Empowerment, Inclusion, Equality: Accelerating Sustainable Development with Human Rights
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Systematic Review of Academic Bullying in Medical Settings: Dynamics and Consequences
Open access Original research BMJ Open: first published as 10.1136/bmjopen-2020-043256 on 12 July 2021. Downloaded from Systematic review of academic bullying in medical settings: dynamics and consequences Tauben Averbuch ,1 Yousif Eliya,2 Harriette Gillian Christine Van Spall1,2,3 To cite: Averbuch T, Eliya Y, ABSTRACT Strengths and limitations of this study Van Spall HGC. Systematic Purpose To characterise the dynamics and consequences review of academic bullying of bullying in academic medical settings, report factors in medical settings: dynamics ► This systematic review is comprehensive, including that promote academic bullying and describe potential and consequences. BMJ Open 68 studies with 82 349 consultants and trainees, 2021;11:e043256. doi:10.1136/ interventions. across several countries and including all levels of bmjopen-2020-043256 Design Systematic review. training. We searched EMBASE and PsycINFO for Data sources ► We defined inclusion criteria a priori and used es- ► Prepublication history and articles published between 1 January 1999 and 7 February additional supplemental material tablished tools to assess the risk of bias of included for this paper are available 2021. studies. online. To view these files, Study selection We included studies conducted in ► The included studies varied in their definitions of please visit the journal online academic medical settings in which victims were bullying, sampling bias was noted among the sur- (http:// dx. doi. org/ 10. 1136/ consultants or trainees. Studies had to describe bullying veys and intervention studies were suboptimally bmjopen- 2020- 043256). behaviours; the perpetrators or victims; barriers or designed. facilitators; impact or interventions. Data were assessed Received 29 July 2020 independently by two reviewers. -
Youth Engagement and Empowerment Report
Youth Engagement and Empowerment In Jordan, Morocco and Tunisia Agenda Youth Engagement and Empowerment In Jordan, Morocco and Tunisia November 2018 version TABLE OF CONTENTS │ 3 Table of contents Introduction ........................................................................................................................................... 5 Notes .................................................................................................................................................... 6 Chapter 1. Towards national integrated youth strategies ................................................................. 7 Jordan ................................................................................................................................................... 7 Morocco ............................................................................................................................................... 9 Tunisia ............................................................................................................................................... 10 Good practices from OECD countries ............................................................................................... 11 Chapter 2. Strengthening the formal body responsible for co-ordinating youth policy and inter-ministerial co-ordination ........................................................................................................... 13 Jordan ................................................................................................................................................ -
The Rise of Gerontocracy? Addressing the Intergenerational Democratic Deficit
The rise of gerontocracy? Addressing the intergenerational democratic deficit Dr Craig Berry on behalf of the Intergenerational Foundation May 2012 Intergenerational Foundation, www.if.org.uk, charity no: 1142 230 Contents Foreword 3 Executive summary 5 Introduction 10 1. Democracy and intergenerational equity 13 2. The intergenerational democratic deficit 20 3. Solutions? 44 Appendix: possible objections 66 2 Foreword Debate about the implications of the ageing character of our society has so far been directed towards economic issues, including imbalances in wealth and economic opportunities across the generations. It is now time for us to start considering the civic implications of inequalities arising from Britain's ageing society. The analysis set out in this paper by Dr Craig Berry shows that, if current trends continue, older cohorts may well come to exercise a disproportionate influence on the democratic process in future decades. We could be witnessing a fundamental reconfiguration of the electorate, which is putting more power into the hands of older people and reducing that which younger cohorts possess. Dr Berry's paper illustrates that the life-stages of voters matter more and more in our democracy. Understanding the significance and nature of age-based inequalities should form an important part of the agenda of those committed to the cause of reforming our political system. An electorate which includes a growing number of older people generates new imbalances in terms of voter turnout, voter registration, party support and the social and generational composition of the legislature. The coalition government's proposed changes to the system of voter registration, for instance, require particularly careful scrutiny if they are to avoid making generational inequalities worse. -
Guide for Starting Empowerment Groups
illiinois IMAGINES GUIDE FOR STARTING EMPOWERMENT GROUPS Illinois Imagines Project December 2014 illiinois IMAGINES OUR RIIGHTS, right now TABLE OF CONTENTS GUIDE FOR STARTING EMPOWERMENT GROUPS Pages 4-11 GROUP MEETING SESSIONS Meeting #1: Community Building Pages 14-16 Meeting #2: Organizing the Group Pages 17-19 Meeting #3: History of Oppression of People with Disabilities Pages 20-23 Meeting #4: Power – Personal and Group Pages 24-26 Meeting #5: Power – Using Our Personal and Group Power Pages 27-29 Meeting #6: Self-Esteem Pages 30-31 Meeting #7: Bullying Page 32 Meeting #8: Gender Inequality Pages 33-34 Meeting #9: Sexual Violence 101 Pages 35-37 Meeting #10: Sexual Assault Exams Pages 38-39 Meeting #11: Self-Care and Assertiveness Pages 40-42 Meeting #12: Safe Places and People Pages 43-45 Meeting #13: Internet Safety Pages 46-47 Meeting #14: Helping a Friend Who Discloses Pages 48-50 Meeting #15: Interview with Local Rape Crisis Center Workers Pages 51-52 Meeting #16: Surrounding Yourself with Support Systems Pages 53-55 Meeting #17: Group Decision Making Pages 56-58 Meeting #18: Community Organizing Pages 59-61 Meeting #19: Empowerment Plan Pages 62-63 Meeting #20: Connecting with Other Community Groups Pages 64-65 Meeting #21: Group Leadership and Structure Pages 67-68 Meeting #22: Conflict Resolution and Keeping Up Energy Pages 69-71 Meeting #23: Moving Forward Celebration Pages 72-73 RESOURCES Pages 75-77 This project was supported by Grant #2006-FW-AX-K009 awarded by the Office on Violence Against Women, United States Department of Justice. The opinion, finding, conclusion and recommendation expressed in this program are those of the author(s) and do not neccessarily relect the views of the Department of Justice, Office on Violence Against Women. -
Teacher Perspectives on Bullying and Students with Disabilities 1
TEACHER PERSPECTIVES ON BULLYING AND STUDENTS WITH DISABILITIES 1 Teacher Perspectives on Bullying Towards Primary-Aged Students with Disabilities By Lara Munro A research paper submitted in conformity with the requirements For the degree of Master of Teaching Department of Curriculum, Teaching and Learning Ontario Institute for Studies in Education of the University of Toronto Copyright by Lara Munro, April 2016 TEACHER PERSPECTIVES ON BULLYING AND STUDENTS WITH DISABILITIES 2 Abstract Bullying is an international phenomenon that impacts up to 70% of students. Research has consistently demonstrated that students with special educational needs are overrepresented as victims of bullying. Despite this high prevalence, limited research has explored teachers’ perspectives on this topic and the challenges they face in preventing bullying in the classroom. This study used a qualitative approach consisting of semi-structured interviews with two educators who are committed to anti-bullying education and inclusion. The purpose of the study included an exploration of strategies and practices used by educators to prevent and respond to bullying behaviour towards students with disabilities. This study looked at various disabilities, such as Autism, ADHD, physical disabilities, and Learning Disabilities. The study found that participating teachers primarily employ preventative approaches to bullying behaviour by creating an inclusive classroom environment, integrating anti-bullying education throughout the curriculum, and being involved in school and classroom-wide anti-bullying initiatives. Moreover, involvement in professional development specific to bullying was identified as a necessary component of reducing bullying behaviour in schools. Participants also identified many challenges they experienced, including lack of teaching staff to adequately support the integration of students with disabilities in a mainstream classroom. -
Doe Cast All Employee Notification
THE NOTIFICATION AND FEDERAL EMPLOYEE ANTIDISCRIMINATION AND RETALIATION ACT (No FEAR Act) On March 3, 2011, Secretary Steven Chu issued a memorandum for all DOE employees, entitled “Equal Employment Opportunity and Diversity Policy Statement”. In his policy statement, Secretary Chu expressed his commitment to equal employment opportunity and diversity, and his support of the rights of employees to participate in the EEO process without fear of reprisal. The Secretary’s statement accords with the principles of the Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002 (the “No FEAR Act”). The No FEAR Act is designed to reduce and prevent discrimination and retaliation, and to hold agencies and individuals accountable for their actions. The Act is also designed to promote the prompt resolution of complaints at the administrative level. PROHIBITION AGAINST DISCRIMINATION Pursuant to antidiscrimination laws, statutes, regulations and Executive Orders, the Department may not discriminate against any employee or applicant for employment on the basis of race, color, religion, sex, national origin, age, disability, marital status, political affiliation, genetic information, or sexual orientation, in any term, condition or privilege of employment. The No FEAR Act reinforces a number of Federal antidiscrimination laws, including: Title VII of the Civil Rights Act of 1964; the Equal Pay Act of 1963; the Age Discrimination in Employment Act of 1967 (ADEA); Sections 501 and 505 of the Rehabilitation Act of 1973; and The Civil Rights Act of 1991. WHISTLEBLOWER PROTECTION Under whistleblower protection laws, the Department may not take a personnel action, threaten to take a personnel action, or refuse to take a personnel action because an employee or applicant made a protected disclosure. -
Women's Leadership As a Route to Greater Empowerment
WOMEN’S LEADERSHIP AS A ROUTE TO GREATER EMPOWERMENT DESKTOP STUDY OCTOBER 30, 2014 This publication was produced for review by the United States Agency for International Development. It was prepared by Mona Lena Krook, Darcy Ashman, Layla Moughari and Milad Pournik of Management Systems International. WOMEN’S LEADERSHIP AS A ROUTE TO GREATER EMPOWERMENT DESKTOP STUDY Management Systems International Corporate Offices 200 12th Street South Arlington, VA 22202, USA Tel: + 1 703 979 7100 / Fax: +1 703 979 7101 Contracted under IQC No: AID-OAA-I-10-00002, Task Order No. AID-OAA-TO-13-00046 USAID Contracting Officer’s Representative: Julie Denham, DRG Center DISCLAIMER The author’s views expressed in this publication do not necessarily reflect the views of the United States Agency for International Development or the United States Government. CONTENTS ACRONYMS .................................................................................................................................................................................. II EXECUTIVE SUMMARY ............................................................................................................................................................. 1 KEY FINDINGS OF THE DESKTOP STUDY ..................................................................................................................................................... 1 RECOMMENDATIONS FOR FUTURE PROGRAMMING ................................................................................................................................. -
Breaking the Chains: Eradicating Slavery Through Sdgs
Panel Discussion for the International Day for the Abolition of Slavery Breaking the Chains: Eradicating Slavery through SDGs 28 November 2019, 11:30 – 13:00, Palais des Nations, Room XXI Organized by the United Nations Voluntary Trust Fund on Contemporary Forms of Slavery On 28 November 2019, the United Nations Voluntary Trust Fund on Contemporary Forms of Slavery will host a Panel Discussion on connections between victim-centred anti-slavery efforts and Target 8.7 of the 2030 Sustainable Development Goals (SDGs). The event will feature the High Commissioner for Human Rights, Ms. Michelle Bachelet, and NGO practitioners providing services to slavery survivors with the Fund’s support. The event is funded by Germany and co-sponsored by Australia and the UK. Background According to the Global Estimates of Modern Slavery, over 40 million people in every region of the world were in a situation of modern slavery in 2016 — an estimated 5.4 victims per 1,000 people. With the aim to tackle this issue and to mark the International Day for the Abolition of Slavery, the United Nations Voluntary Trust Fund on Contemporary Forms of Slavery (UN Slavery Fund) will host a Panel Discussion, including remarks from the High Commissioner for Human Rights, on 28 November 2019 in Geneva, Switzerland. The Panel Discussion will explore connections between victim-centred anti-slavery efforts and Target 8.7 of the 2030 Sustainable Development Goals (SDGs). In particular, the discussion will examine the four priority areas defined by the Thematic Action Groups of the Alliance 8.7 (rule of law & governance, supply chains, migration, and conflicts & humanitarian crisis) and how they relate to victim-centred approaches in the design and delivery of assistance to survivors of slavery. -
Youth Voice As a Strategy for Systems Change
Youth Voice as a Strategy for Systems Change: An Evaluation of the Zellerbach Family Foundation Youth Voice Initiative December 2011 ACKNOWLEDGEMENTS We would like to express our sincere gratitude for the guidance and support of Ellen Walker, former program executive of the Zellerbach Family Foundation. In addition, this report would not have been possible without the extensive contributions of numerous individuals at the youth voice organizations funded by Zellerbach, as well as other key stakeholders, including: Rachel Antrobus, Transitional Age Youth (TAYSF) Diane Boyer, Senior Policy Analyst, County Welfare Directors Association of California Allison Cohen, Transitional Age Youth (TAYSF) Reed Connell, Alameda County Foster Youth Alliance Phil Crandall, Humboldt County Department of Health and Human Services Nicole Demedenko, Youth in Mind Monica Flores, Center for Young Women’s Development Jamie Lee Evans, Y.O.U.T.H. Training Project Hannah Haley, Alameda County Foster Youth Alliance Sophia Herman, Y.O.U.T.H. Training Project Patricia Johnson, California Council on Youth Relations/New America Media Jude Koski, California Youth Connection Barbara LaHaie, Humboldt County Department of Health and Human Services Susan Manzi, Youth in Mind Jennifer Rodriguez, Youth Law Center Venus Rodriguez, Center for Young Women’s Development Gregory Rose, Children and Family Services Division, California Department of Social Services Marlene Sanchez, Center for Young Women’s Development Feven Seyoum, California Youth Connection William Siffermann, San Francisco Juvenile Probation Department Joseph Tietz, California Youth Connection Rochelle Trochtenberg, Humboldt County Transition Age Collaboration Emily Villas, California Youth Connection Mailee Wang, Project WHAT! Jeannie Yoon, Y.O.U.T.H. Training Project Korwin Consulting, an evaluation and planning firm, advances social justice solutions by identifying community strengths, building organizational capacity, and evaluating impact. -
Scrutinizing Federal Electoral Qualifications
Scrutinizing Federal Electoral Qualifications DEREK T. MULLER* Candidates for federal office must meet several constitutional qualifications. Sometimes, whether a candidate meets those qualifications is a matter of dispute. Courts and litigants often assume that a state has the power to include or exclude candidates from the ballot on the basis of the state’s own scrutiny of candidates’ qualifications. Courts and litigants also often assume that the matter is not left to the states but to Congress or another political actor. But those contradictory assumptions have never been examined, until now. This Article compiles the mandates of the Constitution, the precedents of Congress, the practices of states administering the ballot, and judicial precedents. It concludes that states have no role in evaluating the qualifications of congressional candidates—the matter is reserved to the people and to Congress. It then concludes that while states have the power to scrutinize qualifications for presidential candidates, they are not obligated to do so under the Constitution. If state legislatures choose to exercise that power, it comes at the risk of ceding reviewing power to election officials, partisan litigants, and the judiciary. The Article then offers a framework for future litigation that protects the guarantees of the Constitution, the rights of the voters, and the authorities of the sovereigns. INTRODUCTION ...................................................................................................... 560 I. CONSTITUTIONAL QUALIFICATIONS -
MEMORANDUM for ALL ACUS EMPLOYEES October 1, 2019 FROM: Matthew L. Wiener, Vice Chairman and Executive Director SUBJECT: Policy
MEMORANDUM FOR ALL ACUS EMPLOYEES October 1, 2019 FROM: Matthew L. Wiener, Vice Chairman and Executive Director SUBJECT: Policy Statement on Equal Employment Opportunity, Non-Discrimination, Diversity, Harassment, and Whistleblower Protection; No FEAR Act Notice Since the re-establishment of ACUS in 2010, this agency has maintained a clean record of non-discrimination, inclusiveness, and diversity in all of its activities and operations. I believe that the agency’s staff has been diligent in observing and complying with the applicable laws and agency policy statements issued from time to time relating to these matters. The following information will serve as an official Policy Statement on Equal Employment Opportunity, Non- Discrimination, Diversity, Harassment, and Whistleblower Protection, as well as the annual notice required by the No FEAR Act of 2002, Pub. L. 107-174. The Administrative Conference of the United States is committed to enforcing a zero- tolerance policy for any form of discrimination or harassment in the workplace, including physical, psychological or sexual harassment. Related to this commitment is a determination to seek diversity and to ensure the rights of employees under the federal whistleblower protection laws and policies that prohibit reprisals. Every employee of ACUS is responsible for helping to ensure equal employment opportunity (EEO) and for complying with EEO laws and other federal policies to prevent discrimination, harassment, and reprisal. Each of us has a role in maintaining an environment of equal opportunity and must take personal responsibility for adhering to the principles that guarantee equal opportunity for all. It is important that we always foster a culture of inclusion and respect at ACUS and promote an environment that embraces diversity. -
Understanding and Measuring Womens Economic Empowerment
Definition, Framework and Indicators Understanding and Measuring Women’s Economic Empowerment by Anne Marie Golla, Anju Malhotra, Priya Nanda, and Rekha Mehra Definition, Framework and Indicators 2 Understanding and Measuring Women’s Economic Empowerment Anne Marie Golla/ICRW Acknowledgments ICRW gratefully acknowledges the Department of International Development (DFID), the ExxonMobil Foundation and the Bill and Melinda Gates Foundation for their generous support of this work. Cover photos: David Snyder/ICRW Design: Barbieri and Green © 2011 International Center for Research on Women (ICRW). Portions of this document may be reproduced without express permission from but with acknowledgment to ICRW. Definition, Framework and Indicators 3 I. Introduction As interest in fostering women’s economic The concepts presented here are meant to empowerment grows, two questions arise. help practitioners, researchers and donors There is increasing recognition that eco- 1. How is women’s economic empowerment design effective, measurable interventions to nomically empowering women is essential defined? What does the term women’s advance women economically. In develop- both to realize women’s rights and to economic empowerment encompass? ing these concepts, we have drawn both on achieve broader development goals such as 2. How can women’s economic empower- the available literature and on ICRW’s direct economic growth, poverty reduction, health, ment be measured and evaluated so experience in evaluating women’s economic education and welfare. In the last five years, organizations can show they are on the empowerment programs. This document is in- a broad range of organizations have com- right track to achieving it? tended as a conceptual guide, rather than an mitted themselves to the goal of women’s operational tool kit.