Consecuencias migratorias violencia doméstica en EE.UU.

Consecuencias migratorias violencia domà ©stica en EE.UU. En Estados Unidos, la violencia domà ©stica es un crimen  y sus và ­ctimas podrà ­an tener derecho a diferentes protecciones, incluso de carcter migratorio. Por otro lado, los abusadores podrà ­an sufrir castigos graves. La violencia domà ©stica es un tema muy delicado. Por ello, en este artà ­culo se informa sobre quà © se considera como violencia domà ©stica en este paà ­s, cules son los tipos de ayuda que pueden solicitar las và ­ctimas y cà ³mo se hace asà ­ como los posibles alivios migratorios a los que podrà ­an tener derecho y quà © hacer si el abusador acusa a la và ­ctima de violencia domà ©stica de haber cometido un delito. Por otro lado, tambià ©n se explican los à ºltimos cambios en la polà ­tica que aplica en la frontera a los solicitantes de asilo por violencia domà ©stica y, finalmente, se enumeran las posibles consecuencias la informacià ³n a destacar que hay que tener es la siguiente civiles, penales y migratorias para los abusadores condenados por violencia domà ©stica Quà © es violencia domà ©stica en Estados Unidos La violencia domà ©stica es un delito que puede ser cometido de diversas formas, ya que puede incluir conductas como por ejemplo: causar daà ±o fà ­sicoasalto sexual. Es decir, obligar a otra persona a mantener relaciones sexuales, incluyà ©ndose tambià ©n el caso de espososmanipulacià ³n emocionalaislamiento de una persona de su entornoamenazas con causar daà ±o o de carcter econà ³mico o migratorio – llamar a la migra–, o de quitar a los nià ±osabuso infantil, lo cual incluye conductas como daà ±o fà ­sico, castigos excesivos, no dar alimentos, alojamiento o supervisià ³n, asalto sexual y abuso emocional, como por ejemplo, amenazas o manipulaciones de carià ±o. La violencia domà ©stica se da en un ambiente à ­ntimo, familiar, en el que las và ­ctimas pueden ser las mujeres, los nià ±os y tambià ©n los varones. Puede ser entre esposos, entre relaciones semejantes a las de matrimonio, como parejas de hecho, entre ex esposos o ex parejas o cuando abusador y và ­ctima tienen un hijo en comà ºn, aunque ahora ya no està ©n conviviendo.  Adems,  puede ocurrir en relaciones entre un hombre y una mujer o entre parejas del mismo sexo. Protecciones para las và ­ctimas de violencia domà ©stica Entre los derechos no migratorios que pueden solicitar las và ­ctimas de violencia domà ©stica destacan el de solicitar una orden de proteccià ³n o una orden de alejamiento frente al agresor. Es lo que se conoce en inglà ©s como una protection order o una restraining order. Se puede llenar una aplicacià ³n para una orden de proteccià ³n en una comisarà ­a de policà ­a (precinto), en una Corte, en los refugios y en las oficinas de abogados. Asimismo, en el caso de solicitar el divorcio en el caso de parejas casadas, se podrà ­a tener derecho a obtener una parte de las propiedades conjuntas. Tambià ©n se tiene derecho a obtener una pensià ³n para los hijos y podrà ­a obtenerse tambià ©n para la và ­ctima de la violencia. Los padres estn obligados a pagar una pensià ³n alimenticia a sus hijos menores de 21 aà ±os que no viven con ellos en el mismo hogar. El no pagar la pensià ³n de alimentos puede tener serias consecuencias civiles e incluso penales y migratorias. Se puede tener derecho a ser alojado en un refugio, a asistencia legal, a un intà ©rprete si hay problemas para entender o hacerse entender en inglà ©s e incluso podrà ­a tenerse derecho a ayuda econà ³mica. Todas estas protecciones cubren a las và ­ctimas de violencia domà ©stica sin importar su estatus migratorio. Protecciones migratorias para las và ­ctimas de violencia domà ©stica Dependiendo de las circunstancias de la và ­ctima, existen diferentes opciones: Peticià ³n para sà ­ mismo y para los hijos, segà ºn lo que se conoce como VAWACuando ya hay una orden de deportacià ³n puede pedirse lo que se conoce como Cancellation of removal o cancelacià ³n de la deportacià ³n.Y, para casos no comprendidos en los anteriores podrà ­a aplicar la visa U, que protege a và ­ctimas de violencia, incluidos los casos de violencia domà ©stica. En este punto de protecciones migratorias hay que destacar tres caracterà ­sticas. En primer lugar, estas aplicaciones son confidenciales, esto quiere decir que el abusador no lo va a saber. En segundo lugar, es muy importante contar con asistencia de un abogado migratorio con experiencia en estos casos. Estamos hablando de temas muy delicados y es importante asegurarse de que todos los pasos estn bien dados. Hay que evitar dar un mal paso y que la và ­ctima de violencia domà ©stica pueda acabar deportada, para ello lo mejor es asesorarse antes con un abogado con conocimientos y experiencia sobre este tipo casos. Y finalmente en tercer lugar, para los casos en los que no aplican las tres protecciones mencionadas es recomendable informarse sobre si pudieran aplicar las protecciones de la visa T, para và ­ctimas de trfico humano o las del Programa de Inmigrantes Juveniles Especiales.  ¿Dà ³nde buscar ayuda en los casos de violencia domà ©stica? Las và ­ctimas, sin importar su estatus legal, pueden marcar al 911 y pedir ayuda a la policà ­a. Tambià ©n pueden buscar ayuda en: Là ­nea abierta nacional contra la violencia domà ©stica: 1-800-799-7233Là ­nea abierta de la red nacional contra el asalto sexual, violacià ³n, abuso e incesto (RAINN, por sus siglas en inglà ©s): 1-800-656-4673Centro nacional de nià ±os desaparecidos y explotados: 1-800-843-5678Centro nacional para và ­ctimas de crà ­menes: 1-800-394-2255  ¿Quà © sucede cuando và ­ctima es acusada de delito por abusador? Esta circunstancia, lamentablemente, no es rara y se produce con relativa frecuencia. La và ­ctima debe de tener claro que en los Estados Unidos nadie est obligado a declarar en su contra y que en el caso de acusaciones penales se tiene derecho a defensa de letrado. Si la và ­ctima tiene o pudiera tener problemas migratorios, lo aconsejable es asesorarse siempre por un abogado penal y tambià ©n por uno migratorio. Hay que evitar tomar decisiones rpidas para salir de un problema penal porque puede acabarse teniendo un gran problema  migratorio. Peticià ³n de asilo en frontera por causa de violencia domà ©stica El gobierno del presidente Donald Trump est implementando una nueva polà ­tica que aplica en la frontera a los solicitantes de asilo por causa de tienen miedo de regresar a sus paà ­ses porque son và ­ctimas de violencia domà ©stica o porque tienen miedo de la violencia de las pandillas. Los solicitantes de asilo por estas causas tendrn rechazada su peticià ³n de forma inmediata. Adems, si han cruzado ilegalmente la frontera se les podr perseguir por esa falta, si es la primera vez o por ese delito, si es que ya han cruzado ilegalmente ms de una vez. Estas reglas aplican tambià ©n a los solicitantes del estatus de refugiado, lo cual se realiza fuera de Estados Unidos y antes de llegar a su frontera. Consecuencias de condena por violencia domà ©stica Las consecuencias para todas las personas presentes en Estados Unidos, con independencia de su estatus migratorio, pueden ser variadas, destacando: Pà ©rdida de derechos como licencia de armas o licencia de manejar.Pà ©rdida de la custodia sobre los hijos e incluso derechos de visitaEstar sujeto a à ³rdenes de alejamiento que impiden acercarse o comunicarse con la và ­ctimaObligacià ³n de acudir a cursos de rehabilitacià ³nObligacià ³n de pagar una compensacià ³n econà ³mica a la và ­ctima por daà ±os fà ­sicos, incluidas facturas mà ©dicas o de hospitalizacià ³n, e incluso daà ±os morales.Crcel Consecuencias migratorias para condenados por violencia domà ©stica Adems de las consecuencias previstas en el apartado anterior, por aplicacià ³n de la ley todos los extranjeros condenados por violencia domà ©stica podrà ­an ser deportados. Desde el 30 de septiembre de 1996, todas las personas condenadas por violencia domà ©stica, sea considerada o no delito agravado,  pueden ser deportadas.   Una vez que se cumple la condena o se tiene la sentencia, la deportacià ³n puede producirse de forma casi automtica, ya que quedan excluidas prcticamente todas las formas de alivio de la deportacià ³n. Finalmente, una vez que se sale de Estados Unidos por esta causa, se activa una prohibicià ³n para regresar. Este es un artà ­culo informativo. No es asesorà ­a legal.

Cause of homelessness

Homelessness in Australia can be defined in three categories; ‘Primary homelessness’ which is experienced by people without conventional accommodation, ‘Secondary homelessness’ is experienced by people who frequently move from one temporary shelter to another and ‘Tertiary homelessness’ which is experienced by people staying in accommodation that falls below minimum community standards. The first stimuli picture shows a person who is living though primary homelessness, living on the streets with only a few blankets to sleep with. Homeless people generally feel embarrassed, isolated and depressed; they are also cold, hungry and become lonely. They usually need medical attention, medications, blanket, clothing and in need of a friendship. In Australia there are 105, 237 people affected by homelessness and 27% of them are under 18. There are 59% of them either living in overcrowded dwelling or supported accommodation and the other 41% are living on the streets or in boarding houses specify designed for the homeless. There are many causes that lead to homelessness in Australia, some of which include; long term unemployment, shortage of affordable rental housing, poverty, mental illness and the exiting of state care or prison. Domestic violence is the largest cause of homelessness in Australia. Homelessness can also be caused by family breakdown, sexual assault, drug and alcohol addictions, gambling and social isolation. Some people especially adolescences are homeless because they were kicked out of home, have a lack of education or were abandoned by their family and friends. Homelessness usually results in being away from family, friends and the rest of the community so it is difficult to maintain school or further study which leads to them being vulnerable to long term unemployment and chronic ill-health. Homeless Australians are often excluded from participating in social, recreational, cultural and economic opportunities. All of these present factors of homelessness led to people having depression, poor nutrition, poor dental health, substance abuse, mental health issues and may even results in suicide. Children who experience homelessness are more likely to become homeless as adults and raise families who, in turn, may also become homeless. The causes and consequences of homelessness are also talked about throughout the New and Old Testament. Showing us that over time, the injustice of homelessness has not changed, we are still fighting the same battles. In the bible passage by Isaiah (58:7) in the Old Testament he writes, â€Å"Is it not to share your food with the hungry and to provide the poor wanderer with shelter when you see the naked, to clothe them and not to turn away from your own flesh and blood? † The injustice issue of homelessness is discussed in this passage; it explains that to be a true catholic means sharing and giving to the poor and not to turn away from them just because they are without homes. The second bible passage that relates to homelessness is a passage from Matthew (8:20) in the New Testament, where he writes â€Å"Jesus replied, â€Å"Foxes have dens and birds have nests, but the Son of Man has no place to lay his head. † Matthew is telling us that Jesus was comparing animals having homes to people having none and how that is unfair. Both scripture references relate to the issue of homelessness in contemporary society as people are still being sent to the streets while animals are being put in homes and people are still looking down on the homeless and not fulfilling their roles as Catholics. Also both scripture reference relate to the beatitude â€Å"Blessed are the meek, for they shall inherit the earth, which means bless the poor (homeless) as they are a part of the earth. As well as homelessness issues being discussed in the bible, we as Catholics also learn about homelessness from the catholic social teaching. Catholic Social Teaching, are the teachings of the Church on social justice issues. One of the Catholic Social Teaching is ‘Human Dignity Human Rights’ teaching. The concept of Human Dignity is the main concern of Catholics thinking about human rights. The Catholic Church believes that each person is created in the image and likeness of God and is therefore equal in dignity and equal rights. Human dignity is absolute: a person does not ever lose their dignity, example; from being in poverty. Respecting ones dignity implies that the individual has access to the basic necessities of life which enable them to live humanly, which homeless people do not, as in most cases they are living in rough conditions (e.  g. on the street with no shelter). Papal social teaching refers to the teachings of the Popes throughout history that have dealt with the social issues of human life. The Papal teaching by Pope John XXIII in 1961demonstated Catholic’s views on human dignity and human rights, this is stated when he wrote, â€Å"The amount a worker receives must be sufficient, in proportion to available funds, to allow him and his family a standard of living consistent with human dignity. † This can be evident though the reaching out to those in need e. g. The homeless and giving employees a sufficient pay to be able to live a for filled life. Another of the Catholic Social Teaching is ‘The Common good’ teaching, it tells us that the rights and needs of others, individuals and the community must be balanced with the common good and always respected. The Papal teaching written by Pope John Paul II In 1990 discusses the Common good, when it states, â€Å"this love of preference for the poor, and the decisions which it inspires in us, cannot but embrace the immense multitudes of the hungry, the homeless†. This could be demonstrated by caring for the homeless and by showing the homeless that we can help them and that we respect them. One catholic organisation working to solve the issue of homelessness in Australia is St. Vincent De Paul. One catholic organisation working with injustices such as homelessness, in Australia is St. Vincent de Paul and its ‘Matthew Talbot Homeless Services’. Its aims include, being strongly committed to a range of issues that put men, women and families at risk of homelessness. Its activities include; having13 services for single homeless men including the Matthew Talbot hostel and outreach services in the inner city. The hostel caters for 100 men each night, has 80 outreach beds and help for those with mental health issues. The service also has special initiatives for women and children and up to 20 families who are escaping domestic violence and / or homelessness. The service is committed to helping those who are homeless, addressing issues of alcohol and other drug usage and to breaking the cycle of homelessness and domestic violence. The Matthew Talbot Homeless Service achieves their goals for helping the homeless though their activities and projects. Homelessness is a major social injustice in contemporary Australian society, The Scripture references, Social Catholic Teachings and Papal teachings also show that homelessness has been an issue for Catholics thought history and though the help of Catholic organisations the issue of homelessness is being fought and will hopefully one day is won. ESSAY TWO A well know catholic figure that is actively engaged in social justice issues in Australia is Father Chris Riley. Social justice refers to the formation of a just society, where justice refers to more than just the administration of laws, it is the idea of a society in which all individuals and groups are treated fairly and equally. Issues with social justice refer to when individuals or groups are not being treating with the same basic human rights as someone else, e. g. people who are homeless or in poverty. Father Chris Riley is a priest who has devoted his life to working with social injustice issues such as homelessness. Father Chris Riley (Riley) grew up in Victoria and at the age of 14 decided that he wanted to work with homeless young people. He was influenced by the 1938 movie Boys Town, which was loosely based on the work of Father Edward Flanagan. Straight from school Riley joined the Salesian religious order to become a Catholic priest and after graduating as a teacher and taking his vows, he worked for two years with the Boy’s Town charity in Sydney. While working at a school in Sydney later on in life, he saw one of the students crying in the freezing rain, this led him to working with that student and many other homeless people. This resulted in Father Chris Riley setting up the Youth of the Streets to help the chronically homeless, a highly successful organisation that has become known worldwide. Father Chris Riley is the founder and CEO of the organization dedicated to helping young Australians in trouble for the past 35 years. As CEO of Youth Off The Streets, Father Riley oversees the operation of over 35 programs that employ over 180 staff and involve more than 250 volunteers. He has also implemented innovative behaviour strategies to help young people deal with a history of trauma, abuse and neglect. Youth Off the Streets first started with a single food van run by Riley, delivering meals to young homeless people on the street of Kings Cross, now the organisation is running four high school crisis accommodation, rehabilitation facilities, counselling and parenting programs in New South Wales. His work as a priest and a principle at Boys Town High in Sydney led him to pursue the work he is achieving now and without that experience Father Chris Riley would not be working with youth who are faced with social justice issues. Riley now spends hours on the road driving to different charities and organizations and working with the social injustice of homelessness on a day to day basis. Getting released from Boy’s Town school to work on the streets with homeless youth with one van, it’s believe that there is no such thing as a child born bad, it is only bad circumstances, bad environments such as violent household or broken families that consequently led to bad choices made by the child, that has made him so successful. Social injustice is when individuals or groups are not being treating with the same basic human rights as someone else. An Australian Catholic figure, Father Chris Riley works with social justice issues such as homelessness, though his organisation Youth Off The Streets. His religious identity and life experiences led him to work in this area. His passion and strong believe in what’s right has meant that he has successfully helped thousands of people rehabilitate and go on to lead a happy and fulfilling life.

History II Take Home Exam Assignment Example | Topics and Well Written Essays - 1000 words

History II Take Home Exam - Assignment Example s benefited immensely from the Revolution as Lenin’s socialist government took over all but the nominal businesses and redistributed land amongst peasant farmers. The Lenin-led government also significantly improved food distribution patterns, allowing the proletariat to gain access to sufficient food quantities. In the 1910s, prior to the Russian Revolution, Russians resented Nicholas II’s corrupt, autocratic government that did not appreciate the needs of ordinary Russians. Ordinary Russians faced issues such as overcrowding in urban areas since they did not own land, food insufficiency, long and deplorable working hours and poor economic situations because of inadequate wages. No group was significantly better than others since even the nobles had to seek new ways to subsist within the changing economic and political environment (McNeill 220). It became difficult to define boundaries between social groups because of the increased migration of peasants, gentry professionals and worker intellectuals to urban centers. Security is more valuable than freedom because without security, freedom cannot exist. Security provides a favorable en vironment in which people’s wellbeing is safeguarded. To the Russians, personal freedom was critical, especially with regard to freedom to own land, freedom from oppressive governance and freedom to humane living conditions. Years after the bombing of Hiroshima and Nagasaki, the argument still rages on whether or not the US had sufficient reasons to bomb Japan. In the raging debate, I would vote that the US had no justification to bombing Hiroshima and Nagasaki. This is because Japan was ready to quit the war, especially since conventional bombings had destroyed in excess of 60 of its cities. Japan was losing on both sides of the war since the Soviets attacked Japanese troops in Manchuria (McNeill 307). Secondly, America’s refusal to alter its unconditional surrender ultimatum to allow Japan to maintain its emperor

Our position in Education is Cut Away Essay Example | Topics and Well Written Essays - 1500 words

Our position in Education is Cut Away - Essay Example 2.5 trillion budget eliminating dozens of politically sensitive domestic programs, including funding for education, to help meet his goal of shaving the budget deficit in half by 2009 (Allen & Baker, 2005). â€Å"The budget calls for 48 education program cuts totaling $4.3 billion, including $2.2 billion for high school programs, mostly state grants for vocational education. The budget would cut $440 million in Safe and Drug-Free School grants, $500 million in education technology state grants and $225 million for the Even Start literacy program according to the documents† (Allen & Baker, 2005). House Budget Committee Democrats said their analysis shows that the deficit will hit $495 billion in 2004, and will never go below $300 billion in the 2004-2013 period, reaching a total over the decade of $3.7 trillion. Rising federal deficits have triggered the need for the elimination of some monies for education (Federal Deficit, 2003). Vice President Dick Cheney defended the cuts a s measured. "I think youll find, once people sit down and have a chance to look at the budget, that it is a fair, reasonable, responsible, serious piece of effort,† he told Fox News Sunday. â€Å"The Administrations claim that it will cut the deficit in half by 2009 lacks credibility,† said a report released last week by House Budget Committee Democrats. â€Å"When the omitted items are included, along with the impact of making Bushs first-term tax cuts permanent, the report estimated that the government would rack up $6.1 trillion in deficit spending over the next decade† (Allen & Baker, 2005). Therefore, these numerous cuts in education spending in such key areas as vocational education, after school programs, family literacy programs and college support are being made ostensibly to reduce the federal deficit but are, in reality, having little effect on the deficit and a huge detrimental effect on the country’s population. In presenting his fiscal 2006 budget request to Congress,

The Effects of Population Increase on the Environment Essay -- overpop

The Effects of Population Increase on the Environment As inevitable as death and taxes, the population of the world will continue to grow until the government intervenes. The gross increase in population will generally lead to adverse effects on the environment. In the anthology, A Forest of Voices, an entry titled ?Is It Too Late by Anthony Weston deals with the history of legislation for the protection of the environment and stories of it?s destruction that are all too real. Seemingly, as the population increases, so should the level of intelligence for a sample population which would necessarily lead to a certain form of protection to the environment.   Ã‚  Ã‚  Ã‚  Ã‚  It would seem quite apparent that an increase in population has a causal relationship with the status of the environment. Some factors that may lead to this are underlying, though. When this notion comes to mind, the immediate reaction may be that a population increase would deem more space to be required for the new population. This includes any area that is necessary for human survival, such as farmland area, water consumption, area to reside, and the production of all products necessary for an individual to function in society. There are statistics to prove this theory. All of the statistics given are a 20 year projection from 1990 to 2010 (Bryant). The projection shows that the population will increase just fewer than 2 billion in this period (Bryant). This would be about a 33% increase in population (Bryant). The study shows that in these 20 years, the amount of fish caught will increase 20%; the area of cropland will increase 5%; and the area of forests will decrease by 7% (Bryant). Granted these figures do not look too dangerous, but we are already three-quarters of the way through the projection. From these statistics, the future is starting to seem bleak.   Ã‚  Ã‚  Ã‚  Ã‚  From these figures, it can be derived that the resources on Earth will eventually be depleted by the hand of man. As grim as the future may seem, there might be some hope just over the horizon. When an increase in population occurs, it must be taken into account that as the years pass the knowledge of the human race will increase. It could be assumed that as our intelligence increases, our means of survival will become more systematic with relation to the earth. Take for example the notion of ecology. It was not until the huma... ...ng that; the human race is arrogant, a lack of intelligence is logically equivalent to a certain level of arrogance, and as intelligence increases, arrogance decreases. All of theses given truths have been induced through the writer?s interpretation of the world. I see humans as arrogant by nature. I notice people of higher intellect may have an ego, but do not necessarily have a high level of arrogance. I also notice, on the other end of the spectrum, that the less intelligent a person is, the more likely that person is to be arrogant. Looking back on the last century, or so, there has been underlying instances of a world-wide call for awareness of the environment but nothing great has come to fruition. I guess that is what happens when you have a Texan as the President of the ?best? nation on Earth. Works Cited: Bryant, Peter J. Biodiversity and Conservation. 2002. School of Biological Sciences, University of California, Irvine. < http://darwin.bio.uci.edu/~sust ain/bio65/lec16/b65lec16.htm>. Weston, Anthony. ?Is It Too Late A Forest of Voices: Conversations in Ecology. Anderson, Chris. 2nd Edition. Mountain View: Mayfield Publishing Company, 2000. 134 ? 136.

Managment Diversity

?WORKPLACE DIVERSITY Introduction In modern times, diversity management has been brought to the forefront of organisational issues due to factors such as globalisation and the emerging cultural and individual differences that emerge as a result of this diverse world. The purpose of this paper will be to explore the topic of diversity as it relates to the workplace by discussing perspectives from union groups and HRM practitioners and to investigate the barriers to workplace diversity. Through the discussion, the advantages of diversity will be discussed with an emphasis on the implications for the HR function of the organisation. Overview Workplace diversity relates to the presence of differences among members of the workforce (D’Netto & Sohal, 1999). By creating a diverse workforce organisations are able to tap the ideas, creativity, and potential contributions inherent in a diverse workforce (Aghazadeh, 2004). Diversity in the workplace includes culture, gender, nationality, sexual orientation, physical abilities, social class, age, socio-economic status, and religion (Sadri & Tran, 2002). These individual characteristics shape an individual’s perception about their environment and how they communicate (Kramar, 1998). Organisations can approach diversity is three differing ways: affirmative action, valuing diversity and managing diversity. Affirmative action attempts to monitor and control diversity in an organisation and in doing so senior management can affect the hiring and promotion of individuals (Sadri & Tran, 2002. ) An organisation assumes new individuals or groups will adapt to the norms of the organisation, and will not resist due to fears of reverse discrimination (Sadri and Tran, 2002). Valuing diversity can allow an organisation can focus of the benefits of the differences, therefore developing an environment where all individuals are valued and accepted (Sadri & Tran, 2002). Those members who feel valued to their organisation tend to be harder working, more involved and innovative (Agahazadeh, 2004). Valuing Diversity can affect employees’ attitudes positively, however resistance can be experienced due to a fear of change and individuals discomfort with differences (Sadri & Tran, 2002. ) Finally, managing diversity is when organisations build pecific skills and create policies which obtain the best values of each employee, which will create new ways of working together (Sadri & Tran, 2002). It will provide an opportunity for organisations to manage a workforce which emphasises both organisational and individual performance, whilst still acknowledging individual needs (Kramar, 1998). Although diversity has always existed in organisations, individuals tend to repress their diversity in order to conform to the norms of the organisation and fit into the stereotype of the typical employee (Kramar, 1998). Mismanagement of diversity as a result of unfavourable treatment can inhibit employees working abilities and motivation, which can lead to a lowered job performance (Aghazadeh, 2004). If an environment works well for employees, diversity will work against the organisation, hence the lack of an enabling environment (Kramar, 1998). These fundamental components of workplace diversity can be further viewed through the varying perspectives of union groups, HRM professionals and organisations. PERSPECTIVES AND RATIONALES ON WORKPLACE DIVERSITY From a union perspective Historically the role of unions concentrated mainly on the fight for higher wages, shorter hours and better working conditions. However in recent years a shift has occurred to fighting rights for a diverse workforce (Barrile & Cameron, 2004). Management aims to maximise the contribution of all staff to work towards organisational objectives through forming guiding teams for diversity, training to improve languages and celebrating success. Unions however, implement diversity differently (Barrile & Cameron, 2004). A feminine approach to leadership has been undertaken to broaden a diverse representation. For instance, under the management of CEO Brian Schwartz, Ernst & Young Australia has doubled the number of female partners to ten per cent, made changes to a ‘blokey’ culture and introduced a women’s leadership forum, among other initiatives (Robbins, Bergmann, Coulter & Stagg, 2006). Women union leaders tie diversity in leadership to long-term union survival, articularly in light of the impact that diversity has on organising successes and increased visibility of unions to potential female members. Most of these leaders expressed a â€Å"sense of urgency† about the need to advance women and saw continuing barriers that prevented women from entering and remaining in top positions (Mellor et al. , 2003). To overcome such barriers implementations such as commitment to advancing women in the work force and supporting internal structures to activate women have been undertaken by union’s worldwide (Melcher, Eichstedt, Eriksen, Clawson, 1992). Unions have officially recognised caucuses or other groups that permit people of different colour, including women, to discuss issues of concern within their union as well as in the larger workplace and community (Mellor et al. , 2003). Unions have provided mentoring and leadership training programs. Efforts undertaken by unions to foster diversity have resulted visible changes at all levels of leadership. The remaining task is to make those changes bigger and more permanent. The fact that there is more to do does not mean there is failure; it simply means reinforcing longstanding labour movement commitments to dignity, justice and equal opportunity for all working people (Melcher, Eichstedt, Eriksen, Clawson, 1992). Building on the rationale provided by different union groups, HR practitioners also recognise the importance of promoting a diverse workplace and recognise the impact on business goals. From an HRM perspective There are many HRM perspectives that relate to diversity management in organisations. Most of these HRM perspectives lead towards the contention that a successful diversity management policy can lead to a more competitive, functional organisation. In light of the perspectives and rationales discussed in the HRM literature, there a range of implications for HR managers concerning diversity in the workplace. Management of diversity relates to equal employment opportunity, but effective diversity management goes beyond the basic requirements of an equal opportunity workplace (Barrile & Cameron, 2004). It is important for HR to determine an effective diversity management policy to be able to encourage a more iverse workplace. The most important job for senior HR managers is to consider how diversity will benefit the organisation and how to define its role in the context of the organisation (Kreitz, 2008). An organisation’s diversity policy should aim to establish an heterogeneous workforce that is able to work to its full capacity in an environment where no member, or for that matter group of members, have an advantage or disadvantage based on their individual differences (Torres & Bruxelles, 1992, as cited in D’Netto & Sohal, 1999). In exercising their role, HR managers must constantly apply the principles of diversity in order to maximise and sustain the benefits of a diverse workforce. This means HR managers need to be able to link recruitment, selection, development and retention policies to the overall diversity policy of the organisation (Yakura, 1996). Furthermore, the aforementioned should be carried out with a direct link to the overall business goals, the various shifts in the labour market as well as the more contemporary effects of globalisation (Cunningham & Green, 2007). There are three initiatives that an organisation should utilise to increase the efficiency of its diversity policy. Firstly, there is a need for HR, when recruiting, to increase the representation in the workplace of historically excluded groups (Conrad & Linnehan, 1995). Secondly, the diverse workforce needs to have the necessary empowerment to influence, or at least have input to organisational decision making (Cunningham & Green, 2007). More strategic implications for diversity management exist that recognise the emergence of Strategic Human Resource Management (SHRM). Such implications include building diversity strategies into an overall future success plan, integrating diversity practices with senior management practices and encouraging career development opportunities for all employees (Cunningham & Green, 2007). Ultimately, managing diversity should promote competitive edge in the organisation by recruiting the most appropriate people for the job regardless of their perceived differences (D’Netto & Sohal, 1999). From an organisational perspective: ANZ and Westpac ANZ Bank has responded to the common trends of the Australian workforce with programs to attract and retain a diverse environment that reflects their customer base (ANZ, 2008). An organisation is focused on creating an inclusive culture where all employees are able to contribute, as they believe that diversity and inclusion are essential for high business performance (ANZ, 2008). By managing diversity within the organisation, ANZ is provided with the best talent and a wide variety of experience to achieve success within a global workforce. Similarly, Westpac is determined to enable a diverse workforce that reflects their customers (Westpac, 2008). Westpac has created a culture that understands values and utilises the differences within people, where people can achieve success without encountering bias or being harassed because of gender, race or disability (Westpac, 2008). Both organisations have made efforts to create a diverse working environment through varying HRM practices. For example, HRM within ANZ created the â€Å"My Difference† survey which surveyed more than 13, 500 employees (ANZ, 2008). Within this survey, HR is able to develop a demographic snapshot of the workforce and gather feedback on how their employees perceive diversity and inclusion within the organisation. ANZ also founded the Diversity Council, which introduces policies and sponsors events to create a more inclusive culture (ANZ, 2008). The council attempts to increase awareness by supporting events like International Women’s’ Day and Disability Awareness Week (ANZ, 2008). HR in both organisations has implemented a range of human resource strategies. Disability awareness, plans in both companies outline strategies to increase support and inclusion for customers and staff of the organisation, which include premises being wheelchair accessible (Westpac, 2008; ANZ, 2008). Westpac is also partnered with Disability Works Australia to recruit people with disability to remain a balanced environment (Westpac, 2008). Secondly, to promote age balance, mature age employees are offered flexible working conditions to suit their changing lifestyle (ANZ, 2008). Culturally both banks have planned to help indigenous Australians improve their wellbeing and money management skills. ANZ celebrates cultural diversity by holding â€Å"Annual Cultural Week† (ANZ, 2008). Westpac reflects different cultures by employing members who are able to speak different languages to better understand the customers (Westpac, 2008). To promote flexibility, Westpac has different job designs for individuals’ circumstances, including versatile working hours, job sharing abilities, the ability to work from home, to have career breaks and paid parental leave and affordable childcare at work (Westpac, 2008). On a wider rganisational level, ANZ and Westpac both face a number of popular trends that continue to change the Australian workforce. These include the Australian population becoming increasingly more ethically diverse with 23% of the population born overseas (ANZ, 2008). The population is also ageing and is predicted that in 43 years around 25% of Australia’s population will be aged 65 year or older and the number of women in the workforce has increased from 40% in 1979 to 53% in 2004 (ANZ, 2008). Based upon the actions taken by ANZ and Westpac in this regard, organisations are recognising the benefits of a diverse workplace. The strategies by both companies to increase the representation of women in the workforce, as well as increasing the representation of diverse others, corresponds with the views of both union and non-governmental organisations as well as the perspectives provided through the HRM literature. BARRIERS TO WORKPLACE DIVERSITY Diversity within an organisation can be difficult and expensive to accomplish. Substantial barriers exist in both overcoming laws related to workplace diversity, the actual process of implementing it within an organisation and also the internal characteristics of the individual. The current legislation related to workplace diversity essentially creates an environment in which employers cannot recruit purely on the basis of a desired attribute. The main acts concerned are the Racial Discrimination Act (1975), the Sex Discrimination Act (1984), the Human Rights and Equal Opportunity Commission Act (1984), the Occupational Health and Safety (Commonwealth Employment) Act (1991), the Disability Discrimination Act (1991) and the Workplace Relations Act (1996) (Williams, 2001. These laws essentially shape a scenario for employees where if a desired attribute is sought after, the job must be made appealing to that particular group of people without impairing the opportunity for any other group to obtain the position under the requirements of the legislation. An example of this is Westpac’s initiative to entice more women into their workforce by implementing training programs relating to gender differences in communication and career progression (Westpac, 2008 . ) However, once a company like Westpac overcomes these hurdles, there are still many practical ssues that need to be addressed on an organisational level. If a diversity program is unlikely to be profitable it will not be implemented (Bilimoria, Joy, & Liang, 2008). The monetary benefits (such as new customers, better culture and strategic advantage) involved in implementing such diversity need to outweigh the costs (gaining diversity at the expense of skill) involved in pursuing it. The HR department within the organisation has a difficult task in convincing senior management that a diversity program can be beneficial to the organisation (D’Netto & Sohal, 1999). The argument often provided by senior management against workplace diversity is that it is disruptive to productivity and causes imbalance in the workplace (D’Netto & Sohal, 1999). As a result, the HR function need to be able to present the many advantages of diversity, and provide strong strategic reasoning to ensure that an effective diversity management is implemented. An organisation may also have barriers imbedded in their practices, culture and policies (Bilimoria, Joy, & Liang, 2008). Resolving these issues has benefits for both the legality of the operating of the organisation and the multiplicity of their workforce. If senior management participated in only male orientated social events, such as attending the football, it may alienate women who generally may not participate in such events. Policy can also break both legality and potential for diversity by enforcing requirements such as 10 years continual service to an organisation in order to receive promotion into senior management. This continual service factor discriminates against women who are likely to have children, as it will exclude many from the opportunity to obtain the job. However, it is the individual differences within each person that provide the biggest challenge to achieving diversity. Individual differences amongst people are a major hurdle to workplace diversity, as most people feel comfortable when working in homogeneous groups (Kreitz, 2008). The presence of diverse others places employees outside of their comfort zone and makes people resist embracing the presence of others. Furthermore, research by Kreitz (2008) shows that humans, and organisations as well, are in nature highly resistant to change, further complicating the successful implementation of diversity. Another individual, and highly problematic, barrier to diversity is the language barrier that exists to culturally diverse others. This prevents, and in some cases discourages, the full integration of cultural differences within organisations (Kreitz, 2008). Diversity is clearly beneficial to the organisation. Managing diversity should involve utilising the cultural differences in people’s skills and embracing the diverse range of ideas and skills that exist in a diverse workplace in order to ultimately give the organisation a competitive edge. Benefits to diversity clearly outweigh the costs and evident advantages to workplace diversity are supported by various union groups and HRM practitioners. In order to be successful, diversity must be implemented within a strict legal framework and overcome hurdles relating to the practices and policies of organisations, as well as internal, individual barriers. REFERENCES Aghazadeh, SM 2004, ‘Managing workforce diversity as an essential resource for improving organizational performance’, International Journal of Productivity and Performance Management, vol. 3, no. 6, pp. 1-6 ANZ 2008, viewed 10 September , 2008, http://www. anz. com Australian Bureau of Statistics 2008, viewed 10 September, 2008, http://www. abs. gov. au Barrile, S & Cameron, T 2004, Business Management: Corporate management, people and change. Macmillan Education, Melbourne, VIC. Bilimoria, D, Joy, S, & Liang, X 2008, ‘Breaking barriers and creating inclusiveness: Lessons of organizational transf ormation to advance women faculty in academic science and engineering’, Human Resource Management, vol. 47, no. 3, pp. 423-441 Cox Jr. T & Blake, S 1991, ‘Managing cultural diversity: implications for organizational competitiveness’. Academy of Management Executive , vol. 5, no. 3,pp. 45-56. Cunningham, DD & Green, D 2007, ‘Diversity as a Competitive Strategy in the Workplace’ Journal of Practical Consulting, vol. 1, no. 2, pp 51-55. D’Netto, B & Sohal, A 1999, ‘Human resources practices and workforce diversity: an empirical assessment’, International Journal of Manpower, vol. 20, no. 8, pp. 530-547. Konrad, A & Linnehan, F 1995, ‘Formalized human resource management tructures: Coordinating equal opportunity or concealing organizational practices’, Academy of Management Journal, No. 38, pp 787 – 820. Kramar, R 1998, ‘Managing diversity: beyond affirmative action in Australia’, Women in Management R eview, vol. 13, no. 4, pp. 1-11 Kreitz, PA 2008, ‘Best Practices for Managing Organisational Diversity’ The Journal of Academic Librarianship, vol. 34, no. 2, pp 101-120. Mellor, Steven, Kath, Lisa, Bulger, Carrie, 2003: Bilingualism: Relationships with Willingness to Participate in Union Activities, Hispanic Journal of Behavioral Sciences, 25 (1): 95-109 Melcher, D. Eichstedt, J. , Eriksen, S. , Clawson, D. , (1992): Women’s Participation in Local Union Leadership: The Massachusetts Experience, Industrial and Labor Relations Review, 45, 267-280 Lepadatu, D &Thompson, T, 2008, viewed 15 September, 2008, http://www. allacademic. com//meta/p_mla_apa_research_citation/0/2/2/8/6/pages22860/p22860-1. php Robbins, S, Bergman, R, Stagg, I and Coutler, M 2006, Management, 4th edn, Pearsons Education Australia, NSW. Sadri, G & Tran, H 2002, ‘Managing your diverse workforce through improved communication’, Journal of Management Development, vol. 21, no. , pp. 227-237 Westpac, 2008, viewed 10 September, 2008, http://www. westpac. com. au Westpac. (2008). Diversity and women in management. Viewed 21 September, 2008, http://www. westpac. com. au/Internet/Publish. nsf/content/WICREMCS+Diversity+and+women+in+management Williams, H. (2001). Guidelines on Workplace Diversity. Viewed September 20, 2008,http://www. apsc. gov. au/publications01/diversityguidelines. pdf   Yakura, E 1996, ‘EEO law and managing diversity’, in E Kossek & S Lobel (ed. ), Managing Diversity: Human Resource Strategies for Transforming the Workplace, pp 25 – 30

Discrimination against Muslim - Free Essay Example

Sample details Pages: 4 Words: 1114 Downloads: 10 Date added: 2019/03/29 Category Society Essay Level High school Tags: Discrimination Essay Did you like this example? Muslims are highly feared in the USA due to the tendency of associating them with terrorist acts. The media will highly publicize any terrorist act masterminded by Muslims, however, less its impact might be experienced. In any social gathering, Muslims are keenly checked with the idea that they may cause havoc at any time. Don’t waste time! Our writers will create an original "Discrimination against Muslim" essay for you Create order Muslims are not only feared, but they are also not warmly welcomed by the American community. Discrimination is the unfair treatment towards someone or a particular group of people based on religion, race, culture or sex. Muslims have been continuously discriminated due to their race and religion. However, it is not a right idea to put them to blame and discriminate a population of over 1.6 billion Muslims who approximately constitutes a quarter of the global population just because some few errands who claim to profess the Islamic faith have been engaged in perpetuating serious crimes against humanity. Although it is a misguided belief that our fellow Muslim friends are associated or connected with terrorist acts and are also religiously discriminatory, it is not a prudent idea to mistreat them based on this misguided notion. Forms of Discrimination Directed to Muslims In America, Muslims are discriminated in numerous ways. One of the kinds of discrimination experienced by the Muslims in the USA is the discrimination based on race. Most of the Muslims are immigrants from the Middle East and other parts of the world, and they are equally subjected to racial discrimination as the people of color. According to the official survey done by the Pew Research center, approximately forty-five percent believe that many Muslims are unfairly treated. Thirty-nine percent also believe that the gay and lesbian community are highly discriminated while the remaining group thinks that the Hispanic Americans and African Americans are the ones who are mistreated in the country. This statistic still shows that most of the people being maltreated in America are the Muslims and we cant run away from this reality. It is also worrying that racial discrimination is one of the current social issue being debated in the USA despite the enactment of clear laws prohibiting unfai r treatment based on race. Secondly, Muslims also face religious discrimination. The stereotype that the Islamic religion supports terrorism also fuels religious discrimination faced by Muslims, and that is why they are always harassed in public places such as in the airport and at the immigration offices. The religious discrimination forms the greatest discriminatory act facing Muslims, and this is because the most significant percentage of the American population is purely professing Christianity. Places Where Discrimination Takes Place Discrimination of Muslims in the USA has been like a communicable disease which infects everyone everywhere within the USA territory. However, there are some specific places where most Muslims find it difficult to cope up due to the extreme discrimination. One of such places is the place of work. Most of the Muslims who work with their colleagues who are non-Muslims have been subjected to mockery and humiliation on the basis that they are following the Islamic faith. They are underpaid and handled with caution due to the stereotype associated with them of being terrorists. An example of mistreatment to Muslims at work is the story of Mohammad Kaleemuddin. Mohammad was a worker from Pakistan who worked for the American as a driver of trucks during the war between Iraq and America that lasted for three years. His predicament at work was not reported just like the discriminatory USA media have not published many discrimination stories of Muslims. He stated that while he was at work, he was mocked and humiliated by his colleagues who called him several names associated with terrorists such as Osama, Taliban and Al Qaeda. When he protested against such demeaning acts, the authorities fired him, and he remained jobless. Later, he sued the company, and he was compensated $61,250 for wrongful termination of his employment (Greenhouse 2). This is one of the stories out of many unreported stories that show how the Muslims are unfairly treated at the working place Another place where discrimination is prevalent is in the USA learning institutions. Several cases have been reported of school administrators mistreating Muslim students. One of the prominent and recurrent cases is the case involving Muslim students putting on Hijab in school. Muslims are prohibited from expressing and exercising their religious faith in some schools. Several students have been humiliated due to their mode of dressing in school despite the courts being clear that every person should be allowed to express his or her religious faith freely. In 2016, a Muslim student by the name Ahmed Mohammad was arrested (Fantz Stapleton 1). The reason for the arrest was because the headmaster called the police informing them that they suspected the student to have carried a bomb to school. What the administration referred as a bomb was a homemade clock which ironically, some non-Muslim students also possessed. The boy risked going to juvenile detention due to the administrations stereotypic thinking towards the Muslims. Effects of Discriminating Muslims Discrimination against the Muslim people has a negative impact on both the Muslims and the American. The discriminatory habit has made most of the Muslims not to visit or invest in the USA due to the way they are being handled at the immigration offices. This has led to a decrease in the number of Muslims immigrants who would have invested in our country hence boosting economic growth. Discrimination has also caused a stereotype which is not ethical to our society postulating that Muslims are terrorist. The substratum truth of the matter is that the media have been in the frontline of creating the illusion of Muslims being terrorists, but the reality is that more non-Muslims are involved in the terrorist attack than the Muslims themselves. In fact, terrorism has resulted to loss of life of more Muslims than non-Muslims (Alexander and Moore 2). In a research conducted by the University of North Carolina, only 0.0002% of American citizens were found to have been killed in terrorist att acks masterminded by the Muslims since 9/11 (Alnatour 2). FBI has also reported that since 1980 2005, 94% of terrorist attacks that had happened in the United States had been conducted by non-Muslims. These statistics, therefore, debunk the presumption that the Islamic community is masterminding all terrorist acts. Conclusion It is high time that the leaders need to stand firm and condemn any form of discrimination against the Islamic community. The USA has good anti-discrimination laws, and those laws need to be implemented effectively. Public awareness should be created on the matters of discrimination and the belief that all our Muslim brothers are terrorists or have some connection to terrorism should be utterly deconstructed.