Empowering Women and Girls Through Sport and Physical Activity
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THE RISE of LIFESTYLE ACTIVISM from New Left to Occupy
THE RISE OF LIFESTYLE ACTIVISM From New Left to Occupy NIKOS SOTIRAKOPOULOS The Rise of Lifestyle Activism Nikos Sotirakopoulos The Rise of Lifestyle Activism From New Left to Occupy Nikos Sotirakopoulos Loughborough University United Kingdom ISBN 978-1-137-55102-3 ISBN 978-1-137-55103-0 (eBook) DOI 10.1057/978-1-137-55103-0 Library of Congress Control Number: 2016947743 © Th e Editor(s) (if applicable) and Th e Author(s) 2016 Th e author(s) has/have asserted their right(s) to be identifi ed as the author(s) of this work in accordance with the Copyright, Designs and Patents Act 1988. Th is work is subject to copyright. All rights are solely and exclusively licensed by the Publisher, whether the whole or part of the material is concerned, specifi cally the rights of translation, reprinting, reuse of illustrations, recitation, broadcasting, reproduction on microfi lms or in any other physical way, and trans- mission or information storage and retrieval, electronic adaptation, computer software, or by similar or dissimilar methodology now known or hereafter developed. Th e use of general descriptive names, registered names, trademarks, service marks, etc. in this publication does not imply, even in the absence of a specifi c statement, that such names are exempt from the relevant protective laws and regulations and therefore free for general use. Th e publisher, the authors and the editors are safe to assume that the advice and information in this book are believed to be true and accurate at the date of publication. Neither the publisher nor the authors or the editors give a warranty, express or implied, with respect to the material contained herein or for any errors or omissions that may have been made. -
Diversion Tactics
Diversion Tactics U N D E R S T A N D I N G M A L A D A P T I V E B E H A V I O R S I N R E L A T I O N S H I P S Toxic people often engage in maladaptive behaviors in relationships that ultimately exploit, demean and hurt their intimate partners, family members and friends. They use a plethora of diversionary tactics that distort the reality of their victims and deflect responsibility. Abusive people may employ these tactics to an excessive extent in an effort to escape accountability for their actions. Here are 20 diversionary tactics toxic people use to silence and degrade you. 1 Diversion Tactics G A S L I G H T I N G Gaslighting is a manipulative tactic that can be described in different variations three words: “That didn’t happen,” “You imagined it,” and “Are you crazy?” Gaslighting is perhaps one of the most insidious manipulative tactics out there because it works to distort and erode your sense of reality; it eats away at your ability to trust yourself and inevitably disables you from feeling justified in calling out abuse and mistreatment. When someone gaslights you, you may be prone to gaslighting yourself as a way to reconcile the cognitive dissonance that might arise. Two conflicting beliefs battle it out: is this person right or can I trust what I experienced? A manipulative person will convince you that the former is an inevitable truth while the latter is a sign of dysfunction on your end. -
The Sound of Silence By Maury Brown
The Sound of Silence by Maury Brown Number of players: Minimum: 2, Maximum: 12 2 players: storyteller and silencer are opposite each other. 3 players: storyteller is the point of a triangle and silencers are at 10 and 2 o’clock facing each other. 4-6 players (optimal): storyteller at center, silencers circle around them; storyteller turns to face each as they speak. 7+ players: two storytellers, in groups of 2-6 configured as above. Background: This is a game about communication and trying to be heard. Players will play the roles of people trying to tell their stories, and of people responding in various ways that oppress or silence the storyteller, sometimes in well-meaning ways. It’s an exploration of privilege, agonistic rhetoric, and the Enlightenment separation of emotion from reason. It codifies emotional abuse into a set of mechanics that are used strategically against the storyteller. Many of you will play the roles of authority figures and abusers who use manipulative and domineering tactics to control conversations and silence dissent. They do so for the purpose of maintaining the status quo, a position they vigorously defend as best for society (if not themselves). The result is to keep those who are oppressed or marginalized in their place. This may feel very uncomfortable and difficult. We will debrief following the game to discuss how it felt to be both silenced and the silencer. Setup: the game is played in rounds, where the role of the storyteller(s) switches until each player has been both a storyteller and a silencer. -
Dr. Babasaheb Ambedkar Writings & Speeches Vol. 4
Babasaheb Dr. B.R. Ambedkar (14th April 1891 - 6th December 1956) BLANK DR. BABASAHEB AMBEDKAR WRITINGS AND SPEECHES VOL. 4 Compiled by VASANT MOON Dr. Babasaheb Ambedkar : Writings and Speeches Vol. 4 First Edition by Education Department, Govt. of Maharashtra : October 1987 Re-printed by Dr. Ambedkar Foundation : January, 2014 ISBN (Set) : 978-93-5109-064-9 Courtesy : Monogram used on the Cover page is taken from Babasaheb Dr. Ambedkar’s Letterhead. © Secretary Education Department Government of Maharashtra Price : One Set of 1 to 17 Volumes (20 Books) : Rs. 3000/- Publisher: Dr. Ambedkar Foundation Ministry of Social Justice & Empowerment, Govt. of India 15, Janpath, New Delhi - 110 001 Phone : 011-23357625, 23320571, 23320589 Fax : 011-23320582 Website : www.ambedkarfoundation.nic.in The Education Department Government of Maharashtra, Bombay-400032 for Dr. Babasaheb Ambedkar Source Material Publication Committee Printer M/s. Tan Prints India Pvt. Ltd., N. H. 10, Village-Rohad, Distt. Jhajjar, Haryana Minister for Social Justice and Empowerment & Chairperson, Dr. Ambedkar Foundation Kumari Selja MESSAGE Babasaheb Dr. B.R. Ambedkar, the Chief Architect of Indian Constitution was a scholar par excellence, a philosopher, a visionary, an emancipator and a true nationalist. He led a number of social movements to secure human rights to the oppressed and depressed sections of the society. He stands as a symbol of struggle for social justice. The Government of Maharashtra has done a highly commendable work of publication of volumes of unpublished works of Dr. Ambedkar, which have brought out his ideology and philosophy before the Nation and the world. In pursuance of the recommendations of the Centenary Celebrations Committee of Dr. -
Prescribed by the National Curriculum & Textbook Board
Prescribed by the National Curriculum & Textbook Board as a Textbook from the academic session 2001-2002 ENGLISH FOR TODAY For Classes 11-12 Writers Dr. M Shahidullah Jahurul Islam Iffat Ara Nasreen Majid Najma Shams Editor Dr. Arifa Rahman Unit 24 written by M S Hoque NATIONAL CURRICULUM & TEXTBOOK BOARD, DHAKA PREFACE This new English textbook has been developed for classes 11 & 12 by English Language Teaching Improvement Project (ELTIP) jointly funded by the Government of Bangladesh and DFID of the UK Government. A team of writers trained in the UK under ELTIP has written the book over a period of one and a half years. The whole process of writing, trialling and evaluating the manuscript was carried out by a national and an expatriate consultants of ELTIP in cooperation with NCTB. The book is based on the principle that has guided the writing of the English For Today books from class 6 onwards —the principle of learning a language by actually practising it. This practice, which is carried out through the four language skills of speaking, listening, reading and, writing, usually in an interactive mode, underlies the communicative approach to language learning. As the focus is on the communicative functions of language, the main aim of the textbook is to provide ample opportunities for students to use English for a variety of purposes in interesting situations. The book is divided into units. Each unit, based on a theme, has several lessons that contain reading texts and a range of tasks and activities designed to enable students to ptactise the different skills, sometimes individually and sometimes in pairs or groups. -
SCHOOL BOARD BUSINESS MEETING Sept. 14, 2020 at 6:30 P.M
DRAFT SCHOOL BOARD BUSINESS MEETING Sept. 14, 2020 at 6:30 p.m. PUBLIC MEETING ROOM PRESENT: Ann C. Coker, Bermuda District; Ryan M. Harter, Matoaca District; Kathryn S. Haines, Midlothian District; Dorothy L. Heffron, Vice Chair, Clover Hill District; Debbie G. Bailey, Chair, Dale District; Mervin B. Daugherty, Ed.D., Superintendent; Dr. Thomas Taylor, Deputy Superintendent; Dr. Sharon Pope, Chief Academic Officer; Dr. Lisa High, Chief of Schools; Bob Meister, Chief Financial Officer; Josh Davis, Chief Operations Officer; Wendell Roberts, School Board Attorney; Stephanie Frick, Assistant School Board Attorney; Tim Bullis, Executive Director of Communications and Community Engagement; Dr. Kimberly Hough, Executive Director of Human Resources and Talent Management; Dr. Joseph Tylus, Executive Director of Constituent Services; Brian Jones, Executive Director of Technology; Shawn Smith, Director of Government, Policy, and Media Relations; Dr. Morgan Debusk-Lane, Coordinator of Research and Evaluation; Nick Oyler, Coordinator of Student Health Services; and, Robert McDaniel, School Board Clerk. A. MEETING OPENING Mrs. Bailey called the meeting to order at 6:34 p.m. Mr. Harter provided the invocation. Mrs. Haines led the pledge of allegiance. B. CONSENT AGENDA ● Agenda Adoption ● Approval of the Minutes ○ Aug. 11, 2020 Board Retreat ○ Aug. 11, 2020 Business Meeting ○ Aug. 25, 2020 Work Session ● Memo #101-20: Revisions to School Board Governance Handbook ● Memo #102-20: FY2021 - Acceptance of New Grants ● Memo #103-20: FY2021 Grant - Claude Moore Scholars ● Memo #104-20: Recommended Personnel Actions ● Memo #105-20: Appointment of Members to Advisory Committees ● Memo #106-20: Approval of Revisions to the Audit and Finance Committee Bylaws ● Memo #107-20: Approval of Revisions to the Citizens Budget Advisory Committee Bylaws ● Memo #108-20: Approval of Additional Budget Appropriation for Human Resources in FY2021 Mr. -
First Print October 2009
British Bangladeshi 1 Who’s Who 2009 Published in the United Kingdom by British Bangla Media Group 62b Hanbury Street (Basement) London E1 5JL www.bbwhoswho.co.uk First Print October 2009 EDITOR IN CHIEF MOHAMMED ABDUL KARIM EDITOR SHAHADOTH KARIM LLB (Hons), BARRISTER ASSOCIATE EDITOR MASHUK AHMED KHAN M.Phil., M.A., B.A.(Hons), PG DIP.(HRM), AD. DIP. (Mgt.), MCIPD DESIGN AND PRODUCTION SEE THROUGH MEDIA CONTRIBUTORS ANAWAR BABUL MIAH, BARRISTER AT LAW MATIAR RAHMAN CHOWDHURY TABASSUM FERDOUS SHAMAYITA CHAKRABORTY MIZANUR RAHMAN SHEIK TUAHID RAHMIN KARIM SADIK KARIM © British Bangla Media Group 2009/10 British Bangladeshi 2 Who’s Who 2009 British Bangladeshi 3 Who’s Who 2009 British Bangladeshi 4 Who’s Who 2009 British Bangladeshi 5 Who’s Who 2009 Editor in Chief’s Foreword Another year has gone, and after the relentless efforts of the British Bangladeshi Who’s Who team we have finally compiled the 2009 edition of the publication. This years edition promises to be more exciting and a more enhanced depiction of the community’s success and the achievements of individuals. The publication highlights some achievers who have received no previous exposure to British Bangladeshis and I feel proud that through this medium, namely the publication, we are able to bring these people to the forefront of our community’s attention as well as to the awareness of Britain. The awards are designed to recognise the efforts of those who have gone that extra mile and have dedicated large segments of their life or career to become successful and contribute immensely to society. -
Cultural Filigree
Cultural Filigree By Riffat Farjana ID: 10308018 Seminar II Submitted in partial fulfillment of the requirements For the degree of Bachelor of Architecture Department of Architecture BRAC University " — । , , — । ? - । । " ----------- Abstract Abstract " , । । , " ---- The project has been developed by connecting different urban cultural corridors by bringing the life and energy into the center of the city Bogra by making the 100 years old park more greener and more accommodating by active and passive participation of the users. The project can be described as a "PAST in the FUTURE" , a proper balance between nature and culture. The project is a raw interface between building and landscape where people and plan co-exist and can share the same surface at the same time creates a clear system of interaction between nature and the city. The project provides an opportunity to level the city at the same time be more closer to it. where the nature provides an unexpected contrast to the city keeping balance with the culture. Acknowledgement Acknowledgement I would like to begin by thanking almighty Allah for his mercy and for fulfilling all my wishes in life. All the grace to Allah for everything I have achieved till now. Again, I am thankful to Almighty for blessing me with a beautiful life with some people, who always guide me when I needed most ,in the form of my Abbu and Ammu to whom I am always thankful for their support , sacrifices and blessings , in the form of my Nanu (late Dr. Nurul Islam Chowdhury) to whom I am thankful for his blessings and for always being proud of me, even in times, when I didn‘t deserve such faith. -
Avoiding Unconscious Bias
Avoiding unconscious bias Avoiding unconscious bias A guide for surgeons 2 Avoiding unconscious bias 3 The Royal College of Surgeons of England Contents Introduction 2 Equality and diversity 2 Bias 3 Addressing individual bias 3 Addressing bias in organisations 3 Advice for those recruiting to committees or posts, to improve diversity 4 Advice for those organising, chairing or administrating meetings 4 Bullying 5 Who is most at risk of being accused of bullying? 5 Advice on avoiding bullying behaviour 5 What can be changed to reduce bullying? 6 What to do if you are accused of bullying or if a unit needs more help 6 Behaviour 7 What is acceptable behaviour? 7 Unacceptable behaviours 8 Behaviour in surgical environments 9 Advice for mentors, line managers, supervisors, appraisers 9 Definitions 11 Inequalities at work 12 Literature on diversity 12 References 13 Appendix 1 15 Avoiding unconscious bias Introduction The College aims to support all surgeons throughout their careers in achieving the highest standards of surgery and in all their professional interactions. Surgeons continuously aim to improve our clinical practice and professional behaviours. Organisations that are more diverse are better able to withstand change and we will support our members and fellows in embracing diversity. All surgeons are role models for students and trainees and are ambassadors for the profession. Their behaviour must therefore be welcoming, supportive and inclusive. Everyone has biases – some of which we are aware of, others we are not. Doctors, probably more than most, are conditioned to make assumptions or spot diagnoses and are uniquely exposed to a full spectrum of individuals at their most vulnerable. -
Bullying and Harassment Are Difficult to Deal with What Is Harassment? and Sometimes Difficult to Resolve
PSS information guide BULLYING AND HARRASSMENT 6 PSS: 020 7245 0412, [email protected] Bullying and harassment are difficult to deal with What is harassment? and sometimes difficult to resolve. Your workplace Harassment is any unwanted or unwelcome has policies that set standards of behaviour for behaviour that affects your dignity. From mild- all employees as part of promoting equality and ly unpleasant comments to physical violence, it diversity in service delivery and employment. is often about a personal characteristic such as age, gender, race, sexual orientation, disability, religion or nationality. It can be persistent or a You have the right to work without discrimina- one-off incident. tion and with respect. Someone who believes they are being harassed will view the actions or comments of someone else as demeaning What is bullying? or unacceptable. People have different tolerance levels, so what one person views as demeaning may not appear as Bullying at work is an abuse of power or position. such to someone else. It is offensive discrimination through persistent, vindictive, cruel or humiliating attempts to under- If you think you are experiencing bullying or mine, criticise, condemn, hurt or humiliate either an individual or a group of employees. Examples harassment: of bullying and harassing behaviour include: Think about whether you need time to adjust to new management/organisational style. X constantly criticising a competent worker Check your organisation’s professional conduct X undermining the position, status, worth, value policies. or potential of workers Discuss your concerns with your line manager, HR, X misusing power or position union representative or colleagues who might share X making unfounded comments/threats about job your concerns. -
Sultana Kamal Sport‟S Complex
SULTANA KAMAL SPORT‟S COMPLEX NAME: RAYMA HABIB ID: 12108006 SEMINAR II Submitted in partial fulfillment of the requirements for the degree of Bachelors of Architecture. DEPARTMENT OF ARCHITECTURE BRAC UNIVERSITY 1 | Rayma ACKNOWLEDGEMENTS First of all thanks to almighty Allah for everything I have achieved until now. I couldn’t able to complete my work all by myself. I want to thank my instructors Shams Mansoor Ghani, Mohammed Habib Reza, Naim Ahmed Kibria, Sajid Bin Doza and Rayeed Mohammed Yousuf for guiding & helping me through the project & this report. Without their support, I would not have been able to finish my under graduation properly. Thanks to all my seniors & juniors, who were with me during my journey. If this thesis project was the most important chapter of my architecture student life, then it would not have been a success without the constant support of Arman, Labiba, Momo and Adhora. Also I would like to thank my friends for being the relief during my tough times. Last but not the least; I am grateful to my family for their immense support and help. Specially, thanks to my parents, for whom, I am what I am. 2 | Rayma ABSTRACT Sultana Kamal Women‟s Complex is mainly designed to create a sport activity space dedicated only to women. It is a multi-functional complex accommodating several kind of sports and as well as a residential dormitory for the players. The complex is located in Dhanmondi area of Dhaka city. Dhanmondi area is mainly a residential area, therefore, keeping that in mind the complex is designed to create a communal space for the community as well as promote women sports in Bangladesh. -
3. Harassment Policy
Harassment Policy First Issued November 1998 Revised October 2002 Contact details only revised May 2011 CONTENTS Page No Introduction 1 Purpose of the Procedure 1 What is meant by Bullying and Harassment? 2 What form can Harassment take? 4 Why such unacceptable behaviour will not be tolerated 4 Responsibilities 5 Complaints Procedure 6 Informal action 6 Formal action 7 Possible Outcomes & Actions 9 Rights of the Individuals 10 Support for Employees who have been harassed/bullied 10 Roles Support Officer 11 Manager 12 Investigating Officer 13 Monitoring 14 Review of Policy and Procedures 14 Appendices 1 Harassment Procedure Flowchart 2 Harassment Monitoring Form INTRODUCTION Harassment of employees which is not properly and effectively dealt with can result in tension and conflict within the workplace, stress, ill-health and absence, interference with work outputs, and even resignation. Cumbria County Council is an Equal Opportunities employer and therefore believes that every employee has a right to a working environment in which the dignity of individuals is respected and in which bullying and harassment are unacceptable. The Council is committed to providing a safe and healthy workplace for its employees and will deal seriously with any instances of harassment that could affect this, whatever form this might take. Purpose of the Procedure The purpose of the Harassment Procedure is to create a climate within Cumbria County Council where all employees are treated with respect and dignity at work. This procedure provides a framework for action to be taken to either enable employees to deal with situations themselves, or if they wish, for action to be taken to investigate a complaint and, if harassment is proved to have occurred, for the Council to take action which could reasonably be expected to address the situation.