policy but they redeem extensive Codes of Conduct for round and partners to follow.Their policy sets out what they wish to achieve, examples being- The firm be committed to developing a culture which values and respects muckle from all section of the community and the region each(prenominal) individual can make to the work of the firm. The firm aims to view equality and diversity objectives ar incorporated and become an integral part of governance, trou ble and the duties of every employee. The Policy in like manner goes on to provide definitions for staff of different types of discrimination, explaining in very detailed terms exactly what the firm feels falls into each category, these include- Bullying & Harassment ? Dignity ? Prejudice Further, the Policy also provides how a complaint is dealt with, by whom and the timescales involved. In terms of the Codes of Conduct every employee is provided with a copy that they must read and retain. The company have implemented a system whereby the final page is signed by the employee and returned to the Equality & Diversity object lesson so that the company has a record that everyone has seen and read the document. The Code of Conduct sets out-Also read Equality & Diversity chthonic Awargonness Staff impart be tolerant of individuals needs and cultural differences, help to provide a amiable working environment,. Have empathy, support and understandings for individual needs and cultural differences, be exposed and adaptable to change, be professional when deal with clients, colleagues and third parties, respect confidentiality, respect the feelings of others and do non stereotype, make assumptions or pre-judge based on mortals appearance or culture.Further staff will not discriminate directly or indirectly against someones age, gender, knowledgeableity, religion, race, special needs or culture. Under Accessibility staff will respect, understand and meet the needs of different cultural beliefs, be adjustable and adaptable, be aware of your language (both verbal and body) when you are dealing with clients and colleagues, be aware of different meanings according to culture and to offer help with communication and translation (braille, audio or interpreter).The Codes of Conduct have hike up headings with similar statements including policy and Support to assist staff in fully understanding the entire policy and it definitions. 2. In relation to your chosen workpl ace / place of learning, describe what is expected of members of staff who have specific responsibility for equality and diversity. Include information about their job titles and describe their responsibilities. In my chosen workplace there are two members of staff are obligated for ensuring our Equality & Diversity Policy / Code of Conduct are complied with.This role is covered by a Senior collaborator and the Office Manager (terms Equality and Diversity Representatives by the firm) who ensure that the Policy / Code of Conduct is up to date and that they are up to date on the Law / Regulations including Law updates, case Law and advances in enforcing Policies. Should there be a pique of the Policy either the Partner or Office Manager are responsible for ensuring this is investigated fully and fairly on behalf of either staff members or clients whom feel a potential breach may have occurred.They are also responsible for providing all staff with on-going training either via confer ences in the office, outsourced conferences or memo based updates. 3. Describe what is slackly expected of all staff in relation to equality and diversity. All staff are expected to treat everyone appropriately regardless of their age, disability, gender reassignment, race, religion, sexual orientation or marital status. They also expect that all staff engage in developing a culture which values and respects stack from all sections of the community and the contribution that each individual can make to the workings of a firm.All staff are further expected to have a good awareness of the Code of Conduct and abide by the same throughout their role, specifically expecting all staff to be tolerant, provide a pleasant working environment, be receptive and professional, respect others feeling and confidentiality and not to stereotype or pre-judge. All staff are expected to make themselves aware of the Policy and adhere to it at all times to ensure that each and every aspect of the firm c omplies with Equality and Diversity to the highest possible standard.All staff are also expected to ensure that breaches or potential breaches are brought to the Partnerships attention quickly so that investigations can be put into place. 4. Based on the work you have done in Question 1 3, write a short summary of what you have discovered in terms of the organisations work on equality and diversity. Within my workplace the Equality and Diversity Policy / Code of Conduct is thought of as pivotal to the firm. Great pride is taken in the fact the firm have such a comprehensive regulation system and great care is taken by the Partners to ensure that at every opportunity Equality and Diversity is considered.The company have a Equality and Diversity Board , including partners, staff representatives and outside service providers, who meet at once a month and discuss any issues that may have been raised, whether these be complaints, alleged breaches or simply comments from individuals w ith regards the Policy (wording etc) or any other issues. The legal proceeding from the meetings are published and a copy placed in a centralised folder with additional copies being sent to all staff via netmail so that everyone can be kept up to date.Furthermore periodically quizzes are sent round to staff (including partners) with ten questions asking for multiple choice answers to be realised. The Equality and Diversity Representatives make this fun by awarding prizes to the winners but if somebody fails to grasp the quiz additional fact sheets and work is take overn with that person to ensure the Representatives are confident they appreciate what Equality and Diversity is and why it is held in such high regard at the office. 5. Describe how equality and diversity is monitored indoors your chosen place of work / learning.The staff with conduct of the Equality & Diversity Policy in the office (Partner and office manager) monitor equality and diversity. They are responsible fo r monitoring Recruitment and selection processes, promotion and transfer, training, terms and conditions of employment, work live balance policy, grievance and corrective procedures, resignations, redundancies and dismissals. Furthermore reviews of the policies are conducted regularly with the help of external experts who ensure that the policies incorporate the most up to date Law and Case law to ensure proper compliance. 6.Prepare a short report on how your chosen place of work / study promotes (communicates) policies and practices for equality and diversity to employees and external stakeholders (such as customers and the community). Provide specific examples. The company has many ways in which it tells external people of the equality and diversity policy. It is included in the firms website under a separate tab which explains in general terms our policy, advising those who read that we run in accordance with the policy and confirming that a full copy of the policy is available s hould they wish to read it, free of charge on request.Furthermore our peep and Facebook accounts give general information but if the policy changes or is affected by any legal changes these are specifically documented via updates. Internally quizzes are held to help staff keep updated and also regularly memos or training seminars (by internal and external agencies) are also conducted. 7. Describe the organisations punishments or sanctions for any breach in the policies / codes of practice / guidelines where equality and diversity are concerned.Individuals are expected to report all incidents of harassment, bulling or discrimination to their head of department, staff partner or manger. In return the company promise to ensure all complaints are dealt with confidentially and with sensitivity ensuring that investigations are swift and discreet. Anybody who is found to have been acting in contravention to the Code of Conduct or policies or any member of staff that allows a breach to go ahead by turning a blind eye or encouraging the same will nervus formal disciplinary action.The firm has several outcomes for an investigation via disciplinary action. If a complaint is upheld the offender will be sat down and confidentially spoken to about their conduct and told the behaviour will stop. This will be recorded but taken no further so long as there is no repeat. The second step could be mediation where the offender and victim with a natural member of staff are given the opportunity to sit and discuss the matter. If they do not want to do this face to face a letter exchange will be agreed and monitored.Again the process will be recorded and documented. If the above steps cannot be completed or the breach is too serious formal disciplinary procedures will commence in line with the companies normal disciplinary procedures. This takes the form of a disciplinary meeting whereby the offender can put forward mitigation or defence and then the disciplinary partner will dec ide the next year of action this can be verbal warning, written warning, suspension or dismissal again depending on the seriousness of the breach and / or the offenders past disciplinary record.Throughout all of the above the victim is kept informed and the victim can ask that a certain procedure be undertaken ie if they do not want a fuss they can ask that instead of disciplinary a warning is given to the person or they can refuse to undertake mediation because they are concerned it will not work or has not worked in the past. If the complaint is not upheld a meeting will be had with offender and victim individually to advise them of the reasons why and the outcome confirmed in writing to them.As in all disciplinary matters if either party is uncheerful with the outcome grievance procedures can be commenced, this being done by requesting the same within 21 days of the formal decision. 8. Describe why the mental home and maintenance of an environment that promotes and ensures equality and diversity is desirable. Describe the advantages for the organisation and provide examples. The advantage for ensuring Equality and Diversity are complied with within an organisation in the most basic sense is a better place to work.It builds a fairer environment for both staff and the public whereby they know that their views and rights, no matter their personal circumstances, will be dealt with properly and without prejudice. Ensuring prejudice does not creep in to a workplace is essential as prejudice breeds discontent and can cause severe upset to individuals or groups of people. The workplace has people from any cultural and economic backgrounds and therefore enforcing good equality and diversity practices means that a happy and favorable workplace develops. . Describe the consequences for your chosen organisation of failing to create and maintain a diverse and equal environment. You should consider aspects such as Legal economical Social Should the employer n ot create and maintain a proper Policy / Code of Conduct the consequences can be far reaching. A firm cognize to not comply with any policy could lose clients or professional contacts as they do not wish to engage with a firm that does not comply with Equality and Diversity.This could mean lost revenue and it could also mean that filling staffing positions is harder as people may be cautious of working for someone who would not support them if their rights were breached. Again legally a firm could be pursued via employment law and sued if a complaint via the tribunal was upheld whereby somebodies rights were breached or could be breached and there were no safeguards to protect them.

Critically discuss the extent to which the duty to make reasonable adjustments has eliminated discrimination and inequality of opportunity faced by disabled individuals

IntroductionThe regimen described the commerce to string valid margins as a cornerstone of the Equality move and requires employers to take substantiative strides to ensure that modify tidy sum can access and progress in employment. On the face of it, this should cod resulted in a decrease of deterioration disagreement in the UK, unfortunately has not been the study. This essay pass on critic altogethery discuss the fulfilment to which the introduction of conceivable adaptions has been successful in the UK, and whether or not the vocation to execute comely adjustments has eliminated discrimination and inequality of opportunity confront by disenable individuals. This essay will focus upon disablement and employment as its main point of reference to highlight any discrepancies between non- change and disabled people in the workplace.Background to the Equality good turn 2010Disability is defined in the Equality Act 2010 in Section 6(1) as meaning a physical or m ental impairment, which adversely affects normal day-to-day activities, with the adverse effect needing to be corporeal. Instead of a list of disabilities that are capable of this definition, the Act has abandoned a broad definition, which the disability would have to adhere to if a Claimant is to be successful in their claim. Whether or not a soulfulness is disabled is practically the inaugural hurdle for an Applicant and can be the most contentious in employment litigation. discrimination is defined in the Act as when, A person (A) discriminates against an separate (B) if, because of a protected feature article, A serves B less favourably than A treats or would treat others. Prior to 2010, the Disability Discrimination Act 1995 was the confidential information statute in this athletic field, ensuring employers were under a duty to grow sightly adjustments for their disabled employees. The House of Lords in Archibald v Fife Council stated that, The DDA does not regard th e differences between disabled people and others as irrelevant. It does not expect each to be treated in the same way. The duty to draw and quarter adjustments whitethorn require the employer to treat a disabled person more favourably to remove the disadvantage, which is attributable to the disability. This necessarily entails a mensurate of positive discrimination. This baptismal font was the first substantial case to be litigated on the basis of making reasonable adjustments. The employee had been dismissed on the basis that they could no spaciouser fulfil their cable duties following an operation. This was a discrimination claim and the House of Lords held that there had been a failure by the employer to make reasonable adjustments.Current practice of lawAs the law authoritatively stands, the duty to make reasonable adjustments is instal in Section 20 of the Equality Act 2010, which states that this duty is comprised of three requirements found at section 20(3), (4) and ( 5). Firstly, where an employers provision, criterion or practice of As puts a disabled person at a substantial disadvantage in relation to a relevant count in comparison with persons who are not disabled, thence the duty arises. Secondly, it also arises if the disabled person has a physical feature which puts him at a substantial disadvantage and thirdly, without an auxiliary aid, the disabled person would suffer from an inequality of opportunity. Over tout ensemble, the duty arises when, without much(prenominal) adjustments, the disabled person would be put in a ill disadvantaged position when compared to their non-disabled colleagues. The law imposes upon employees a duty to take reasonable steps to ensuring that the adjustments made would avoid this disadvantage. It is interesting to note that the duty on employers to make reasonable adjustments to disabled individuals extends to contract workers and other temporary members of staff such as trainees. This should take into ac count adequate protection from disability discrimination as it extends to all staff but this does not necessarily suffice. Section 20(7) of the Act states that employers are not permitted to charge disabled employees for the costs in making any reasonable adjustments. This is arguably a very beta section of the Equality Act as it ensures that disabled individuals are not penalised and bearing the costs themselves for any adjustments to make. It is beautiful to say that without such protection, the opportunity for discrimination in this way would have been rife in the workplace. at that placefore, the duty on employers to make reasonable adjustments is a positive step forward to eliminating disability discrimination in employment. The requirement for equal opportunities for all employees extends to the recruitment policies of an organisation as well. This will include ensuring that the job ad and description is adequately detailed about what is indispensable of the job, yet at the same time making no discriminatory claims. If appliers have to complete an covering form then it should be available in different forms to accommodate all disabled people, such as an option in braille. When individuals are invited for interview, all reasonable adjustments should be made to welcome them and assist them on the day, such as having the interview on the ground floor if the applicant is a wheelchair user. The recruitment committee should, ideally, have an equality and diversity officer within the human resources team to ensure compliance with their jural duty of no discrimination against disabled people. When selection runs form part of the recruitment process, applicants with dyslexia or other conditions, should be given longer to read and answer the questions to ensure a carnival process. If an applicant is offered the job, then backchats should take place as to what steps and measures should be given to enable the individual to work in a comfortable environme nt. On the other hand, if an individual is not fit for the position, then reasons why they were deemed not suitable should be recorded. There should be no conclusion of discrimination in these reasons as this could potentially form the basis for a discrimination claim.Reasonable AdjustmentsThe importance of making reasonable adjustments was emphasised by a previous Parliamentary Under-Secretary of solid ground for Education and Employment, who advised that local authorities, will be able to do virtually anything to encourage and enable disabled people to work for them, as long as they appoint the person who is most suitable for the job after they have made reasonable adjustment there is no maximum for such adjustments. If a local authority is prepared to invest vast sums of money in making provision so that a disabled person is suitable for a job, that is up to the authority, and it has that privilege. The judgeship in Wynn v Multipulse Electronics Ltd also considered this, whe re the job applicant was not interviewed on health and safety grounds because of his disability. The judiciary found that the applicant had the requisite skills and experience for the job, but had been initially rejected as the small company decided that they did not have the resources/finance to make the necessary reasonable adjustments. The Tribunal rejected this reasoning and decided that the company had not made a sensible consideration for the reasonable adjustments, including the fact that the political sympathies provided support for work initiatives and, on this basis, they were successfully sued for disability discrimination. The duty to provide reasonable adjustments to disabled workers has provided the individuals with the statutory vehicle to pursue litigation to alleviating disability discrimination. It is an important outcome from the legislation. Reasonable adjustments can be temporary and can include improvements to the workplace to enable disabled employees to ac cess their workspace and to be able to do their job correctly. This is often seen by the providing of ramps to work premises to assist wheelchair users. There is also the option of delegating certain parts of the job to temporary staff. By allowing disabled people the option of flexible working hours and by granting them leave of absence for medical appointments etc, employers would be satisfying their legal duty of reasonable adjustments. This ties nicely with the opportunity of job-share. Before starting their role, employers should ensure that disabled people have had the requisite training for their role and correctly understand what is required of them. Employees should have the right equipment in order to complete their duties and this can include specially formatted computers for those with hearing and speaking difficulties. The statute has ensured that employers should take into consideration and take action into the above, and this on the face of it should be sufficient to combat discrimination to provide all employees with equal opportunities at work. Section 21 of the Equality Act 2010 states that it is against the law for an employer to fail to keep up with this duty and they can face a discrimination claim if a breach has occurred. Notwithstanding this, Part 3 of Schedule 8 of the Act allows employers the defence that if they lacked friendship of the disability then they cannot be sued for any lack of action on their part. This is arguably a fair section in the Act as the legal duty on employees has to be reasonable and employers cannot be expected to act if they were unaware of the disability. This is especially so when there is no legal duty on employees to report their disability to their employers. Although, if at interview the persons disability is obvious at first sight, for example a wheelchair user, then the defence will not be permitted. Similarly, employers are permitted to ask such questions at interview and/or with an application fo rm as to whether reasonable adjustments would be necessary for interview etc. It is argued that organisations that subscribe through these methods are adequately protecting themselves against potential disability discrimination claims. This may be more difficult for current employees whose conditions develop during their employment. The most common example is when an employee is suffering from depression and does not exhibit any outward symptoms. The question for the Tribunal is whether or not the employer ought sanely to have known about the disability. These questions are arguably fair restrictions on the duty to make reasonable adjustments that should not retain a clear case of disability discrimination.Approach by the Employment TribunalIf successful, Claimants can be swaged substantial fines by the Employment Tribunal, which should, in principle, lead to adequate deterrence to prevent further discrimination by organisations. Despite this, it is not necessarily the case as nu merous claims have occurred every year since the introduction of the Equality Act 2010, thereby highlighting the large numbers of discrimination occurring in the workplace. Although, this figure is not truly representative as a number of employees do not take their case to the Tribunal, and it is worrying that the current figure may hide more discrimination in the UK. The lack of cases being taken to the Tribunal may be accounted for the rise in costs to take such action that is largely preventing claimants from pursing their claims. Those in the legal profession have voiced their concerns over the Governments cuts in legal aid to this area and rising costs. Whilst the statue has in place the duty to make reasonable adjustments, if people cannot take their cases to Tribunal, this will gravely reduce the deterrence and enforcement impact of the duty. The question of whether or not the adjustments made were reasonable is assessed objectively by the Employment Tribunal The question of whether any reasonable adjustments were required depends on an objective assessment of what could be done to ameliorate the disadvantage in fact created. The objective nature of the test was reinforced by the case of Tarbuck v Sainsbury Supermarkets Ltd and this remains under the Equality Act 2010. When deciding whether or not the employer has taken reasonable measures, the Tribunal will consider factors, such as effectiveness and questioning whether it was a practical move. For example, by providing a blind employee with a computer formatted with braille, is both an effective and practical move to assisting the employee. cost are a very important consideration and this will depend on a number of factors, such as the resources available to the organisation. It is common sensory faculty that a bigger company with more disposable income will be expected to have contributed more to the reasonable adjustments than a smaller company. Notwithstanding this, it is no justification for th e employer to say that they could not afford the adjustments required to enable the disabled person to work. It is their legal duty to comply and the Government have providing numerous ship canal of funding these adjustments. Therefore the legal duty should be complied with and it should have initiated a sharp decrease in the instances of disability discrimination. In Tribunals today, the most popular test is that of The Secretary of State for Work and Pensions v Wilson, where the rust held that firstly employers have to ask themselves whether the adjustment would overcome the disadvantage the disabled person is currently facing. If this is answered affirmatively, then the Tribunal considers whether or not it was practicable to take these steps. By assessing practicality, the Tribunal will consider the companys resources and finances to ensure a fair decision is reached. Therefore a smaller company cannot have the defence of saying that they cannot afford to employ a disabled person . On this basis, the legal duty should be alleviating disability discrimination as it applies to all businesses.Academic CommentaryAcademics such as Anna Lawson point to the fact that disability is the only protected characteristic whereby an employer is under a reasonable adjustment duty. The UK is not unique in this respect, as the same situation is found in the EU and international law. There have been calls for a more expansive approach which would extend such duties to religion or to other characteristics more generally. There was, however, surprisingly little discussion of such a possibility in the lead up to the Equality Act. Such a discussion might have been helpful in identifying whether disadvantages often associated with other protected characteristics require the flexibility of response of a reasonable adjustment duty or can be more effectively tackled through specific schemes (such as those applying to flexible working and parental leave). From this academic perspective , it is fair to say that the legal duty on employers is a positive development in removing discrimination from disabled people. In this article, Lawson is such a supporter of the concept that she campaigns for its existence in other protected characteristics such as religion. This is because failing to comply with the duty to make reasonable adjustments is a form of discrimination in Employment law and the same cannot be said for other protected characteristics. On this viewpoint, it is strongly suggested that disabled people face higher protection than others in this regard. One of the many positives of the legal duty is that it, If an employer has failed to make a reasonable adjustment which would have prevented or minimised the unfavourable treatment, it will be very difficult for them to show that the treatment was objectively justified. However, one of the major problems with discrimination affecting disabled people is that, even if an employer complies with his duty to make re asonable adjustments, they can still treat the disabled employee unfairly on the basis of their disability. For example, an employer may change an employees working hours to ensure they attend medical appointments, but that does not prevent them from dismissing the employee on the ground of absence from work. From an objective perspective, the legal duty on employees to make reasonable adjustments for disabled workers has resulted in an increase in the number of disabled people in employment. This can be viewed as a positive step forward in support of disabled people in the workplace. Yet this has occurred with at the same time as an increase in the number of disability discrimination claims. Given the high number of claims, it is at least arguable that reform of the law is required to provide stronger deterrence against disability discrimination.Case LawThe case law in this area is interesting and provides valuable assistance in examining whether or not adjustments have eliminated discrimination and inequality of opportunity faced by disabled individuals. The case of Wilson v DWP provides a useful insight into the attitudes of the Tribunal and the way that disability discrimination law has developed, as the Tribunal was seen to be making a substantial award as a mark of deterrence. The case of OHanlon v Commissioner for HM Customs said that, It will be a very rare case indeed where the adjustment said to be applicable here, that is merely giving higher dispirited pay than would be payable to a non-disabled person who in general does not suffer the same disability related absences, would be considered necessary as a reasonable adjustmentalthough we do not rule out the possibility that it could be in exceptional circumstances. Therefore, in exceptional circumstances this could form part of the employers legal duty to make reasonable adjustments for disabled people to alleviate any disadvantages or inequality of opportunity. The Tribunal in Nottinghamshire Coun ty Council v Miekle echoed this, where the employee was awarded full sick pay for her leave of absence from work. But, this was namely because the failure to make reasonable adjustments was the reason for the employees absence, there was a causal connection that assisted her claim. Therefore, this should provide sufficient protection for disabled people from discrimination in the work place. Although, successful cases against employers have been found in cases, such as Burke v Clinton Cards. In this case, a female employee was diagnosed with cancer and despite her employer being aware of her condition, she received an increased workload and the work was not suitable for her. The Tribunal found that her employer had not complied with their legal duty to provide reasonable adjustments, such as a lighter workload or job duties more suitable to her condition. two of these measures could have been easily implemented and it only highlights the lack of action by the employer. Therefore, t he Tribunal awarded the employee ?10,000 in compensation for her discriminatory treatment. This shows that the Tribunals are willing to find actions of disability discrimination and are doing their part to significantly reduce disability discrimination at work. In the case of Chief Constable of due south Yorkshire police v Jelic, the Employment Appeals Tribunal upheld the ruling by the trial Tribunal that the employer had failed to make reasonable adjustments for the disabled employee. The EAT ruled that it would have been a reasonable measure to have allocate the employees duties to another police officer in order to assist them. Job sharing and allocating of responsibilities is an important delegation decision for the employer and the Tribunal views it as a reasonable action to take in the circumstances views it. The relatively simple nature of such an action is arguably strong evidence of the continual presence of discrimination against disabled people by employers. The fact tha t it is against the law to do so does not appear to be an adequate preventive against discriminatory behaviour. In the media, there have been a couple of high profile cases involving disabled people and the lack of reasonable adjustments. One of the most moot cases, which showed an apparent discrimination case that shocked the nation, was the female employee at Abercrombie & Fitch. The woman had had her arm amputated and as a result, the employer said it was not a sight that customers should have to see whilst they were shopping. Instead, of making reasonable adjustments to accommodate this, the female employee was sent to the stockroom. The Tribunal and most reading the case were appalled with the behaviour and attitude of the employer. This was reflected in the award the Tribunal provided to the employee. The high profile nature of such claims should act as sufficient deterrence but this case shows that it has been successful at this. Therefore, more is required in order to redu ce discriminatory actions against disabled work to allow everyone to be treated equally at work.ConclusionThe statute provides that the employer has an important duty to take reasonable practicable steps to ensure that their employees are protected from any risk of harm. This is extended when the situation concerns disabled people as employers must(prenominal) go one step further to make sure that the work and their work premises do not prohibit their ability to do their job. On the face of it, it is clear that the duty to make reasonable adjustments has, to some extent, eliminated discrimination and inequality of opportunity faced by disabled individuals. The same problem applies crossways the law of discrimination as protection is only granted to the individual if their condition meets the definition of disability. It is arguably a complex definition that should be given wider scope to ensure adequate protection for all disabled people in the UK against discrimination. The high number of hurdles a claimant has to jump over to be successful in this litigation is a worrying concern for some academics, as they propose that even more has to be done in this area to alleviate disability discrimination in the workplace. As one academic, who campaigns for a reform in the law, says The requirement of knowledge reinforces the reactive nature of the reasonable adjustment duty and likewise places no obligation on employers to consider adjustments until they are confronted either by an applicant, or employee whom they know, or ought to know, to be disabled and to be unresolved to a substantial disadvantage as a result of their provisions, criteria, practices or physical features.Also, the vast number of cases being heard by Employment Tribunals nationwide shows that the law is not acting as deterrence to employers. Instead, it may be advisable that reforms do occur in the law to ensure that disabled people have the same opportunities that are open to all.Bibliography Articles Employment Law Bulletin, Disability Discrimination Act 1995 (1996) 2Anna Lawson, Disability and employment in the Equality Act 2010 opportunities seized, lost and generated Industrial Law journal (2011) 359 Stephen Bunbury, The Employers Duty to make Reasonable Adjustments. When is a reasonable adjustment not reasonable? International Journal of Discrimination and the Law 2009, Vol.10, pp. 111-131Books Ian Smith & Aaron Baker, Smith & Woods Employment Law (11th ed, OUP, 2013)Cases Archibald v Fife Council 2004 IRLR 651 Burke v Clinton Cards October 2010, ET/2900622/09 Chief Constable of South Yorkshire police v Jelic 2010 UKEAT 0491/09/2904 Nottinghamshire County Council v Miekle 2004 EWCA Civ 859 OHanlon v Commission for HM Customs 2006 IRLR 840 Tarbuck v Sainsbury Supermarkets Ltd 2006 IRLR 664 The Secretary of State for Work and Pensions v Wilson UKEAT/0289/09 Wilson v DWP 2010 EAT/0289/09Wynn v Multipulse Electronics Ltd 22 October 2007, Case Number 2301416/07Government Report Equality of Human Rights Commission, Equality Act 2010 Code of PracticeLegislation Disability Discrimination Act 1995 Equality Act 2010Website Rebecca English (The Daily Mail) I was banished to the stockroom, says disabled shop girl now suing Abercrombie & Fitch for discrimination available at http//www.dailymail.co.uk/ intelligence service/article-1192674/I-banished-stockroom-says-disabled-shop-girl-suing-AbercrombieFitch-discrimination.html accessed 9 May 2014 Equality & Human Rights Commission Reasonable adjustments http//www.equalityhumanrights.com/advice-and-guidance/education-providers-schools-guidance/key-concepts/reasonable-adjustments/ accessed 13 May 2014 Gov.uk, Reasonable adjustments for disabled workers https//www.gov.uk/reasonable-adjustments-for-disabled-workers accessed 13 May 2014 HSE The law http//www.hse.gov.uk/disability/law.htm accessed 13 May 2014 Samira Shackle (NewStatesman) How legal aid cuts are harming the voiceless and most vulnerable (13 January 2014) http//www.newstatesman.com/politics/2014/01/how-legal-aid-cuts-are-harming-voiceless-and-most-vulnerable accessed 13 May 2014Xpert HR, Disability discrimination awards 2011/12 http//www.xperthr.co.uk/quick-reference/disability-discrimination-awards-201112/114296/ accessed 9 May 2014

The 7 Key Differences Between Business-to-Business

The 7 Key Differences Between concern line-to- line of work and consumer marketing by Robert W. Bly When asked if he could write an powerful direct mail package on a daedal electronic control system, a well-k presentlyn direct response retroflexwriter replied, No problem. It doesnt dismantlet what the product is. You are selling to people. And people are pretty much the same. Hes wrong. Yes, there are similarities. But there are overly differences in selling to assembly line and professional emptors vs. the general public. In fact, here are six key factors that set business-to-business marketing obscure from consumer marketing . The business buyer wants to buy. Most consumer advertising offers people products they might enjoy but dont really need. How galore(postnominal) subscription promotions, for example, sell publications that the reader truly could non live without? If we subscribe, we do so for pleasure not because the information offered is essential to our day -to-day activity. But in business-to-business marketing, the situation is different. The business buyer wants to buy. Indeed, all business enterprises must routinely buy products and services that help them stay profitable, competitive, and successful.The proof of his is the existence of the purchasing divisor, whose sole function is to obtain things. 2. The business buyer is sophisticated. byplay-to-business copy talks to a sophisticated audience. Your typical reader has a high interest in and understanding of your product (or at least of the problem it solves). Importantly, the reader usually knows more about the product and its use than you do. It would be folly, for example, to believe that a few days spent reading about mainframe computers result modernize you to the level of your target sight a systems analyst with six or seven years experience. This realization makes business-to-business writers somewhat more humble than their consumer counterparts. ) The edificatio n of the reader requires the business-to-business copywriter to do a tremendous amount of research and digging into the market, the product, and its application. The business audience does not respond well to slogans or oversimplification. 3. The business buyer will read a lot of copy. The business buyer is an information-seeker, constantly on the lookout for information and advice that can help the buyer do the antic better, increase profits, or advance his career. Our facets are turned off by colorful, advertising-type sales brochures, says the marketing manager of a conjunction selling complex systems software package products to large IBM data centers. They are hungry for information and respond better to letters and bulletins that explain, in fairly technical terms, what our product is and how it solves a particular data-center problem. foolt be afraid to write long copy in mailers, ads, and fulfillment brochures. Prospects will read your message if it is interesting, im portant, and relevant to their needs.And dont quaver to use informational pieces as response hooks for ads and mailers. The offer of a free booklet, report, or technical guide can still pull well scorn the glut of reading matter clogging the prospects in-basket. 4. A multistep buying attend to. In consumer direct response, copywriters fees are geared toward producing the package an elaborate get off that does the bulk of the selling job for a publication, insurance policy, or other mail raise product. But in business-to-business direct marketing, the concept of package or control is virtually non-existent.Why? Because the purchase of most business products is a multistep buying process. A vice president of manufacturing doesnt clip a coupon and order a $35,000 machine by mail. First he asks for a brochure. Then a sales meeting. Then a demonstration. Then a 30-day trial. Then a proposal or contract. Thus, it is not a single piece of copy that wins the contract award. Rather, i t takes a series of letters, brochures, presentations, ads, and mailers combined with the efforts of salespeople to turn a cold accept into a paying customer. 5. Multiple buying influences.You dont usually consult with a team of experts when you want to buy a fast-food hamburger, a soda, store of shampoo, or a pair of shoes, do you? In most consumer selling situations, the purchase decision is made by an individual. But a business purchase is usually a team effort, with many players involved. For this reason, a business purchase is rarely an impulse buy. Many people influence the decision from the purchasing agent and company president, to technical professionals and end-users. Each of these audiences has different concerns and criteria by which they judge you.To be successful, your copy must address the needs of all parties involved with the decision. In many cases, this requires separate mailings to many different people within an organization. 6. Business products are more c omplex. Most business products and their applications are more complex than consumer products. (For example, clients I now serve include a commercial bank, a manufacturer of elevator control systems, a data processing training firm, a database marketing company, a mailing list broker, a general contractor, and a semiconductor manufacturer. Business-to-business copy cannot be superficial. Clarity is essential. You cannot sell by fooling the prospect or concealment the identity of your product. Half the battle is explaining, quickly and simply, what your product is, what it does, and why the reader should be interested in it. In high-tech direct mail, the key is to educate the prospect, say Mark Toner, who manages the advertising program for Amano, a manufacturer of computerized time-clock systems. With a product like ours, most customers dont even know of its existence. In short, in business-to-business marketing, the rules are different. In the months to come, well explore ways t o increase response and profits in this exciting and challenging marketplace. Business buyers are looking for personalised eudaimonias by Robert W. Bly In a column titled The 7 Key Differences Between Business-To-Business And Consumer Marketing, I described the six key factors that set business-to-business marketing apart from consumer marketing. They are The business buyer wants to buy. The business buyer is sophisticated.The business buyer is an information seeker who will read a lot of copy. Business-to-business marketing involves a multistep buying process. The buying decision is frequently made by a commission and not by an individual. Business products are generally more complex than consumer products. Recently, I have formulated a seventh principle which I would like to add to the list The business buyer buys for his companys benefit and his own. There are two parts to this principle. permits take them one at a time. The Business Buyer Buys For His Companys BenefitThe bu siness buyer must acquire products and services that benefit his company. This means the product or service saves the company time or money, makes money, improves productivity, increases efficiency or solves problems. Lets say, for example, that you sell a telecommunications network and your primary advantage over the competition is that your system reduces monthly operating expenses by 50 percent. If a prospect is spending $40,000 a month for your competitors network, you can replace it and provide his company with the same level of service for only $20,000 a month.The company benefits because it saves $240,000 a year in communications costs more than $1 million in a five-year period. Yet, despite this tremendous benefit, you find that prospects are not buying. They seem interested, and you get a lot of inquiries. But few sales are closed. Why? Because in addition to buying for his companys benefit, the prospect also buys for himself. The Business Buyer Buys For His Own Benefit Th e second part of principle 7 is that, while the buyer is looking to do right by his company, he has an equal (if not greater) concern for his own well-being and selfish interests.Although the idea of saving $240,000 a year with your telecommunications system is appealing to your prospect, his thought process is as follows Right now I have an AT&T system. Your system sounds good but I dont know you or your company. If I switch and something goes wrong, I will be blamed. I may even get fired. My boss will say, You shouldnt have gambled on an on trial product from an unknown vendor why didnt you stick with good ole reliable AT&T? He will say this even though he approved my decision. So to be safe, I will stick with my current system ven though it costs my company an extra $240,000 a year. afterward all, Id rather see them spend an extra $240,000 a year than me lose my $60,000-a-year-job This play-it-safe mentality is only natural, and it affects buying decisions daily in corporat ions passim the country. Data processing professionals are fond of saying, Nobody ever got fired for buying IBM. Buying IBM ensures the prospect that no one can criticize his decision, even if brand X is the better choice from a business and technical point of view.A corporal pension fund manager, writing in Money magazine, notable that no money manager ever got fired for losing money invested in a blue-chip stock. A different example, but the principle remains the same. The Business Buyer Is For Himself Concern for making the safe, acceptable decision is a primary motivation of business buyers, but it is not the only reason why business buyers choose products, services and suppliers that are not necessarily the best business solution to their companys problem. Avoiding stress or hardship is a better-looking concern among prospects.For example, a consultant might offer a new system for increasing productivity, but it means more paperwork for the shipping department and curious ly for the head of the shipping department. If he has anything to say about it, and thinks no one will criticize him for it, the head of shipping will, in this case, work to sway the committee against engaging the consultant or using his system even though the current procedures are not efficient. The department head, already overworked, wants to avoid something he perceives as a hassle and a headache, despite its contribution to the greater good of the organization.Fear of the unknown is also a powerful motivator. A middle manager, for example, might pick out against acquiring desktop publishing and putting a terminal on every managers desk because he himself has computer phobia. Even though he recognizes the benefit such technology can bring to his department, he wants to avoid the pain of learning something he perceives to be difficult and frightening. Again, personal benefit outweighs corporate benefit in this situation. Fear of loss is another powerful motivator. An advertisin g manager in a company that has handled its advertising in-house for the past decade may esist his presidents suggestion that they retain an outside advertising agency to handle the companys rapidly expanding marketing campaign. Even if he regard the ad agency and believes they will do a good job, the ad manager may campaign against them, fearing that bringing in outside experts will fall down his own status within the company. In these and many other instances, the business buyer is for himself first and his company, second. To be successful, your copy must not only foreknow the benefits the prospect desires for his company it should also speak to the prospects personal agenda, as well.

Answers to Quiz #4

According to the IS-LM pretense, what happens in the short run to the interest rate, income, consumption, and investment under the following serving? (Assume everything else is held constant. ) a. The central bank decreases the currency supply. i. The interest rate ________increases_______________________ ii. Income ____________decreases__________________________ iii. Consumption ___________decreases______________________ iv. coronation ___________decreases________________________ b. The government decreases its level of expenditures. i. The interest rate _________decreases______________________ ii.Income ___________decreases___________________________ iii. Consumption __________decreases_______________________ iv. Investment ___________increases________________________ c. The government imposes a new lower level of taxes. i.The interest rate _________increases______________________ ii. Income ________________increases______________________ iii. Consumption ___________increases__ ____________________ iv. Investment ______________decreases_____________________ d. The government increases government spending while at the same time it increases taxes by exactly the same amount. .The interest rate __________increases_____________________ ii. Income _____________increases but by less than the shift in government spending and the change in taxes_________________________ iii. Consumption __________decreases_______________________ iv. Investment ______________decreases_____________________ 2. Use the following cultivation to answer this set of questions. An deliverance can be described by the following equations C = two hundred + 0. 75(Y T) I = cc 25r G = 100 and is constant and exogenously determined T = 100 and is constant and exogenously determinedThe demand for real notes balances = M/P = Y 100r M = capital supply = 1000 P = price level = 2 a. Write an equation for the IS curve for this economy. IS Y = cc + 0. 75(Y T) + G + I Y = 200 + 0. 75Y -0. 75(10 0) + 100 + 200 25r Y = vitamin D + 0. 75Y -75 25r .25Y = 425 25r Y = 1700 100r b. Write an equation for the LM curve for this economy. Supply of real money balances = demand for real money balances 1000/2 = Y 100r Y = 500 + 100r c. What is the equilibrium interest rate and the equilibrium level of railroad siding for this economy given the above information? 00 + 100r = 1700 100r 200r = 1200 r = 6 Y = 500 + 100 (6) Y = 1100 d. What is the equilibrium level of consumption and the equilibrium level of investment for this economy? C = 200 + 0. 75(Y T) C = 200 + 0. 75(1100 100) C = 200 + 0. 75(1000) C = 200 + 750 C = 950 I = 200 25r I = 200 25(6) I = 200 150 I = 50 e. Suppose that the money supply is increased to 1200. What is the new equilibrium level of interest rate and the new equilibrium level of output for this economy given this change? What is the new equilibrium level of consumption? The new LM curve is Y = 600 + 100r and the IS curve is Y = 1700 100r.Thus, 600 + 100r = 1700 100r 200r = 1100 r = 5. 5 Y = 600 + 100(5. 5) Y = 1150 C = 200 + 0. 75(Y T) C = 200 + 0. 75(1150 100) C = 200 + 987. 50 f. Suppose that the initial information is true (no change in the money supply). If government purchases increase to 150, what is the change in output predicted by the Keynesian Cross diagram? What is the actual change in output based upon the IS-LM model? The change in output predicted by the Keynesian Cross diagram is equal to (1/(1 MPC))(change in government spending) or (1/0. 25)(50) = 200.The actual change in output based upon the IS-LM model will be less than this. To see this you need to first write the new IS curve Y = C + I + G Y = 200 +0. 75(Y T) + I + G Y = 200 + 0. 75Y 0. 75(100) + 200 25r + 150 0. 25Y = 475 25r Y = 1900 100r Then, combine this IS curve with the LM curve to have 1900 100r = 500 + 100r 1400 = 200r r = 7 Thus, Y = 1900 100r Y = 1900 100(7) Y = 1200 The change in output is from the initial level of 1100 to the new l evel of 1200, or a change of 100 which is less than that predicted by the Keynesian Cross diagram.

One Tongue, Brotherhood and Equality

champion Tongue, Br separatehood and Equality Language plays a vital role in shaping and constructing any society, comm angiotensin converting enzyme and also demesne. Not e very country around the world has the same actors line, but incline is considered as the most use international language. That is wherefore in countries where English is not their national language, it is taught as a second language.English is so diverse and developed that, blush at bottom English speaking countries, in that respect argon sometimes more than a few hundred ways the same English is spoken different states in the United States use different vocabulary to describe the same things, they confine their experience different accents and their own phrases and idioms. This is where the unlike conflicts start taking place This having conversion within the same language within a country creates a big gap between wad from different regions.How can the residents of a country stand united in better or worse if within the same country the residents cannot even agree upon speaking iodine language in one particular dialect? Having one positive language is like a bridge way between large number from different nations, colors, ethnici sucks, and it tells that in break of alone the difference that there is among these commonwealth one thing is really mutual among them The way they speak. It creates an invisible bond between these people and binds them in the tie of br another(prenominal)hood.This is exactly what Kawame Appiah talks ab off in his try The Primacy of Practice, when he mentions cosmopolitanism. Accepting different nations from around the world and within ones own country with their variations and differences is what true cosmopolitanism is all about. English is a very diverse and lucid language which has derived numerous words from Sanskrit, Arabic, Spanish, French, German and many others. Leslie Savan in her essay Whats Black, Then White and Said All Over po ints out how Black English plays a major role in forming English.But even though Black English is so influential in forming the modern English that we speak today, it is not above criticism. Black English is mostly considered ghetto and an guileless way of regular English. This variation between languages creates gaps between communities of people within the same country which leads to one group of people public opinion inferior to the others. This division and difference can only be solved if there was an official language that everybody speaks in.This leave behind not only solve the problems that arise because of differences between various groups of people but will also create a tighter bond between everyone. And since United States is such a big country with a highschool population, it is necessary for this country to have a decl bed official language. Known as the country of opportunities and the center of melting pot United States is the home to millions of immigrants. almost of these immigrants do not speak English, but argon still leading their lives here.Not knowing English proves to be a barrier for them and they face the fuss of leading life without knowing it almost everyday. Since English is the de facto language of the United States, it is English that is mostly used as the most common way of conversation. as well as, all the official documentation, legal paper, bills and important papers are all written in English. This comes off as a great barrier for people who do not speak English or are not fluent in it. They always need an interpreter to explain things to them.This interpreter is often their neighbor, or a relative who knows English, or their school going children who know English. It not only makes things more problematic than they have to be, but also wastes time and vital drive on both sides. still though translation in Spanish and Creole are usually given with a lot of official documentations now-a-days, it does not solve the bigger problems in the picture. Not knowing English limits people from communicating freely and openly it hinders them from interacting and limits life choices for them.Since English is world popular and considered to be the international language, its value and importance is felt almost everywhere in the world and its impact can be seen in many peoples lives. For people living in the United States and other English speaking countries, its importance is felt at a higher rate than it is in other countries. Lives are really not so simple for people who do not know English in elicit of living in America. One drawback of it is that, without knowing English hardly anyone in the United States can land on a white-collar job.No job or work is considered to be lower than the other and is as respectful as the profession of a doctor or teacher, but it is common for most people to wish to have a white-collar job and be in a real office. (And todays society is set in a way which makes people f eel that way. ) To be factual, not having some kind of intellectual job limits people from improvising their lives. They feel that they could provide better for their children and themselves if they were something other than non-English speaking miners or laborers.Besides a lot of people who used to have high-collar jobs in their native countries and live in the United States but do not know English go through mental depression when they find out they need to do odd jobs to take care of their families. This is when they give up and do not even try learning English thinking it is never going to be worth it and that it is too hard. Besides they think that, since America is such a multi-cultured country with diversity in people, ethnicities and (in this case most importantly) languages, they will not have trouble leading their lives.Not knowing English might be a barrier to them sometimes, but it is also true that, this definitely does not stop their lives. Even than there are a lot of things missing from their lives The feeling of loss at knowing that they could provide a better proximo for their children if they had known English and got a better job the feeling of being a burden on someone for relying upon them to translate for them or feeling like a handicap at a social gathering where most people are speaking English and that they cannot participate, are some things that nobody wants in their lives.But in case English was declared to be the official language of the United States, these non-English speakers would be bound to learn it no matter what. As a result in the long run, all the above mentioned problems would be solved. Even if it might be hard for them in the beginning and seem like an extra botheration, eventually it will proof to be beneficiary for them. This will not only solve social problems but will fix a lot of the national problems too.Unlike a lot of countries around the world, United States authorities wants all its residents to participat e in civics and politics. Residents who participate in working for the betterment of their country, who participate in general discussion about their countrys future are assets for the country. Residents, who know what is going on in the politics who know about not well(p) their rights, but also about duties towards their country are what makes the country run smoothly and table services it flourish.But for a lot of people not knowing English s stopping them from civics participation and they think there is no real need to learn English anyway. If English was the declared official language, no matter how hard anyone finds it, they will need to learn it if they valued to live in the United States. It might seem unfair towards them since, we have shared horizons of meaning, because these are debates between people who share so many other values and so much else in the way of belief and of habit, that they are as sharp and as painful as they are. (Appiah 70).It is natural to feel o nes own way of speaking and native language is superior to any other languages. And logically speaking if any language was chosen as the official language for America, it would be English. But due to this people who speak other languages and not English will automatically feel left out and deprived. They might even feel that since they are the minority group, the American government does not really care about their emotions. But if they knew English and participated in civics they will find out that, they are benefitted more than the government.A lot of frauds, cheatings, money laundering, identity theft, property loss and crimes of other sorts take place with people who cannot relegate properly. For not knowing English, a lot of the people do not know about their rights, the benefits that they can get from their country and states or how to seek help in the time of need. Due to that, when immigrants become the victims of crimes, knowing proper English is often the case that could have helped prevent the crime.This is a vital reason why a country needs to have a declared official language which everybody will be obliged to learn. It is more beneficial towards the residents than it is for the government. Language is very changeable. It does take a lot of time to change a language which has been established as a well developed grammatical form of communication, (such as English) and also for such a long period of time. But changes do occur and these changes are within most peoples viewpoints only if they are willing to see.Looking at the different states within the United States, listening to the diverse way of people expressing their thoughts using totally different vocabulary is just a small way of showing that a language can even alter within its own territorial boundary. One word which is common to one particular state becomes foreign to another state and Origins tend to get lost in the roaring mainstream. (Savan 368). But not all changes are for the bette rment of people. Language is like an identity which binds age old traditions and speaks of a countrys history.It is a way to hold up uniqueness of ones own country. For example, Bangladesh had its war of liberation that was mainly based on its language movement. The people of Bangladesh could not tolerate when the Pakistani government tried to force Bangladeshi people to give up their national and mother language Bengali and make Urdu their declared national language. But this hurt the Bangladeshi peoples feelings they did not want to give up their freedom, because to them their countrys language was a symbol of freedom and identity, which to many people are the biggest and most valuable assets.Now-a-days, a lot of English words are lost with the pace of time but this language is the symbol of freedom, virtue and of American dream, unity and nationalism, like the language Bengali is to the Bangladeshis. To hold the uniqueness of the American history, to stick with its age old libert y and freedom, it is important to make English, which was the founding fathers language, make the official national language of the United States. United States of America has been thriving with its mixed cultures, millions of different races and ethnicities from all around the world and hundreds of different languages.But in spite of thriving economically and politically there seems to be a difference that is too obvious to go unnoticed. This difference can be less of a discrimination if there was one language everybody used. It will make people think equally of each other since there is neither bond nor free, there is neither male nor female for ye are all one in Christ Jesus . (Appiah 58) and help them realize that even if there are such drastic differences in the way of lives of most people they are really not so different from each other after all.

A Visit to Toys’ R Us

A Visit to Toys R US How Toys ar Affecting sexual practice Roles in Growing Children Ji-Young Kim 2012-05-21 Todays toy store is the Mecca for children. Although many traditional toy stores suck in died out due to the advent of electronic toys, gigantic stores like Toys R US have survived by flexibly by absorbing its new adversaries. Now, they sell a very wide arrange of toys, from Jewish-Orthodox toys like dolls and action figures to toys that followed technologys evolution, like electronic book readers and of course, ikon games.However, while toys have evolved, it became clear from my observation that the profaneers attitudes around what toys are appropriate for each sex has not changed much. Also, although many previous masculine themed toys have become gender-neutral, still many much gender-biased toys carry messages of what boys and daughters are expected to grow up. Still, I could see signs of improvement overall, and reckon that as long as there is room for impr ovement, gender bias amongst children get out piecemeal disappear.As I coursed through the aisles, I noticed that the store shared out itself into several parts boys, girls, electronic games, and gender neutral. I found it amusing that the section for the girls toys was in the very back of the store. I assumed that this would result in girls getting a taste of the boys toys, but not vice versa. It would be profitable for the toy store to jell the girls section in the front, because ignored products are often placed in the most valued spots (e. g. shelves that meets eyelevel), but I guessed that the toy store assumed that it would hear complaints from the parents if they decided to place toys that way.The front of the store, excluding the girls section, was divided into half by gender-neutral toys and toys for boys. Interestingly, the section for boys and gender-neutral sections were not marked boys but plainly the types of the toys (e. g. action figures), but the section for gi rls was cl too soon marked as girls. Firstly what I see was the gender-neutral area contained mainly storybooks, board games, Lego, sports and musical instruments. I noticed that many toys that were traditionally considered masculine, like drums and skateboards, were now in the gender-neutral area.However, some toys we consider traditionally gender-neutral like sports equipments, had no pink colored items (lacrosse sticks), while some other equipments, like tennis rackets, which were placed right next to the lacrosse sticks, came out in both(prenominal) pink and blue. I assumed that there was no market for pink lacrosse sticks, or it wasnt significant enough to fit into a toy store. carte games almost always showed ageism and reinforced sex stereotypes on their cover when depicting men or women. It is also worth noting that toys that are completely lay off of gender bias are based on themes completely unrelated to social activities (e. . rubber dinosaur models). One interesting b oard game for small children, named passage of arms of the Sexes by Imagination, was about testing the opposite sex about the interests of the players sex (e. g. The number of football players in a team). Outwardly, this seems like an thin game which allows you to get to know what the opposite sex is like, but is in fact reinforcing ideas about the norms of the opposite sex into children. The gender-neutral section also included the well-known(a) Lego series.Although I call this a gender-neutral toy, it is only so because it has a small amount of pink-colored sets containing pieces that are broadly speaking women. Despite the Lego series seemingly gender-neutral concept of structure blocks, most of the toys are themed around mostly masculine activities. Many, if not most, depict warfare, a theme based on violence, which is mostly considered masculine. Adventure themed Lego toys have no women characters involved it always depicted men who are digging up a desolate landscape and fighting mummies with, of course, pistols and swords. maybe, as shown in a video antithetical but Equal, boys depart have a better initial ability to construct Lego blocks creatively due to their superior space intelligence skills, but they will be able to further reinforce their abilities by playing with the blocks frequently, and ultimately resulting in reinforcing the idea that this ability is male-oriented. However, as recent studies show, women have just as much potential to do as well as men do on those areas. Sadly, parents who have daughters may be sottish of these facts and may be intent on getting their daughters dolls rather than block toys.Still, the fact that there are Lego toys aimed for girls can mean things have improved much(prenominal) as Lego Friends, for only a decade ago it was even hard to find women figures in Lego products. It may be that some parents are shifting their paradigms and first to get children what they wish for. The electronics corner was f illed with toys that included characters symbolizing the peak of masculinity. For instance, the famous Super Mario series from Nintendo that has lasted for more than 30 years as a bestseller series, almost always depicts Mario, the main hero of the series, rescuing Princess blab out, the traditional helpless princess from danger.Mario has mustaches and grows in size and power when he consumes mushrooms, symbolizing the masculine features of a man, while Princess Peach wears pink frilly dresses, is always helpless and carries an umbrella, not to mention wearing makeup and jewelry. I believe that the video game company is unwilling to thrash about this facet of the game, because it has sold well for more than 30 years by creating games that live up to gender stereotypes.In rare cases the main character was a heroine, the egg-producing(prenominal) is either wearing a robotic outfit that covers the entire body and has a gun in the place of her hand (Metroid, Nintendo) or dressed up i n formal dresses (The Island Princess, Nintendo). It was clear that the former was meant for boys and the latter for girls. Most video games for boys were about destroying or somehow vanquishing the opponent, reinforcing the idea of control and power, and ultimately in combative behavior.The section with toys for boys was filled with items that emphasize masculinity, especially action figures. Figures of men (especially superheroes and professional wrestlers with bulging muscles and tattoos) show boys from an early age how an ideal man should look like. These toys will very likely lead to respect of power from a very early age, and will affect their speech style and ultimately reinforce differences in gender roles. Other than action figures, other notable toys were racecars and other automobiles, especially fighter planes.These toys would most probably give boys the idea of what would be cool or what a cool job looks like. These jobs have a thing in common they are all risk-taking, and therefore toys are teaching boys to be risk-takers from an early point of their lives, as described in the video Different but Equal, although we have outlived the stone age. On the other hand, the girls toy section was the diametral opposite the whole area was an oversized dollhouse covered from start to end with pink. Merchandises included basic make-up, small frilly dresses for children and of course, dolls.All dolls were very slim and tall, and mostly had makeup on their faces, showing contrast to the tattooed and muscular action figures. These dolls will help keep future women in line by building an discover of an ideal woman within a girls head, from a very early age. One interesting feature was that while there were ovalbumin and African American dolls, there were none depicting Asians, perhaps because Asians have a longing for whiter skin, and prefer Caucasian over Asian dolls. It explicitly shows the place of Asians in American society a race that aspires to become Caucasians, both in and outwardly.That clearly affects Asian girls, or Asian mothers, as there seems to be no market for Asian dolls, and thus reinforces the traditional female sex behaviors white girls are often encouraged to follow (Lips, 203). On the day of May 19th, 2012, I got a chance to interview Berj, one of the managers of the store. He had short black hair, dark shiny eyes, and was wearing a uniform of white underdrawers and a shirt with the ToysRUS logo stitched into it. Every time before he started to speak, he cleaned his throat with a weird sound. Our short ten-minute interview began in a small managers room at the corner of the store.The interview with Berj revealed that the directions for the post of the toys came from higher up, specifically from a manual distributed from the main company. This showed that the positioning of toys were carefully planned to make the most profit possible, and was considered a major factor in profit-making. Such systematic planning sh owed that the company was much more willing to cope and follow the current set system of sexual assignment, rather than challenge it. I could not fault them much companies are profit-driven, and it is only natural and easier to follow the ules rather than challenge them. In the toy store I could see a whole generation repeating the footsteps of its former. Parents will buy for their children what they think is right and appropriate, and will enforce those regulations on them if necessary. And so, children who grow up accustomed to those restrictions and bonds will naturally repeat the former generation. Most, if not all boys will play with action figures depicting machismo men, and most girls will always prefer dolls over toys. It was like seeing a never-ending cycle in Buddhist terms, samsara. Fortunately though, I could see signs of hope.By the works of countless feminists beforehand, we can see childrens movies like Mulan, where the heroine actually takes his fathers place in war , or skateboards created for girls. Although these examples arent completely free of gender bias in that Mulan is still a slim and beautiful girl and those skateboards come in pink, I believe that girls (and boys) who grow up experiencing these new changes will become adults who wont enforce their views as strongly as their parents did, and maybe someday Americans will be able to overcome this typical bias as we can never imagine.It wont be anytime soon, but someday they will. Reference The Human Sexes (Part One) Different But Equal. The Human Sexes (Part One) Different But Equal. Web. 20 May 2012. . Hillary Lips, Gender role socialization Lessons in femininity. Pp. 197-216 in Jo Freeman (ed. ),Women A Feminist Perspective. chain reactor View, CA Mayfield, 1989.

Louis Vuitton Strategy Essay

LVMH is the worlds leading luxury products group. The strategy of LVMH is based on combining LVMH air and leather goods. moolah sales have grown 57% in the past two years. In 2001 LVMH had a strong earning ingathering in a slumping economy. This was due to the fortissimo of the Louis Vuitton brand, which is the world leader in luxury goods and benefited the younger brands from the synergies that developed within the business group. Each company could focus on their core business use and marketing while they benefited from shared financial and technical expertise. Each one is moving toward its objective and improving sales.Mr. Carcelle made strategic plans to establish the organizations overall goals. LVMHs goal is to grow faster than their competitors. The logic of acquiring several companies over a short period of time was based on the internal growth of LVMH. They had a strong support of brand image they are number one in the world with 50 brands and have a strong battlefront in all luxury sectors. They have a good geographical balance and control over distribution. The strategy was based on the constant and sustainable growth of multi brands. Carcelles thought is what happened for the Louis Vuitton brand can and will happen for his saucy smaller brands. Carcelle is in for the long run and understands the time lines. LVMH is building up design teams and continue to expand and renovate their worldwide store network. They continue to invest in advertising and promotion while making the capital expenditures require to increase production capacity and meet the strong demand for their products.Yves Carcell is charismatic and a visionary leader. He has the ability to create and articulate a realistic, credible, and pleasant vision of the future and improved upon the present situation. He is often at his desk well before dawn, but before sitting down to an early break of the day meeting in his Paris office, Carcelle, 54 invites a visitor to step on to the balcony and watch the sun rise over the Seine. Isnt it beautiful? he asks with a delighted grin (Business Week-online June 17, 2002) His twenty years working in sales and marketing for consumer goods companies made him the logicalperson to preside over LVMH fashion group. Carcelle is a fierce defender of his brands and it is said that he bawled out a French government official attending a Vuitton store opening in Bangkok when he spotted her carrying a fake Vuitton bag.That certainly shows attention to detail. Carcelle is fluent in English, Spanish, and French. His experience and charm make him as comfortable talking with shop managers and designers as he is conducting high powered business negotiations with CEOs. He oversees LVMHs most valuable portfolio of brands. He must also keep wet control over a global network of factories and stores, without snuffing out the creative spark that gives the luxury business its luster. He was responsible for bringing in new designers to spiff up Vuittons styling and expand the product line, while terminating franchise agreements so that LVMH regained exclusive control of retailing. Carcelles leadership has been effective. Last year, fueled largely by Vuitton, the fashion group accounted for nearly 30% of LVMHs $10.8 billion in sales, and more than 80% of its $1.4 billion operating profit. (Business Week-online June17, 2002)