Cultural Diversity In The Fire Service Criminology Essay

Cultural Diversity In The Fire Service Criminology Essay Todays society is much more complicated than it ever has been. The change from even ten years ago is considered drastic. Workplace diversity is a vital component to any workplace, whether its private, public, state, federal, or any other entity. Merriam-Websters Dictionary defines diversity as the condition of having or being composed of different elements: variety; especially the inclusion of diverse people (as people of different races or cultures) in a group or organization (Merriam-Webster). Workers in todays society are protected by the Civil Rights Act of 1964, which protects employees and job applicants from discrimination by employers. It protects from acts of discrimination via race, gender, ethnic group, age, personality, education, and more, which is enforced by the United States Equal Employment Opportunity Commission (EEOC). The EEOC applies to most employers with at least 15 or more employees. The EEOC headquarters located in Washington D.C., along with its 53 field offices throughout the United States can investigate cases, while also providing other services such as: statistics, guides and templates for EEO surveys, outreach and education, enforcement and litigation, and initiatives. Benefits of workplace diversity are countless, but the following are a few that standout. Workplace diversity encompasses a three-dimensional approach, meaning that it is best for the employer, employee, and together as a whole. It increases adaptability, which means that employees with diverse backgrounds can couple together their experiences, talents, and suggestions to better the organization, which encompasses the three-dimensional approach (Greenberg). Within this three-dimensional approach includes a benefit called variety of viewpoints. By utilizing the variety of employees that you have in your workplace you can meet the needs of the business and the customers more effectively (Greenberg). When discussing workplace diversity a problem that can often occur is a breakdown in communication. While it is important that employers staff people of all different races and ethnic groups, it must be taken into consideration that there may be a language barrier. Communication is vital fo r any business or organization to properly function, so it is in the best interest of the employer to make sure that whatever information is being dispersed, is being done so that everyone has an equal understanding. A good way to establish the effectiveness of workplace diversity is to assess and evaluate your diversity process. This can be accomplished by an employee satisfaction survey, and will present the management team with obstacles that are present along with any policy that needs to be added or eradicated. When choosing a workplace diversity plan it must be comprehensive, attainable, and measureable. In order to do so, employer and employee, along with employee and employee must cohesively work together. The plan needs to establish the needs for the whole business, and not just a certain few who might have the most say so in developing such plan. Second, the plan must be attainable. In order to do this, you need to set benchmarks or goals to reach in a certain timeframe. Creating an attainable plan is realistic and makes sure that everything within it is accomplished. Lastly, the plan must be measurable. In order to do this you can look at similar workplace diversity plans for businesse s alike and compare and contrast benchmarks and reports. A measurable plan is one that is quantifiable, assessable, finite, and verifiable. In order to make sure you incorporate all of this into your plan, a simple rubric can be followed, which is S.M.A.R.T. (Creating S.M.A.R.T. Goals). Specific Who, what, when, where, why? Measurable Tracking progress toward the attainment of goals. Attainable Set incremental goals to help you reach milestones. Realistic Objectives to which you are both willing and able to work. Timely Timeframes are required in order to reach goals, without any timeframe there would be unsatisfactory performance. Workplace diversity is very important for a successful business. By practicing effective workplace diversity with the simple guidance provided, you will not only produce a better workplace for your employees but employees will also produce a better workplace for the employer. Diversity in Recruitment A 2006 International Association of Fire Fighters (IAFF) report, titled Achieving and Retaining a Diverse Workforce, analyzed the factors that hinder diversity in the fire service. The findings in the report were based on a literature review and statistical analysis. The literature review prevented proposed solutions from research to the diversity problem. The statistical analysis was created after surveying a number of departments about their diversity and recruitment practices. The statistics were then used to validate the claims made in the literature (Fox, Hornick Hardin, 2006). Overall, the report found that there were five main obstacles to minority recruitment. They are listed below: 1. Most departments are passive on the issue. Diversity is not something that will happen unless departments are engaged in the community and the recruitment process. 2. Hiring processes do not measure all required job skills. If hiring processes focus on one particular attribute (i.e. physical vs. cognitive abilities) than the candidate as a whole will not be observed. 3. Any requirements for education, certification, or experience will hurt minorities. Often, traditional hiring pools score better in these areas than minorities. 4. Departments do not know how to reach the desired groups. Effective methods of recruitment to reach specific groups are discussed below. 5. Departments do not communicate a clear message of diversity. A diversity message should be used consistently from recruitment, to date of hire, to employment with the department. The study found that there were eight methods of recruitment that correlated directly to substantial recruitment of minorities. Each department used these in some sort of combination, so these are not necessarily listed in order of effectiveness (Fox, Hornick Hardin, 2006). 1. Word of mouth. This will probably be the most effective way to recruit for any job. However, fire departments can have members from the targeted group in their communities. 2. Formal advertising. Formal advertising could be print advertisements, radio spots, flyers, etc. These messages should be directed at the desired group. 3. Direct mail. Mailings can be used to inform candidates of deadlines and steps in the hiring process. This takes the burden of them and they will not miss a step. 4. Cadet/Explorer programs. These programs will help educate children and young adults about the possibility of the fire service as a career. This will help them compete with traditional applicants, since they often do have these opportunities. 5. News stories. The department can partner with local media outlets to produce stories about how the department values diversity. This would provide encouragement for minority applicants. 6. Diversity messages. Departments should have written diversity messages. These messages can be used in advertisement and recruitment materials. This would reinforce the candidates belief that the department values diversity. 7. Attend churches, cultural events, job fairs. This is the best way to get a message out to community to go out in it. Recruiters can take diversity messages to sell employment opportunities to minority candidates. 8. Candidate preparation. Offer informational sessions that will help minority plan for interviews, written tests, and physical agility tests. Do not allow these sessions to be filled with traditional applicants. This overview is by no means an exhaustive summary of the information contained in the report. There is much more knowledge contained in the seventy-one page document. Fire service administrators could study this publication to determine how it applies to these specific diversity problems (Fox, Hornick Hardin, 2006) Women in The Fire Service Women in the fire service dates back longer than anyone may realize. The first known female in the United States fire service was a slave from New York named Molly Williams, who was said to have fought fires during the early 1800s. The first all-woman forest firefighting crew was assembled in California in 1942 and the first female in North Carolina (Winston Salem) was Sandra Forcier in 1973. In a career that is traditionally dominated by men, white men especially, is seeing a change among the faces representing the fire service. According to the Bureau of Labor Statistics, there are approx 11,800 women nationwide are employed as career fire fighters and of those 4.5% are white, 2.9% are black or African American. Women comprise about 4 percent of the volunteer fire service, an estimated 32,000 members (Wiling, 2012). Women are found in all ranks of the fire service, from recruit firefighter up to chief of department. Women fire chiefs lead organizations ranging in size from small volunteer departments up to those that protect cities the size of Madison, Wisconsin; county departments such as Cobb County, Georgia; and comparable agencies within the wildland fire service. There is no such thing as a typical woman firefighter. Women firefighters come from all backgrounds, races and ethnicities. They may be single, partnered, married, divorced, or widowed. They may be 62 and weigh 200 pounds, or 51 and weigh 110 pounds. They may have no children, or be mothers or grandmothers. They may be as young as 18 or as old as 70. They may have a high-school education or Ph.D. What this diverse array of women firefighters has in common is their dedication to their work and their commitment to serving their communities through the fire service (Brenda Berkman, Teresa M. Floren, Linda F. Willing, 1999). With all that being said and situations ever changing, there are many issues that are still a major concern for women in the fire service. To name a few of the issues, sexual harassment, sleeping and showering facilities and protective gear still pose a problem for women. Because of the lack of recruiting; the culture of the firehouse; physical agility testing that favors men and the lack of accommodations within fire stations for female firefighters makes it hard for females to even want to achieve their dream. So what can be done to help the process for recruiting and hiring more women for the fire service? Have a prerecruitment checklist: The application and testing process: Policy Development and Review: Recruit Training: Fire station Facilities and Firefighter Protective Gear. So, as you can tell women do seem to have a harder time joining fire departments, but like all other things in history, its slowly moving forward and being more acceptable. Good fire training creates a positive environment for new employees, improves the skills of current firefighters, and leads a fire department safely and progressively into the future. Bad fire training or none at allthreatens the safety of all firefighters, reduces morale, particularly harms women firefighters chances of success, and violates the departments prime directive to provide the best possible protection for the community it serves. Cultural Awareness in the Community The cultural diversity in the communities that we serve is constantly changing and there is no way to stop that. We, as professionals in the fire service, must find ways to adapt and learn about these new cultures in order to effectively serve the community. Failing to do so can result in a decrease in productivity and a bad reputation of your department. There are several ways that this can be accomplished; however, the first and most important one begins with us. We must understand that certain cultures have different values and beliefs than our own and we must be able to tolerate these differences. Showing respect for that culture is the first step in doing so. This must be shown not just verbally, but also in the methods by which we conduct ourselves. A persons body language can be a good insight to their feelings about a particular situation. Not showing any judgment is another big factor when dealing with a different culture. Stay away from any form of evaluation and try to explain things as safe or unsafe, instead of right or wrong. We must also show sympathy by putting ourselves into their shoes. Looking at something through their point of view can help us get a better understanding of how or why they do something. Lastly, we must stay focused on the end goal of breaking through a cultural barrier. There will be times where th is may get very difficult but we cannot allow frustration to interfere. Although changing our attitudes and following these tips will help, they may sometimes not be enough. This is where training on a particular culture may be necessary. The training can include anything from learning about how the culture works, including any activities that they may consider taboo, to how to communicate with the members effectively. Fire Service Court Cases Involving Cultural Diversity The fire service, like all other companies, businesses, and corporations, has undergone drastic changes in its ranks with the push to have a more diverse service, this push mainly due to the passage of the Civil Rights Act of 1964. The Civil Rights Act of 1964 prohibits outlawed major forms of discrimination against racial, ethnic, national and religious minorities, and women (The Civil Rights Act 1964), and has led to many court case lawsuits against fire organizations for their disregard to the law. The majority of civil rights violation cases brought against a fire organization are for the discrimination against someone, or a group of people. Two major cases that have been brought against a fire organization are the United States v. City of New York, which was an employment discrimination case, and Ricci v. DeStefano, which was a landmark discrimination case dealing with firefighter promotions. With the diversity of the fire service changing the inclusion of women in the fire serv ice has increased, which has brought with it violations of the Civil Rights Act, dealing with sexual harassment. A case that was widely publicized was the lawsuit case of Michelle Maher v. The City of Fresno, which illustrated the burden that can be placed on a fire organization for violating the law. The fire service has been changing over the last thirty to forty years, with the inclusions of different types of minorities that have been entering the fire service. With the passage of the Civil Rights Act of 1964, and the court cases that have been brought against the fire service for violating their rights, the inclusion of diversity in the fire service has been brought to the forefront of the organizations issues. Discrimination cases brought against a fire organization brought by the Civil Rights Act cause negative public opinions of the entire fire service. Discrimination, falls under Title VII of the Civil Rights Act and refers to the treatment or consideration of, or making a distinction in favor of or against, a person or thing based on the group class, or category to which that person or thing belongs rather than on individual merit (USLegal Definitions). There have been two landmark cases brought against a fire organization with the subject of racial discrimination, the United States v. City of New York, and Ricci v. DeStefano. The United States v. City of New York was as case brought against the New York Fire Department, involving discrimination of blacks and Hispanic firefighter recruits. The allegation accused the City of New York of using tests that were unlawful, by changing the scores accepted for hiring entry level firefighters, leading to a noticeable disparate impact on minorit ies. The city lost the case which awarded money, jobs, seniority, and noneconomic damages to individuals who were harmed by the Citys discrimination practices (DOJ). Ricci v. DeStefano was a reverse discrimination case that brought notice to a fire organization discriminating against non-minority employees, where firefighters mainly white firefighters were not given a promotion due to there being any African Americans able to pass a promotion test (Court). The court ruled in favor of the mainly white firefighters leading to the promotion of many of them, and having to settle paying over 5 million dollars to the fire fighter plaintiffs. With the lack of understanding the law of the Civil Rights Act of 1964, and that the law protects both minorities and non-minorities against discrimination, led to millions of dollars spent in settlements, causing hardships on the fire organization involved, and the city they incorporate. With the increase in women firefighters there has been gender discrimination cases brought against the fire service, mostly coming in the form of sexual harassment. Sexual Harassment is a form of discrimination, under the Civil Rights Act, which prohibits discrimination on the basis of gender (The Civil Rights Act 1964). The case of Michelle Maher v. The City of Fresno brought the subject of gender discrimination in the fire service to the front page news. Maher was a new firefighter recruit in recruit school and was told by a superior that she would not be successful in the fire service because she was a mother, and was not given the same opportunities as male recruits to improve her test scores (Michelle Maher vs. City of Fresno) which led to her being asked to resign or be expelled. Maher brought a sexual harassment suit against the city of Fresno, California, where the court found that she was discriminated against, leading to a settlement between Maher and the City of Fresno amo unting to 2.5 million dollars. This settlement brought financial hardship to the City of Fresno and the fire organization, which could had been a non-issue if the laws accompanied with the Civil Rights Act of 1964 were fully understood. The fire service is not separate from other companies when it comes to the liability that is involved with not following the Civil Rights Act of 1964. Those that have not followed the law have been burdened with court case lawsuits against them that have led to major settlements, some in the millions. Two court cases that have been brought against the fire service were the United States v. City of New York, which was an employment discrimination case, and Ricci v. DeStefano, which was a landmark discrimination case dealing with firefighter promotions. Both court cases being seen as landmark cases due to the scope of discrimination that these fire organizations were run. With the increase of women being involved in the fire service violations of the Civil Rights Act, dealing with sexual harassment and gender discrimination, there have been court cases brought against fire organizations dealing with this subject, one being, Michelle Maher v. The City of Fresno. This case was widely pub licized because it illustrated that some fire services were not welcoming of women being involved in their organization. The fire service has been changing over the last thirty to forty years, with the inclusions of different types of minorities that have been entering the fire service. With the passage of the Civil Rights Act of 1964, and the court cases that have been brought against the fire service for violating their rights, the inclusion of diversity in the fire service has been brought to the forefront of the organizations issues, and when an organization or city does not follow the rules set by the law burdens are felt through the millions of dollars of settlements that are given.

Outline the objectives of economic management and analyse the role of fiscal policy Essay

The Australian Government targets economic objectives that may provide equality and higher living standards throughout the country. For these benefits to reach Australian households, the Australia government has to overcome objectives such as economic growth, distribution of income, and external stability. To do so, the government uses the fiscal policy in order to influence the amount of government expenditure and revenue which can alter economic activity. The government’s fiscal strategy aims to ensure fiscal sustainability over the medium term; therefore the government is responsible for meeting its current and future spending commitments with revenue raised. Australia has had a low historical use of fiscal policy during the 1990s, however since the Global Financial Crisis; fiscal policy has been a powerful tool in maintaining Australia’s economy. Fiscal policy has a large influence over economic activity, through using the expansionary fiscal stance which involves a net increase in government spending, or a fall in taxation revenue. However, this was not the case during the period 1996-2007 as fiscal policy had a smaller role to play in the economy. As the Howard Government came into office, the stance of fiscal policy was largely contractionary. A contractionary stance occurs when government spending is reduced. An example of this stance is when the Howard Government was committed to achieving a balanced budget over the course of the economic cycle, as fiscal policy was tightened in 1996-97, 1998-99, resulting in a surplus of $1171 million. This meant that fiscal policy was generally not a major role in influencing the business cycle, instead monetary policy had the central role in maintaining economic activity. Although fiscal policy was not greatly used from the mid-1990s to 2007, it has had a large impact on recessions. As the Global Financial Crisis hit Australia, the fiscal policy was introduced in order to increase the level of economic activity, instead of letting Australia plunge into a recession. The impact of the GFC dramatically changed the budget balance, through a decline in government taxation revenue and an increase in discretionary government spending. This led to the movement from a cash surplus of $19. 7 billion in 2007-08 to a cash deficit of -$27 billion in 2009-10. Economic growth decreased to 1. 4% of GDP, which gave the government the incentive to introduce the fiscal stimulus, while the Rudd Government used an expansionary fiscal stance to support aggregate demand. The stimulus package involved a $77 billion package, with a $42 billion Nation building plan and Jobs Plan in the 2009 budget to support infrastructure and investment and the Economic Security Strategy package of $10 billion in spending on cash transfers to low and middle income households. The result of expansionary fiscal policy helped Australia avoid a recession, as these stimulus measures were estimated to boost Australia’s economic growth by 2. 75% of GDP in 2009-10. In addition, fiscal policy can influence the objective of inequality in income distribution. The government is committed into try to use a progressive taxation system which will provide a fairer distribution of income. The progressive taxation system is when higher income earners pay a larger proportion of tax compared to low income earner, leading to a redistribution of income to low income earners. An example of the progressive tax system can be seen in the ‘personal income tax thresholds’, where the highest income bracket of $180,001 and over has an effective tax rate of 30. 3-44. 9%. However, the structure of the progressive system of personal income tax changed when the Gillard Government announced it would increase the tax-free threshold to $18,200 on 1st July 2012 as part of the Clean Energy Future Package from the carbon tax and will rise again to $19,400 the following year. This threshold bracket changed from the previous 2009 and 2010 Personal Income tax threshold as all taxpayers where given a tax free threshold of $6000. Between 1996 and 2008, the Federal Government used fiscal policy in order to maintain external stability. External stability is an aim of government policy that seeks to promote sustainability on external accounts so that Australia can service its foreign liabilities in the medium to long run. External stability can be managed by the government achieving fiscal consolidation, which is running a budget surplus over the course of the business cycle. One of the main ways to run a budget surplus is to eliminate public debt, which in turn can help reduce the part of net foreign debt owned by the Australian Government. For instance, when the Howard Government was in power, there was a series of consecutive surplus budgets to retire a significant amount of public debt. From 1996-2007 the stance of fiscal policy was largely contractionary, since the Howard Government was committed to achieving a balanced budget over the course of the business cycle. It was tightened throughout the years of 1996-1999, and thereby, eliminated Commonwealth general government debt from the peak of $96 million (17. 6% of GDP) in 1996-97 to -0. 5% of GDP by 2005-06. This in turn increased Australia’s national savings and resulted in low net foreign debts. Subsequently, the fiscal policy has an effective role in achieving the economic objectives of economic growth during downturn economic activity, equal distribution of income and maintaining external stability. Australia was successful in using fiscal policy to avoid recession in 2009, when it implemented one of the largest fiscal stimulus packages in its history, as well as changes to the personal income threshold that gave a more equal distribution of income to lower income earners. By aiming to achieve fiscal surplus the Australian economy can achieve its economy objectives rapidly.

The Chronicles of Ap World History 2018 Long Essay 3 Student Samples

The Chronicles of Ap World History 2018 Long Essay 3 Student Samples Each paragraph should have a topic sentence. This means there are just two official College Board set of sample essays using the present rubric. It's very valuable to take writing apart to be able to see just the way that it accomplishes its objectives. In the drop-down menu, pick the chapter you wish to concentrate on. When you've created a study plan which meets your demands, you may use the other Learning Tools to do an in-depth review. College Board sample essay sets are a fantastic means to test how well you comprehend the rubric. This session was created for new teachers. Participants will explore many methods to boost multiple choice test-taking abilities and will engage with several released multiple choice selections from a number of genres. In addition, the individuals who will read your replies wish to find that you're both identifying and analyzing this info in your reply, together with presenting your ideas. Participants are requested to bring their laptop, and a duplicate of their classroom text. In addition, they will work on a course plan that will help them decide how they will teach the skills and content of the AP Calculus AB courses. During the week, there will also be a two hour lab during which they will be able to visit websites that complement the course as well as to review labs that students can do to assist them in their learning of the course content. Your content paragraphs should be put in a logical purchase. You get nothing out of it, and you will probably just wind up annoying them. Frequently the wrong way is significantly less difficult to spot than the proper way. Then you know whether you're able to write on such a topic, and you are able to be sure you include whatever you need to say. If You Read Nothing Else Today, Read This Report on Ap World History 2018 Long Essay 3 Student Samples You will also need to use many specific details from all over the world, and not just one specific spot. The sample prompts are discussions linked to the Progressive Era in america of America. Lastly, the detail of real speech makes the scene pop. Annually, the normal AP World History score is a bit different. New Step by Step Roadmap for Ap World History 2018 Long Essay 3 Student Samples In a nutshell, as you have one minute per question, it's a comparatively simple endeavor to keep track of your time. We'll finish this time period right after we return for 2nd semester. Allow it to sit for a couple days untouched. Search for any changes as time passes. There you've got it, folks. You are prepared to get started prepping for success. Consider the quick answer as a chance for you to do more of the historical thinking work which you have prepared to do. It's the details that actually make this little experience come alive. In building a thesis, it's imperative that you get a separate page for references and for bibliography. You'll know that you want to work on your thesis abilities. Formulate your own assumption before you take a look at the documents. You have to use all or all but among the documents in your essay. Stephen's essay is quite effective. Your introduction can help guide you in the event you have given a very clear sign of the structure of your essay. If you are able to attract to the audience's appeal in the introduction portion of the essay, it's only fitting to conclude in the same fashion. The fundamental structure of essay writing is going to be discussed alongside tips on what constitutes a good history essay. Thesis writing is going to be covered in detail. Your thesis needs to be original. It is the most important part. After that, it is finished and you can move straight into the first body paragraph.

Difference Between Business Professional And Business...

Introduction SCOPE The purpose of this procedure manual is to adequately prepare an individual to successfully complete an interview. This manual will provide some important background knowledge on the interview process. It contains information on the difference between business professional and business casual attires , the â€Å"do’s† and â€Å"don’ts† of interview attire (supplemented by visuals), and the different types of interviews. For clarity and consistency, the best way to use this manual is to read it from beginning to end and to refer back to it to answer any remaining questions. PURPOSE OF AN INTERVIEW Interviews not only offer the employer valuable insight into a person’s personality and abilities but also allows you, the interviewee, to discern whether your credential and career goals match up with what the company is seeking. Interviews also seek to accurately assess competency, fit and motivation. 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