"Equality, Equity, Prejudice, and Discrimination"

[Audio] "Equality, Equity, Prejudice, and Discrimination" SID-2237169.

[Audio] Introduction "What Are Equality, Equity, Prejudice, and Discrimination?".

[Audio] • Equality: ‘That everyone should receive the same aspects like equipment, chances and receiver treatment as the other even if they have different requirements or conditions. • Equity: “Offering supports according to the students’ requirements in order to give each and every one of them the same opportunities of becoming successful.” • Prejudice: “Entailing prejudgment in favour of or against an individual, or in groups of people, without logically sound reason.” • Discrimination: Prejudice based discriminations which includes unfair treatment of people because of their identity. PRESENTATION TITLE Acquittance with these ideas is important when it comes to the resolution of social issues. Equality in handling subordinates allows everyone to be treated in a similar manner, while equity established support based on the demands. It should be noted that a prejudice is an attitude, while discrimination is the unfavorable treatment that is regarded as bias. An understanding of the distinctions between these terms allows for formulations of more equal policies and strategies in an attempt to bring about equal environments..

[Audio] Equality 10/9/2021. Equality. 10/9/2021. PRESENTATION TITLE.

[Audio] Definition: “Equal rights for all – no one gets a special discount because they are differently-abled.” Example: “Proving each student with the same text book despite the students’ performance and /or learning disability.” Equality means making every person equal as far as the chances of getting something important are concerned, but it doesn't categorically look at the conditions of the person. As reasonable as this seems on the first sight, it presupposes that people begin from similar positions, and thus cyclical discrimination is maintained. For instance, they assign the same textbook for every student; this fails to capture students who require more attention (Fenner, 2020)..

[Audio] Equity 10/9/2021 PRESENTATION TITLE. Equity.

[Audio] Definition: Resource management as a concept of finding a way of placing certain resources in the right hands so that equity is served to all individuals, commonly referred to as the rights of man tripping. Example: More teaching assistance to the learners in the process of reading in order to be at par with other students in order to excel in their performance. This Photo by Unknown Author is licensed under CC BY-NC While equity is all about equal rights, it does not mean equal treatment. It appreciates the fact that people have their unique requirements met depending on the available tools. For instance, offering special classes to the student to remedy the poor grades will enable them get the same results as other students. While it might mean that everyone gets equal opportunities or resources, equity means everyone has what they need to get the job done..

[Audio] Prejudice. Prejudice. 8.

[Audio] Definition: It means prejudice, which refers to making unfair judgments about someone based on the group they belong to, without really knowing him or her personally. Example: Combined with prejudice, stereotype can occur where one denies another a job or opportunity because they consider them too old, or of the wrong gender or race. 10/9/2021 PRESENTATION TITLE This Photo by Unknown Author is licensed under CC BY-SA-NC Bias can be defined as judging a person or separating them into a group based on assumptions made on them without actually meeting them. These judgments are not oriented in facts but in the assumptions that refer to identity. For instance, beliefs that a person cannot be a leader because of being young or a woman closes chances and perpetuates margins..

[Audio] Discrimination. Discrimination.

[Audio] Definition: ‘Prejudiced’ unfair treatment of people based on their identity or characteristics as presumed by the prejudice.” Example: Examples of unequal treatment of the protected classes include, ‘Not arranging for an employee to be interviewed for a job because of the employee’s race or colour (Fish et al., 2020).’ This Photo by Unknown Author is licensed under CC BY-NC-ND Discrimination then refers to top down prejudiced beliefs are translated into unfair prejudice. It as implies acts that seek to harm other people through discriminative characteristics such as race, gender, age and others. For instance, failure to offer an employment opportunity to a particular candidate because of his or her ethnic origin is discrimination. Prejudice means previous judgment while discrimination is an action towards enforcing previous prejudice in such a way that discriminant knows it is wrong..

[Audio] "Micro-Level Case Study: Gender Bias in Hiring (UK-Based)" 10/9/2021 PRESENTATION TITLE.

[Audio] Scenario: Female employment status plays a critical role in their hiring into male dominated positions in the United Kingdom. • Problem: When the employers or recruiting agencies use prejudice and discrimination while offering a job then it results in prejudice and discrimination in employment. • Impact: Women’s average earnings adjusted for occupation and age are lower than men; women are underrepresented in management and board positions. • Case Study: After seeing the evidences from the Equality and Human Rights Commission (EHRC) report. This Photo by Unknown Author is licensed under CC BY In UK, all female employees in male dominated fields such as engineering and finance experience gender discrimination when it come to recruitment and promotion. The Employment Human Rights Commission (EHRC) demonstrated in their report of 2018 that women actually receive the same qualifications with their male counterparts, but they are not promoted to senior roles as often as men (EHRC, 2018). This leads to difference of pay between male and female, few female promotions, and representation of women in executive committees..

[Audio] Macro-Level Case Study: Gender Inequality in the Global Film Industry".

[Audio] Scenario: Even today, few women take up directing jobs in films and any other leadership roles within the film industry around the world. Problem: Producers continue to hire male actors to play the lead and female actors as side kicks, pay female actresses less than their male counterparts and fail to nominate them in award shows (Geena Davis Institute on Gender in Media, 2020). Impact: Women under-representation in films, directing and production roles. Case Study: The impact of #MeToo movement on Gender diversity in Hollywood This Photo by Unknown Author is licensed under CC BY The #MeToo movement shed the light on the systematical gender injustice in Hollywood as the quantity of movies is still small with women, minorities or lead roles, as well directing and producing positions. Geena Davis Institute (2020) database shows that women's representation in movies is very low, and more so the representation of women of colour: Women were only 34% of speaking characters in films and only 8% of directors. Of these discrepancies entails questions of wage inequity and minimal promotion, stifering women's representation within the industry..

[Audio] Solutions to Address Micro & Macro Gender Inequality.

[Audio] Micro level- Introduce diversity quotas among organizations’ employees and blind recruitment process. Gender mainstreaming, workplace equality, wages equalization, and leadership development. Macro-Level (Film Industry): Introduce gender-inclusive policies, pay transparency, and mentorship programs. Interdisciplinary Approach: Business, politics and postcolonialism must be relied upon for insights. This Photo by Unknown Author is licensed under CC BY-NC-ND To mitigate gender bias in employment, the following steps should be taken; Promotion of quotas and the technique known as blind hiring in the company. The film industry should adopt policies that support gender diversity, equality or pay equality, and encourage the promotion of women's filmmaker mentorship. Only by including and synthesizing knowledge from busines;, political science, and postcolonial theory we will be able to achieve lasting change and improve gender practices and equality in positions and creative professions for women..

[Audio] Conclusion. Conclusion. 10/9/2021. PRESENTATION TITLE.

[Audio] Definition: ‘Again, reviewing the issue of inequality and discrimination it is noteworthy that the processes need actions of an individual, organizations, and governments.’ Example: “Politically correct measures to enhance equal treatment yet accounting for special requirements to provide equals results.” This Photo by Unknown Author is licensed under CC BY-NC-ND Equality, although a laudable goal has to be surpassed if we want to move society to one where everyone has an equal chance. It is not enough to promote equality; it means recognition of the difficulties and working through them for the members of the mentioned several groups. It is crucial to eliminate prejudice and discrimination on all levels of analysis; individual, organizational, and societal to design environments that are fair to person and group..

[Audio] References:. References:. [image] https:iiwww.equalityhumanriqhts.com : https:/twww.aioq.orq/articIe/S0002- https:/twww.researchqate.net/profiIe/JiIlian- Fish/pubIicationi339240954 Racism Discrimination and Preiudice/Iinks/5e45a7c52 99bf1 cdb92B4646/Racism-Discrimination-and-Preiudice.pdf https://www.seeiane.orq.