Contents: Introduction: The Concept of Locality and the Program of Iroquois Research Concepts of Land Ownership among the Iroquois and Their Neighbors Locality as a Basic Factor in the Development of Iroquois Social Structure Some Psychological Determinants of Culture Change in an Iroquoian Community The Religion of Handsome Lake: Its Origin and Development Local Diversity in Iroquois Music and Dance The Feast of the Dead, or Ghost Dance at Six Nations Reserve, Canada Iroquois Women, Then and Now.
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A Stanford and Harvard professor convened a symposium on what’s actually working to improve diversity and inclusion in organizational life. In this article, David Pedulla summarizes the main findings. First, organizations should set goals, collect data, and hold people accountable for improving diversity within the organization. Second, organizations should abandon traditional discrimination and harassment reporting systems—these often lead to retaliation. Employee Assistance Plans (EAPs), ombuds offices, and transformative dispute resolution systems can not only play a critical role in reducing retaliation but also provide fuel for organizational change. Third, organizations should check to ensure that technologies used to assist in hiring and promotion aren’t inherently biased. Fourth, companies must avoid tokenism. Finally, organizations should get managers and other leaders involved in diversity programs from the start. This will increase buy-in and lead to smooth implementation.
"I am all about people of size being unapologetically fat."
Is the right to be who you are - in terms of gender and sexuality - another form of Indigenous sovereignty and self-determination? And - does it matter whether or not there’s a precedent for homosexuality and gender diversity in traditional culture? We ask some leading scholars working in the fields of queer and Indigenous studies who met at a symposium recently at the University of Wollongong.
A Stanford and Harvard professor convened a symposium on what’s actually working to improve diversity and inclusion in organizational life. In this article, David Pedulla summarizes the main findings. First, organizations should set goals, collect data, and hold people accountable for improving diversity within the organization. Second, organizations should abandon traditional discrimination and harassment reporting systems—these often lead to retaliation. Employee Assistance Plans (EAPs), ombuds offices, and transformative dispute resolution systems can not only play a critical role in reducing retaliation but also provide fuel for organizational change. Third, organizations should check to ensure that technologies used to assist in hiring and promotion aren’t inherently biased. Fourth, companies must avoid tokenism. Finally, organizations should get managers and other leaders involved in diversity programs from the start. This will increase buy-in and lead to smooth implementation.
The 4A’s “Accounts in Review” analysis compiles information on publicly reported account review activity. The description of the “Accounts in Review” analysis and the link to the report covering the first nine months of 2016 is provided here. The 4A’s provides major consultants with the opportunity to provide input for the 4A’s year in review report. It should be noted that consultant information may be under-reported due to NDA agreement term limitations or as a matter of consultant’s policy not to publicly confirm or identify certain client engagement information. Download Accounts in Review for 2016 Third Quarter
A Stanford and Harvard professor convened a symposium on what’s actually working to improve diversity and inclusion in organizational life. In this article, David Pedulla summarizes the main findings. First, organizations should set goals, collect data, and hold people accountable for improving diversity within the organization. Second, organizations should abandon traditional discrimination and harassment reporting systems—these often lead to retaliation. Employee Assistance Plans (EAPs), ombuds offices, and transformative dispute resolution systems can not only play a critical role in reducing retaliation but also provide fuel for organizational change. Third, organizations should check to ensure that technologies used to assist in hiring and promotion aren’t inherently biased. Fourth, companies must avoid tokenism. Finally, organizations should get managers and other leaders involved in diversity programs from the start. This will increase buy-in and lead to smooth implementation.
October is Disability Awareness month, but it's so much more than awareness... it's about acceptance and seeing people, our students, for who they are. FREE Disability Awareness bulletin board display. Only at Mrs. D's Corner.
Volume XXV of the distinguished annual Studies in Contemporary Jewry explores new understandings and approaches to Jewish \"ethnicity.\" In current parlance regarding multicultural diversity, Jews are often considered to belong socially to the \"majority,\" whereas \"otherness\" is reserved for \"minorities.\" But these group labels and their meanings have changed over time. This volume analyzes how \"ethnic,\" \"ethnicity,\" and \"identity\" have been applied to Jews, past and present, individually and collectively. Most of the symposium papers on the ethnicity of Jewish people and the social groups they form draw heavily on the case of American Jews, while others offer wider geographical perspectives. Contributors address ex-Soviet Jews in Philadelphia, comparing them to a similar population in Tel Aviv; Communism and ethnicity; intermarriage and group blending; American Jewish dialogue; and German Jewish migration in the interwar decades. Leading academics, employing a variety of social scientific methods and historical paradigms, propose to enhance the clarity of definitions used to relate \"ethnic identity\" to the Jews. They point to ethnic experience in a variety of different social manifestations: language use in social context, marital behavior across generations, spatial and occupational differentiation in relation to other members of society, and new immigrant communities as sub-ethnic units within larger Jewish populations. They also ponder the relevance of individual experience and preference as compared to the weight of larger socializing factors. Taken as a whole, this work offers revisionist views on the utility of terms like \"Jewish ethnicity\" that were given wider scope by scholars in the 1960s, '70s, and '80s.
80 Free iOS 14 Icons Surely, Apple goes above and beyond for their users. The latest update to iOS brings a revolutionary personalization like never before. Because now you can create custom app icons with the Shortcuts app. But what should you put there? Something that’s uniquely you, of course. What’s even better is if you can find something that really represents who you are. Make your iPhone or iPad a true extension of yourself using these free 80 iOS 14 Icons. It contains 80 fully vectorized and adaptable icons that best represents you and can be used for various apps on your phone. Explore these free icons and feel right at home whenever you see your phone. What's Inside: All icons contained in a zip. You will get a file containing the instructions on how to use the icons. You will get PNG files to use in your iOS 14. Want more? Check out our new Free iOS 16 Icons or explore the Freebie section. 80 Free iOS 14 Icons
In her keynote speech at the Fair Play Symposium First Nations curator Genevieve Grieves analyses what it means when we say ‘first peoples first’.
Liturgy and the Moral Self seeks to honor Saliers by responding to his prophetic and prescriptive invitation to theological work that is "framed in terms of the double focus of liturgy- the glorification of God and the sanctification of humanity."
Black History Month Free Symposium
Susan B. Anthony Lapbook- 4th Grade Historical Figures NEW Georgia Standards of Excellence Social Studies Use this Lapbook to learn more about the life of Susan B. Anthony and the changes she helped make to America. Included: Character Trail File Folders (Cut and paste activity) Research/fact are...
This volume contains the papers presented at the Department of Parasitology in the School of Hygiene of the University of Toronto 1970 symposium, held to stimulate discussion of the significance of ecological problems presented by parasites and to develop means of attacking some of these problems.
Find out more about the Administrative Staff at Alvin Ailey American Dance Theater, including our Executive Director Bennett Rink.
55 LGBT and Pride Vector Icons “The beauty of standing up for your rights is others see you standing and stand up as well.” — Cassandra Duffy Every year in June, all over the globe, the lesbian, gay, bisexual, and transgender (LGBT) community come together to celebrate love, diversity, acceptance, and unashamed self-pride. With the 55 LGBT and Pride Icon Set, we recognize the boundless impact of LGBT individuals all over the world. Go out and educate, inspire, and hold the rainbow flag up high! Pride month usually includes parties, gathering, parades, concerts, workshops, and symposiums. However, it’s not only about the parties, but rather celebrating who we are, and our right to exist without fear of prosecution. Whatever your sexual orientation is, let’s spread the love and fight for LGBT rights together! Ensure your designs clearly convey your advocacies with our politics icons and amplify them with our 3D communication & media icons. Empower and be heard! It contains 55 fully vectorized and adaptable icons representing different aspects of LGBT and Pride including Pride Parade, Rainbow, Gay Dating App, Gender Expression, Living Openly, Gender Non-Conforming, and much much more! Use these icons on your website, social media channels, flyers, brochures, logos, business cards, infographics, presentations, courses, or apps. The Sky’s the limit people! What's Inside: All icons contained in a zip 100% Vector and easily adjustable to suit any branding and color need There are six different file types: AI, EPS10, SVG, PDF, PNG, and IconJar
The Rewilding Symposium at the David Attenborough Building highlighted the need to end humanity's pillaging of nature
In response to the international turmoil, violence, and increasing ideological polarization, social psychological interest in the topics of legitimacy and social justice has blossomed considerably. Social psychologists have explored the psychological underpinnings of people's reactions to injustice and illegitimacy, including the behavioral and psychological consequences of the motivation to view individual outcomes and governmental systems as just and legitimate. Although injustice and illegitimacy are clearly related at conceptual and theoretical levels, these two rich literatures are rarely integrated. Social justice researchers have focused on how people make sense of particular instances of injustice, whereas legitimacy researchers have tended to focus primarily on people's reactions to unfair systems of intergroup relations. This 11th volume of the Ontario Symposium series brings together the work of leading researchers in fields of social justice and legitimacy to facilitate the cross-pollination and integration of these fields. The contributions address broad theoretical issues and cutting-edge empirical advances, while illustrating the diversity and richness of research in the two fields. By uniting these two domains, this volume will stimulate new directions in theory and research that seek to explain how and why people make sense of injustice at all levels of analysis.
This book contains the contributions to an European symposium on \"Trace Elements in Environmental History\", held from June 24th to 26th at GCittingen, FRG. The confe- rence was organised by the Institute of Anthropology of the Georg August-University in GCittingen. At first glance, it might be surprising that the organizers are anthropolo- gists. But this is a result of change of paradigm prehistoric anthropology is facing at the time. For decades, population development and population processes in the past have been looked at in terms of morphology, thus describing the diversity of human populations by the outer appearance of the skeletal findings and by the reconstruction of population structures. The new approach concentrates less on how people in the past looked like, but moreover on what they did and how they lived. Thus, research is based on ecosystem-theories, and it aims on the evaluation of ancient ecological features and past man/environment relationships. Research is encouraged since anthropologists are asked a lot of questions by historians and social scientists, who became more and more interested in the history of every day's life. Prehistoric anthropology today focu- ses also on manners, habits, ways of life and environmental constituents as they can be traced from skeletal remains, which represent an important historical source. The ecosystemic approach is promising since the experiences of daily life certainly influence human behaviour, life style and mentality, thus directing reproduction and therefore population development.
Today with the help of His Royal Highness Prince Saud bin Mishal bin Abdulaziz Al Saud, Deputy Governor, Makkah Region and also the Chairman of the National
The U.S. continues to lag other countries in STEM education, and new hires in science and tech overwhelmingly tend to be white and Asian men.
This book is the result of the fourth International Symposium on Data Analysis held on June 1985 at the Universite Libre de Bruxelles with the help'of the European Institute for Advanced Management. As the preceding ones, the organization of the Symposium started with a call for real life problems from which an International Com- mittee selected six topics and asked for several solutions. These topics are: I) Multivariate and longitudinal data on growing children 2) Prehistoric assemblages and lithic artifacts from a small We- european area 3) A comparison of results of European elections 4) Classification of heterogeneous data related to microcomputers 5) Group technology in production management 6) Juvenile gelinquency They are covered by the S1X chapters of this book in the following systematic way: a) firstly, a presentation of the problem is given in the original context of the relevant discipline (Medicine, archaelogy, politics, marketing, production and education); b) Secondly, we present the solution found by people who presents the problem; c) thirdly, we find the other retained solutions among the most significative ones; v vi PREFACE d) finally, a short conclusion compares the different approaches. The diversity of the six selected problems clearly shows that Data Analysis can be used for solving a wide variety of problems. Moreover, the fact that each problem is approached by several dif- ferent way - at least two - also shows that, in general, a \"univer- sal\" statistical method does not exist.
