Importance of Age Discrimination in Employment Regulations

Importance of Age Discrimination in Employment Regulations Abstract This dissertation discusses the rationale for age discrimination legislation, examining both evidence of age discrimination and incentives for employers to discriminate based on age. Questions concerning the justification for and effectiveness of age discrimination legislation are likely to become progressively more significant in light of a rapidly aging population in the United Kingdom, and an often misunderstood and victimized youth. This dissertation presents a summary, critical review, and synthesis of age discrimination legislation. At the outset, it traces out the background of age discrimination and discusses implementation of the new law. It then reviews the existing research on age discrimination in relation to younger and older workers- research which addresses the rationale of legislation, its effectiveness and criticisms. Finally, it looks for answers from the United States and draws a conclusion. In writing this dissertation it was found that empirical tests and certainly commentary on age discrimination were far less numerous, more varied and sometimes less direct than those relating to race or gender discrimination. Neumark believes that there are two reasons for this: research on age discrimination had and continues to have less urgency, because older groups generally do not suffer the sizable pay differences associated with gender and unemployment rate disparities, and; regression-based empirical methods for gender and race are not thought to affect productivity as with age discrimination.[1] Introduction Discrimination: Treatment and Equality Unfair discrimination takes several forms, some more invidious than others. Fortunately, the Framework Directive forbids both direct and indirect forms of discrimination. Direct discrimination arises, for example, where due to the victim’s gender, age, ethnicity, disability or sexual orientation, that individual would not be treated with the same opportunities and benefits as another individual in comparable situations. In other words, direct discrimination is where an individual is treated less favourably on a forbidden ground, such as age, than another person would be treated. Indirect discrimination on the other hand, occurs where a seemingly neutral practice or rule puts individuals of a particular age, for example, at a specific disadvantage compared with other individuals, and where it is not objectively justifiable. On this basis, two central components relating to discrimination emerge: treatment and equality. The treatment component suggests that discrimination is often due to the failure to treat a person as an individual: The point is not always appreciated by those who write about discrimination, perhaps particularly by those writers who lack personal experience of discrimination. To them it is a puzzle that the remedy for discrimination is seen politically as a matter of groups rather than individuals, for in the traditional debates of liberalism, the wrongs of inequality of opportunity, for instance, are wrongs done to individuals and the remedies are equally atomistic. But discrimination has displaced simple injustice in the language of social and political oppression precisely where it transcends the individualism of traditional liberal values and acknowledges that group-related wrongs are in issue †¦ The issues here are often obscured by the valid assertion that discrimination is what it is in virtue of treating someone as a member of a group rather than as an individual. In contrast, in allocative situations the proper thing to do is to allocate by the merit, ability, need, capacity of the individual concerned rather than on the basis of average (or stereotyped) properties of members of that group †¦ In this sense discrimination is the failure to individuate, that is to treat on an individual basis.[2] Nonetheless, it is the principle of equality which underpins anti-discrimination legislation. Bernard Williams propounds the idea that the central ethical basis of discrimination seems to be that even though human beings may be unequal in their skill, intelligence, strength or virtue, ‘it is their common humanity that constitutes their equality.’[3] All of us share common humanity and are entitled to be considered equally on the grounds of individual merit rather than on the grounds of group stereotypes or suppositions. Nowadays, this is not simply a moral idea but it is also an economic and social necessity.[4] Furthermore, the demands of our modern technologically progressive society for a skilled and working population imply that it is not only unfair but economically damaging to discriminate unduly on the grounds of generalisations and stereotypes. This point was expressed succinctly be Andrew Smith MP, the Minister for Employment, Welfare to Work and Equal Opportuni ties: To base employment decisions on pre-conceived ideas about age, rather than on skills and abilities, is to waste the talents of a large part of the population. In ten years time, for example, more than a quarter of the workforce will be aged over fifty. This is a huge resource- for businesses and for the country- which could be wasted unless we tackle the way stereotypes based on age wrongly exclude people from jobs and training. It is a resource that we cannot afford to waste.[5] Age Discrimination The Age Discrimination in Employment regulations, taking effect in 2006 will make discrimination on the grounds of employment unlawful. Currently, however, discrimination on the grounds of age is not unlawful in the United Kingdom, insofar as it does not amount to discrimination on other grounds, for example sex discrimination. In Secretary of State v Rutherford, for example, a man, who was aged 67, was dismissed by his employers on redundancy grounds.[6] Any person older than 65 years, in conjunction with Sections 109 and 156 of the Employment Rights Act is not entitled to redundancy payment. In the Employment Tribunal’s opinion, a higher proportion of males worked beyond retirement age than women, therefore, the legislation was seen to be discriminatory against men. Although the judgement was reversed, the case clearly illustrates the relationship between age and sex. Preceding the 1997 general election, the Labour Party was faithful to age discrimination legislation. However, following the General Election, it was decided that a non-statutory route was more favourable. It was thought that ‘on balance, there was no consensus of opinion on legislation and a strong case for legislation was not made during the consultation.’[7] Thus, following a consultation, the Government introduced the Code of Practice on Age Diversity on Employment in 1999, rather than legislation on age discrimination. This tactic was a failure, as the following survey suggests. A survey was conducted in 2000 on the Code of Practice on Age Diversity in Employment. Of 800 companies interviewed in a Department for Education and Employment survey, only 1% introduced a change as a direct result of the Code of Practice on Age Diversity in Employment and just 4% believed that a future change was likely.[8] Two thirds, 68%, of the respondents believed that a future change linked to the Code was unlikely, with a quarter, 27%, uncertain as to whether they will introduce the change or not. The main reason given for no change was the credence that their company practice and policy already meets the guidelines. The survey intended to cover a cross section of randomly selected employers, with results weighted to imitate the profile of companies in Great Britain. When asked directly about the Code, 29% of companies were aware of the Code, with awareness being notably higher in large companies, where 60% were aware of it. Nonetheless, only a quarter, 23%, who knew of the C ode had actually seen a copy of it. In one survey, 86% of all respondents favoured a statutory approach to age discrimination in employment, compared with 13% preferring a voluntary one.[9] Gender and race discrimination have been the principal focus of researchers studying discrimination and are thus by far the most vociferously debated. Nevertheless, a comprehensive analysis and understanding of age discrimination is crucial. The simplest definition of age discrimination, which highlights much of the empirical work on race and gender discrimination, is aversion on the part of employers for hiring from precise subgroups of the population, as in the Becker employer discrimination model.[10] Neumark believes that such ‘discriminatory tastes are most easily interpreted as based on animus.’[11] He also states that discrimination may be based on ‘incorrect stereotypes,’ which cause employers to treat employees differently, for instance due to age; a feature which is isolated from productivity or costs.[12] That said, Neumark recognises differential treatment based on age for reasons other than animus or stereotypes, but warns that interpreting whet her such treatment is discriminatory is notoriously complex.[13] The tension lies in distinguishing between differential treatment based on age and factors that happen to be related to age but are not necessarily driven by age related considerations per se. The Government’s consultation document failed to sufficiently define age discrimination; it simply stated: It is hard to define age discrimination succinctly. The consultation made it clear that there can be both direct and indirect forms of age discrimination in employment. The most obvious forms are where people held strong, stereotypical views about a person’s capabilities to do a job or to be developed because of their age.[14] There is an inherent difficulty with arriving at an acceptable definition because the concept of discrimination implies that there is a discrete group who are being discriminated against, yet, in the context of age discrimination, ‘everyone has some age.’[15] In other words, to define age discrimination in terms of discrimination on the basis of age is unacceptable, because it identifies the discrete group as the entire population. The Government’s consultation document does not define these distinct groups but speaks of discrimination as it affects large numbers of workers. As Sargeant notes, the mistake with this approach is that it fails to recognize solutions which might be age specific, for example, the solutions for discrimination against younger workers might be different to the discrimination against older workers.[16] A comparative analysis of age discrimination in the European Community offers the following definition: Direct discrimination: measures targeted at older workers based solely on grounds of age, and no other factors, such as abilities or health. These measures use specific age limits to exclude older workers from, for example, training and employment schemes, or from applying for jobs †¦ Indirect discrimination: measures which are not directly age-specific, but which have disproportionately negative impact on older workers, compared with other age groups. This hidden discrimination usually has the most widespread negative impact on older workers in employment.[17] However, age discrimination does not take place simply in relation to older workers; it also takes place in relation to younger workers also, as the following discussion will demosatrate. Main Body The New Law The age component of the European Employment Framework Directive is to be implemented by the United Kingdom Government in October 2006. Consultation was resolved in October 2003. The Regulations are intended to afford protection for a number of different categories: people who are working (including agency workers and self employed workers); work applicants; people undertaking for or applying for employment training; people undertaking or applying for further education or higher education courses; members, or applicants for membership, of trade unions or a trade or professional bodies. The protection will apply to both direct and indirect discrimination, including victimisation and harassment. The current state of the transposition of the age discrimination provisions vary from member state to member state. Some member states, including the United Kingdom, have utilised a delay in transposition, taking advantage of the provision outlined in Article 18. The United Kingdom government has taken an approach that includes both detailed consultation and active awareness raising; which is welcome. It is also reviewing wider equality issues and has sought a delay to enable it to embark on this work. For this reason, there is considerable uncertainty over the detail of the age legislation because it is not known how the government will implement Article 6 of the Directive Article 1 Equal Treatment and Employment and Occupation Directive, provides that the purpose is to provide a general framework for combating discrimination in relation to a number of grounds including age.[18] The Directive does, however, cover a number of other areas besides age. The Preamble refers to equal treatment and the right to equality before the law and protection against discrimination, as recognised by the UN and ILO declarations. Article 3 informs that Article 1 will apply in relation to conditions such as access to employment, access to vocational training, employment and working conditions and membership of employers’ or workers’ organisations. Article 4 permits the discretion that a difference of treatment may be justified where there is a ‘genuine and determining occupational requirement, provided that the objective is legitimate and the requirement is proportionate.’ Article 6 refers to justifications in differences of treatment due to age. It follows that differences in treatment may be justified if ‘they are objectively and responsibly justified by a legitimate aim including legitimate employment policy, labour market and vocational treatment.’ Examples of such differences were provided as: where there are special conditions for access to employment and training, including dismissal and remuneration for young people, older workers and persons with caring responsibilities in order to promote their integration into the workforce; fixing minimum conditions of age, professional experience or seniority for access to employment or certain advantages that are linked; fixing a maximum age limit for recruitment which is based either on the training requirements of the post, or the need for a reasonable period before retirement. In order to set in context the problem of age discrimination and therefore the benefits of the new legislation, it is necessary to refer to statistical evidence. One in four people in their fifties and sixties report that they have experienced discrimination in work or when applying for a job[19] and one in five people are discouraged from applying for a job due to ageist recruitment advertisements.[20] In addition, almost a million people over fifty who would like to work are not working.[21] The Government estimates that the economy will benefit by over  £1 billion during the first twenty years with the new age legislation.[22] Similar figures are mirrored in an interview of 150 people, where 78% of older workers, who had been victims of ageism, said that the experience continued to stay with them and ‘scar’ their lives.[23] The same survey revealed that 71% found that ageism effected their mental wellbeing, with one in three believing that it had affected their marr iage. The delay in transposition of the Directive, in terms of the United Kingdom government, was taken in order to enable it to conduct consultation and awareness- raising. In this respect, AGE has called upon the member states to establish an independent body with powers to promote awareness and ensure compliance on age. The Directive does not make such a provision but it is undoubtedly important for employers to receive advice and guidance. The United Kingdom government has created an advisory group on the Directive, from a range of stakeholders and a taskforce on the creation of the Equality and Human Rights Commission. These bodies intend to compliment the government’s Age Positive Campaign, to promote positive attitudes amongst employers. BT has welcomed the new legislation, already instigating a proactive approach to employing older workers: A work environment that actively supports all our employees is central to BT’s culture, and equality of opportunity- regardless of gender, race, sexual orientation, disability or age- is championed throughout the company †¦ Encouraging diversity and developing an inclusive culture is vital to our strategy of creating customer-focused business †¦ Promoting diversity and inclusion is for us a way of establishing a meritocracy within the company and is a means of ensuring that we have the right people in the right jobs. In many ways our commitment to diversity and equal opportunities has gone beyond the business case.[24] It has introduced a portfolio of flexible options to support a decade of retirement for its employees and this has seen an increase in its proportion of employees aged over 50 from 13% to 24% in three years.[25] If this is an indication of support by employers about the new legislation, it is to be welcomed.[26] Such rapid and early changes are highly advantageous to employers, since they can gain a comprehensive insight of the laws in advance and are thus more likely to avoid claims of age discrimination and associated costs. Certainly, the United Kingdom, along with other industrialized countries, has a rapidly ageing population. Therefore, age discrimination legislation will become increasingly more important. In 1971, half of the population was aged under 34.1 years,[27] with the median age rising to 38.4 years in 2003.[28] This is owing to declines in both fertility rates and mortality rates, for example, between 1971 and 2003, the number of under-16s fell by 18% while the number of people aged 65 and over rose by 28%.[29] [30] Continued population ageing is inevitable during the first half of this century, since the number of elderly people will rise, as the relatively large numbers of people born after the Second World War and during the 1960s baby boom became older.[31] Indeed, projections suggest that the number of people aged 65 and over will exceed the numbers aged 16 from 2013. [32] Furthermore, the working age population will also fall in size as the baby-boomers move into retirement and since relatively small numbers of people have been born since mid- 1970s.[33] Another report, by the Organisation for Economic Cooperation and Development claimed that if nothing is done soon, standards will fall.[34] This is one demographic argument in favour of the new legislation: there is a need to retain older workers in the workforce, because there will be a reduction in the number of young people entering it. The other demographic argument is to raise the retirement age, so as to stop people becoming an economic burden on a reducing workforce.[35] Never before has age discrimination legislation been so essential! It was reported in Equal Opportunities Review that the Irish Labour Court awarded  £6,000 to a legal secretary, who claimed that she had been discriminated against on the grounds of age.[36] At the time of the hearing, Ireland was the only European country that had protection against age discrimination in its employment legislation. The case represents the first age discrimination case to be decided by a European Court. It therefore presents favourable optimism for enforcing the new legislation.[37] The complainant was employed by a law firm, as a legal secretary for eleven months. The complainant alleged that her dismissal was due to the respondent’s decision to employ a younger person. The dispute was initially based on whether the complainant was a temporary or permanent employee, but she had never been presented with a written contract of employment and the court motioned that, in any case, this was of no value if the reason for her dismissal was based on age. The Court discovered that, prior to the complainant’s dismissal the partners of the firm had decided to redesign the job, which meant being trained to provide a quasi-legal and secretarial service. It emerged that the complainant was not considered for the new job, despite her experience and suitability for the new post. The Court observed that the complainant’s dismissal was arose because the new post had been designed for a younger person and that, the complainant, by reason of her age, did not m eet the prerequisite. It was therefore held that the complainant was discriminated against by reason of her age. The new legislation is welcomed more so when one looks to current policies employed at work on age discrimination. From one report, it emerged that just over half of the employers- 63 out of 122 respondents- had a written policy mentioning age diversity.[38] The remainder of employers did not yet have a policy on age diversity or indeed age discrimination.[39] Where the policies did exist it emerged that age discrimination was just one part of a list of possible grounds of discrimination. An example of such a practice was characteristic of Nottingham Primary Care Trust.[40] Age was included in the equal opportunity policy stating, ‘no employee or job applicant receives less favourable treatment on the grounds of sex, age, race, martial status, disability, religion, sexual orientation, sexual assignment, creed, colour, nationality, ethnic or national origins.’[41] It also emerged from the report that 30% of organisations in the public sector had an age policy, and public sector organisations formed just 23% of the respondents.[42] Just 27% of the respondents adopted the government’s Code of Practice, despite an increasing number, 63%, being aware of it.[43] Furthermore, it was found that just 56% monitored the age profile of their workforce.[44] However, although legislation is an important start, combating discrimination also needs a broader approach. Indeed, the Directive explicitly calls on the member states to consult with stakeholders when transposing the Directive. In addition to legislation, member states should develop initiatives to inform individual workers and employers about their new rights and responsibilities, and to change employer and social attitudes towards age issues. Without this, the Directive will be less effective, as the House of Lords observed: Few employers operate overtly ageist recruitment and retention policies (except in so far as they use fixed retirement ages). Age discrimination is frequently the unconscious outcome of an employer’s more general human resource management policy and procedure †¦ the eradication of unconscious discrimination will require a fundamental cultural change on the part of employers and workers.[45] Failure to acknowledge the new legislation, coupled with its novel influence, could create ‘an explosion of unnecessary tribunal cases,’ according to the CBI.[46] The Employers Forum on Age claims that employers could be exposed to litigation costs for unfair dismissal and discrimination claims of up to  £193 million in the first year of the legislation alone.[47] A survey of 500 firms revealed that two-thirds of firms observed a rise in dubious employment tribunal claims and that companies feared the problem will escalate with the implementation of the new age legislation. Certainly, John Cridland, the CBI deputy director general, remarked: ‘In the current compensation culture, there’s a risk that people will take advantage of legal clarity.’[48] 44% of companies have little confidence in employment tribunals, believing the system to be ineffective.[49] This, of course, has the knock-on effect of costly charges of discrimination claims being brough t by employees. In order to prevent such costly proceedings, United Kingdom businesses should prepare and protect themselves in advance of the age discrimination legislation, just as BT has done. Combating age discrimination is certainly a new concept for many member states, indeed the United Kingdom. There is evidence that a number of governments and social partners do not yet recognize the reality of age discrimination and perceive it as similar to the other grounds of discrimination.[50] Certainly, one powerful criticism is that the Directive takes a negative and retrospective approach to discrimination, in line with other areas of discrimination protection. It appears that the extensive use of the discretionary power within Article 6 of the Directive, seeks to validate differences on the grounds of age as a legitimate criterion for discrimination.[51] The fact that these exceptions were spelled out in the Directive is interesting. Sargeant believes that it is perhaps indicative of the way that age discrimination should be treated differently from other types of discrimination.[52] Sargeant continues: There appears to be an economic or business imperative that suggests that more harm will be done if discrimination does not take place, rather than an imperative that states that age discrimination is wrong and can only be justified in exceptional circumstances. Effectively, widespread discrimination is to be allowed to continue except those forms which are held not to be for the economic good of the business.[53] The lack of understanding on the issue, is highlighted in the prevalent malpractice among member states, for example, age limits in human resource management.[54] In its report on EU Proposals to Combat Discrimination, the House of Lords Select Committee was highly critical of the draft Framework Directive’s failure to tackle discrimination effectively, particularly in relation to Article 6.[55] In the Committee’s opinion, the draft failed: To achieve the Commission’s goals of providing clear limits and certainty in the field of age discrimination. As drafted, there is a strong possibility that it would do more harm than good, effectively legalising age discrimination throughout the Community. There appears to be no coherent pattern in the list of justifications. Equally, it is unclear what ages will be covered, and what comparisons will apply in judging age discrimination. The draft framework Directive will give no protection to the growing proportion of the population which is over the age of retirement. It appears that the determination to tackle age discrimination is not uniformly strong. It is therefore vital that the Action Programme and similar measures should place particular emphasis on building awareness of the issue. At the same time the government should seek to ensure that any exceptions to the principle of equal treatment irrespective of age are clearly defined and justified. There have been minor improvements in the drafting of the Directive, but the substance of the criticisms remain. A wide latitude is given to the member states about the scope and limits of the legislation and there is a concern about the effectiveness of the right in the sanctions for infringement that are ‘effective, proportionate and dissuasive.’[56] Moreover, dilemmas are resulting from an uneven transposition. As stated previously, some member states have asked for a delay in transposition. Whilst the United Kingdom’s reasons may be justified, this undermines the essence of a Directive. A Directive aims to regularize the legal systems of member states, insofar as possible so that the same material conditions are in force throughout. A Directive is binding on the member states as regards the overall objective to be achieved. A recent case suggests why States need to work closely on these issues. Easyjet and British Air Line Pilot’s Association, have reported a complaint that three member states have banned pilots over the age of 60 from their airspace, due to health and safety grounds, despite there being no correlation with any other countries in the European Union. To emphasise this point further, in some Member States, such as Germany, Portugal, and Luxembourg, there has been little or no progress reported in the transposition process.[57] In other member states, such as France, Italy and Austria, there has been technical compliance with the legislative requirements of the Directive but nothing to promote awareness of age discrimination and engagement of stakeholders.[58] Other member states, such as Ireland and Belgium, have widened the scope of the legislation into the field of goods and services, while others, notably the United Kingdom, have asked for a delay.[59] It seems that the Council has missed the opportunity to adopt a single unified Directive, which is not on miscellaneous grounds.[60] On the other hand, the House of Lords have expressed their anxiety in relation to implementing the new legislation in such a short time frame and that the delay is not long enough: We are concerned that the timescale for the implementation of the legislation on age discrimination will allow employers and workers at most two years to revise their procedures and expectations to conform with the new legislation. This is a very short period given the scale of the cultural shift required, and it may impose a part

Fast Food Restaurants Essay

The blame for obesity is almost always placed on fast food restaurants alone. However, the rise in obesity is contributed by several factors – a change in lifestyle, less exercise, bigger food portions and targeted marketing. To be fair, the presence of fast food industry is fueled by a major change in the lifestyle of today’s generation. The advancement of technology and modern appliances has changed the way we live, harming us in some ways. We drive to work or school instead of walking or cycling. We sit in front of the computer or television for long hours instead of running at the neighborhood with friends. The same goes with our choice in diet. Rather than preparing meals in the kitchen, we would opt for a convenient and time-saving meal at the fast food restaurant (Nutracheck. co. uk, n. d. , para. 9). Eating at fast food restaurants eventually becomes an acceptable trend in the current society even though most people are well aware that fast food is bad for them (Whatscookingamerica. net, 2002, On the Other Hand section, para. 2). This comes down to a matter of choice and individual’s responsibility. For our part, we decide on what we eat and we are responsible for our choice (Nutracheck. co. k, n. d. , para. 10). We are responsible for the choice we made, not the company that provides the food (Whatscookingamerica. net, 2002, On the Other Hand section, para. 2). In a typical family setting, one would discover that both husband and wife are working. Otherwise, they would not be able to afford to buy a house or even fund their children’s higher education. With more women joining the workforce, they no longer have the luxury of shopping for fresh grocery at the local market and preparing healthy meals for the family (Whatscookingamerica. net, 2004, How We Got So Fat section, para. ). In order to feed their families, these women have not much choice left but to opt for buying fast food. This is the easiest, most convenient and most affordable option for most families. The children from these families grew up eating processed food and this would have influenced their eating choices as they become adults. Furthermore, most people are just not getting enough exercise to burn off the extra calories ingested daily (Whatscookingamerica. net, 2004, How We Got So Fat section, para. 7). Thirty minutes of daily vigorous activity is good enough to w ard off heart diseases. However, at least one hour of physical exercise is necessary to burn off the extra calories gained daily (Protraineronline. com, 2011, para. 10). Insufficient exercise coupled with a less physical lifestyle and high-calories diet would only mean that the population grows fatter each day. On the individual level, we are responsible on the amount of calories ingested and burned on a daily basis (Protraineronline. com, 2011, para. 18). If we willingly choose to consume high-caloric fast food yet we do not bother to burn off the extra calories, then we can only have ourselves to blame if we become obese. Having said all that, fast food restaurants deserve to take in a huge part of the blame for obesity. They made unhealthy food so cheaply and readily available to the population (Nutracheck. co. uk, n. d. , para. 3) and yet most of them do not bother to warn their customers of the unhealthy food served (Whatscookingamerica. net, 2002, On One Hand section, para. 3). Most consumers do not know what is being served to them – they are ignorant of the hazardously high sodium, sugar and fat content in the food served. To make matters worse, fast food restaurants are also serving bigger portions compared to a decade ago. The fast food industry is facing a stiff competition. Since it costs just a little bit more to serve a large portion compared to a medium portion, â€Å"supersizing† became a common practice especially for fast food chains like McDonalds, Burger King and Wendy’s (Whatscookingamerica. net, 2004, How We Got So Fat section, para. 5). The burgers served are oversized, fries come in extra-large servings and the soda drinks are bottomless (Whatscookingamerica. net, 2002, para. 2). Then again, even if fast food restaurants offer â€Å"super-size† portions, customers are not forced to double their potion (Nutracheck. o. uk, n. d. , para. 8). They can still opt for the normal size serving. Fast food restaurants are also to be blamed for disseminating wrong messages about diet and nutrition in television advertisement targeted towards children (Nutracheck. co. uk, n. d. , para. 7). In these television advertisements, children are convinced to eat processed food that is really bad for them. Fast food restaurants take advantage of the fact that children are more susceptible to marketing campaigns and they cannot decide on what is best for them to eat since they are not as well informed as adult consumers (Nutracheck. o. uk, n. d. , para. 7). Hence, the fast food industry is clearly the culprit of the growing obesity problem among children. In conclusion, the responsibility of choosing healthy food and getting daily exercises lies in every individual to tackle the obesity problem. Meanwhile, fast food restaurants have to bear the blame of serving unhealthy food to their customers, â€Å"super-sizing† portions to retain loyal customers and making children the target of their sinister television advertisement.

China, Japan, Southeast Asia and the Global Economy Essay

To properly consider the impact of integrating with the global economy on China, Japan, India and Southeast Asia, it is useful to first define the global economy. When did it come into being? Frank (1998) posits that a global economy had existed since the start of the thirteenth century. Although financial flows were limited, there was a burgeoning exchange of commodities between Asian and European economies. Of the Asian economies, China and India stood out for the extensiveness of their trade links and magnitude of their trade volumes. Both countries traded with Southeast Asia, the Islamic world, the Mediterranean and European countries. In addition, China traded with the Middle East and North Africa. However, while the extant global†¦show more content†¦Japan was a large exporter of silver, copper, sulphur, camphor, iron, swords, lacquer, furniture, sake, tea and high quality rice. Southeast Asia was a major hub of entrepà ´t activity. There, Indian textiles, Japanese and American silver and Chinese silk and ceramics were traded for Southeast Asian pepper, spices, woods, resins, lacquer, tortoise shells, pearls and deerskin. The Indochinese countries, especially Vietnam, were also significant exporters of sugar. (Frank, 1998) In being part of the global economy, these countries allowed commercial forces to shape the structure of their economies. In many areas, the economic changes led to political ones. For example, agricultural trends were profoundly altered. Perdue (1999) presents Sucheta Mazumdars study of Guangdongs sugar industry as an example of how commercial forces transformed rural agricultural patterns in China. As foreign demand and exports of sugar grew, peasants reacted by switching from rice to sugar cane cultivation. Likewise, Indian peasants were quick to adapt to the new economic paradigm. Between 1600 and 1650, cultivators throughout Mughal India widely adopted tobacco and maize – valuable crops introduced to India by traders from the New World. In Bengal, Dutch purchases of cotton textiles, raw silk, saltpetre and opium rose from 150,000 florins in 1648 to 4.6 million florins in value in 1720 (Prakash, 1985, p. 70-71 inShow MoreRelatedAsian Rim Region Report : Geography And Demog raphy1010 Words   |  5 Pagesthe East Asia, and Southeast Asia, or Asian Pacific. East Asia can be defined either in geographical and cultural. Geographically, it covers about 12,000,000 km2, or about 28% of the Asian continent, about 15% bigger than the area of Europe. East Asia is one of the world s most populated places, with more than 1.5 billion people, about 38% of the population of Asia and 22% or over one fifth of all the people in the world. 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The Impact Of Diversity On The Workplace - 886 Words

Diversity in the workplace, in terms of gender, race, and other factors, is helpful, necessary, and even profitable, as shown by the four, black female engineers who accepted an award for the tech company Slack for TechCrunch’s â€Å"fastest rising startup.† No person’s physical identity should affect whether they get hired or not by an organization or business. In terms of getting hired, a person’s gender or race should not matter, as long as he or she has the right skills and tools for the job. In terms of running a company and hiring a position of power, however, I do not believe that diversity should be the main hiring factor. I believe the most qualified individual should get the job, regardless to if the company has met its diversity quota. I do believe that organizations and businesses should have quotas to meet in terms of how many women they employ. I think it is important that companies are not discriminatory in their hiring practices due to the gender of the applicant. Qualified applicants should be hired, regardless of if they are male or female. It is disappointing that women, who have the same college degrees, job experiences, work ethics, energy, and enthusiasm as men get paid $0.77 for every $1.00 a man makes, according to LA Times writer Shan Li. Companies should not turn away female applicants too, for the reason of their gender. A person’s gender cannot be controlled, unlike an education, criminal record, work experience, etc. However, I do not believe thatShow MoreRelatedThe Impact Of Workplace Diversity On The Workplace997 Words   |  4 Pages Workplace diversity is a term which describes the inclusion of people in the workplace regardless of their cultural differences such as gender, race and sexuality. Rather than disregarding them, diverse workplaces utilise these differences to widen the range of experiences and skills among their employees as stated by the Australian Breastfeeding Association (2012). 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Religion Is A Unity Of Spiritual And Physical - 1093 Words

â€Å"Religion is a system that proclaims an unseen order, and that our ultimate good lies in aligning ourselves with the unseen order.† Buddhism The truth in how the unseen order in Buddhism is the structure of human reality. It is the truth about ourselves and the truth in which we are as human beings. The truths in ourselves will often be unseen or unidentifiable often because our minds are distorted. As humans, we have these natural distortions and have a hard time seeing things in a clear perspective. Buddhism does assert that a supreme goodness does lie within a harmoniously level of adjustment within ourselves to see this hidden truth in which we would not see normally. In Buddhism, there is a path that is laid for harmonious adjustment and what it does consider is the truth in regards to the reality in our minds. In Buddhism life is regarded as a unity of spiritual and physical. Manifestations of the spiritual, the seen and the unseen are all a part of the same universal law of life. These manifestations of our spiritual and physical lives are one and of equableness. Buddhist meditation consists of developing a capacit y in our minds to rest and not be disturbed, on singly a perception of an object. Secondly, Buddhists meditation aims at the understanding of the true nature of things. Insightful meditation is about understanding the nature of the world and letting go. Bhagavad Gita 3.33 Even the wise man acts In accordance with his inner nature All beings follow theirShow MoreRelatedComparative Religions Encyclopedia Of The Jewish People1277 Words   |  6 Pages Comparative Religions Encyclopedia Kenneth Ayres period 1 A. Abraham: Abraham and the individuals that followed him and believed what he believed, were the founders of judaism. The history of the jewish people goes back to the bronze age, somewhere in the middle east. 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Accoutning Test Bank Free Essays

The Financial Accounting Standards Board employs a â€Å"due process† system which (Points: 5) has all CPAs in the United States vote on a new Statement. enables interested parties to express their views on issues under consideration. identifies the accounting issues that are the most important. We will write a custom essay sample on Accoutning Test Bank or any similar topic only for you Order Now requires that all accountants receive a copy of financial standards. 2. (TCO A) The IASB: (Points: 5) governs accounting standards in the U. S. is working on a convergence project with the FASB. sets the accounting standards for only European countries. lays only a minor part in accounting rule making throughout the world. 3. (TCO A) International GAAP, or i-GAAP: (Points: 5) has different standards than under U. S. GAAP. has some commonality with U. S. GAAP in many areas. is accepted by many countries throughout the world all of the above are true. 4. 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TCO A) Which of the following basic accounting assumptions is threatened by the existence of severe inflation in the economy? (Points: 5) Monetary unit assumption. Periodicity assumption. Going-concern assumption. Economic entity assumption. 13. (TCO D) One criticism not normally aimed at a balance sheet prepared using current accounting and reporting standards is (Points: 5) failure to reflect current value information. the extensive use of separate classifications. an extensive use of estimates. failure to include items of financial value that cannot be recorded objectively. 4. (TCO D) The amount of time that is expected to elapse until an asset is realized or otherwise converted into cash is referred to as (Points: 5) solvency. financial flexibility. liquidity. exchangeability. 15. (TCO D) The net assets of a business are equal to (Points: 5) current assets minus current liabilities. total assets plus total liabilities. total assets minus total stockholders’ equity. none of these. 16. (TCO D) Houghton Company has the following items: common stock, $720,000; treasury stock, $85,000; deferred taxes, $100,000 and retained earnings, $313,000. What total amount should Houghton Company report as stockholders’ equity? (Points: 5) $848,000 $948,000 $1,048,000 $1,118,000 17. (TCO D) The current assets section of the balance sheet should include (Points: 5) machinery patents goodwill inventory 18. (TCO D) An example of an item which is not an element of working capital is: (Points: 5) accrued interest on notes receivable. goodwill. goods in process. temporary investments. 19. (TCO D) Which of the following is not an acceptable major asset classification? (Points: 5) Current assets Long-term assets Property, plant, and equipment Deferred charges 0. (TCO D) The presentation of long-term liabilities in the balance sheet should disclose: (Points: 5) maturity dates interest rates conversion rights all of the above 21. (TCO D) Equity or debt securities held to finance future construction of additional manufacturing plants should be classified on the balance sheet as: (Points: 5) current assets. property, plant and equipment. i ntangible assets. long-term investments. 22. (TCO D) Treasury stock should be reported as a(n) (Points: 5) current asset. investment other asset. reduction of stockholder’s equity. How to cite Accoutning Test Bank, Papers

Child and Adolescent Nursing Samples †MyAssignmenthelp.com

Question: Discuss about the Child and Adolescent Nursing. Answer: Introduction Nursingis a key domain of health care, where the nursing staffs are responsible for ensuring the maximum health benefits and satisfaction of the patients. In this context, nurses are responsible for diagnosing the actual health issues of the patient followed by the prioritization of the key health issues, based on which the care plan is developed (Jeffries Jeffries, 2012). For this, effective communication skills are needed, through which nurses can communicate with the patient and patients family regarding patients health and other requirements. In this assignment, the focus is 10 years old boy and hisnursing diagnosis procedure, according to the standard nursing practice. With the help of clinical reasoning cycle, the case would be evaluated. Clinical reasoning cycle Considering the patient Jack is 10 years old boy, who have been brought to the emergency department by his father Andrew, upon falling from his bike, which caused injury to his left arm. Upon assessment, his arm was shown to be swollen and he appeared to be in considerable pain. For this Jack need a thorough assessment based on which the action plan would be built for him (Doenges, Moorhouse Murr, 2016). Collect cues The patient Jack is assessed thoroughly by the nurse and his vital signs were measures. For instance, upon admission, his respiratory rate was 32; oxygen saturation was 99; temperature was 37 degree C; with systolic pressure 136 mmHg, which was slightly high; capillary refill was less than 3 second; and pain score was 8, measured by FLACC pain scale. In respect to other vital signs, the blood pressure and pain score has been shown to be high enough (Doenges Moorhouse, 2012). Process information (Prioritizing initial assessment and nursing management) Jack has been fallen from his bike, while attempting to jump, causing a severe injury to his left arm. He has been shown to cry constantly, showing the evidence of his pain, which was measured to be 8 on pain score. He is restless and screaming due to pain, which has a relationship with his slightly high BP. Thus, while prioritizing his health issues, pain management would be the first concern. Moreover, upon initial assessment the triage nurse advised that surgery may be needed. For this neurovascular assessment and preparing Jack and his family are other two key priorities (Nieswiadomy Bailey, 2017). Identify issues/ problems Severe pain Pain management is a key issue for Jack, as upon admission, as the key constrain for Jack is his severe pain on his left arm. Swollen arm It is an important assessment and key constrain for Jack, as his left arm has been shown a significant swallowing, indicating towards neurovascular injury. Lack of knowledge regarding surgery Upon reviewing Jacks case and completing his initial assessment, Jack has been advised regarding the possibility of undergoing a surgery, for which neither Jack, nor his father was prepared. Thus, preparing them for Jacks surgery is crucial (Urden et al., 2017). Establish goal Pain management (NANDA Diagnosis- Domain 12 comfort) Take action Communication strategies with Jack and family Jack has undergone a severe injury on his left arm, which may need surgery. Thus, the nurses need to communicate properly with the patient as well as his parents, in order to ensure that they are also communicating freely with the health care facilities, to convey their needs. For this, a trustworthy relationship with Jack and his parents should be built by the nurse (Butcher et al., 2013). The nurse should show respect, dignity and empathy, while interacting with them, to ensure that their opinion and perceptions regarding Jacks condition are valued. The nurse is also liable to make them understand the need for the surgery, the pros and cons of the medical procedure, while collecting their consents for these. Use of paediatric pain scales in pain assessment In Jacks case, the paediatric pain scale that has been used for assessing Jacks pain is FLACC scale, which includes the assessment of face, legs, activity, cry and consolability scale. For each element of the scale, the score of 0 to 10 is provided, based on the childs condition. This pain scale would help to identify the intensity of his pain, according to which specific group of pain medication would be administered (Gordon, 2014). Upon injury, unlike an adult, a child may not be able to express his actual feeling or degree of pain he is undergoing. Thus, in order to confirm the degree of pain, the scale is suitable to be used for Jack. Jack scored 8 in this pain scale, indicting a massive pain. Pharmacology of analgesics for Jack As Jack has been scored 8 in FLACC pain scale, indicating severe pain, the initial responsibility of the nurse is to convey the information to Jacks physician and administer him with a pain medication, according to the physicians consultation. Considering Jacks young age, Non-steroidal anti-inflammatory drug like Ibuprofen should be administer to Jack, as it targets inflammation is also a concern for Jack (Al-Shaer, Hill Anderson, 2011). Initially, the dosage may be 600 mg trice daily, which may be reduced to 200-400 mg, based on his progress. Non-pharmacological methods of pain relief There are several non-pharmacological procedures for relieving Jacks pain. These include, interactive distraction, like showing his favourite toy, singing a song to him, allowing him to sit on his fathers or care givers lap; changing the position of Jacks arm frequently; continuously encouraging and praising him for his pain tolerance, giving relaxing massage, continuously providing support through building an homely environment and allowing his dear ones to give him spiritual support (Gulanick Myers, 2013). Neurovascular assessment The purpose of neurovascular assessment is to assess the adequacy of nerve function and blood circulation to different parts of the body, for detecting signs and symptoms of potential complications, arose as a result of Jacks injury. In this context, besides pain, other elements of the assessment are peripheral pulses, pallor, paresthesia and paralysis. Jacks pulse was mild, showing normal arterial flow (James, Nelson Ashwill, 2014). The next element is pallor, i.e. observation of skin colour. Jack was shown pale, indicating reduced blood circulation surrounding the area of injury. In this context, it is important to identify whether neurovascular and circulatory functions are normal or not. If the surrounding area of the injury is cool, it can be interpreted that the blood circulation is hampered. The next element is paresthesia, feeling of a sensation of numbness, tingling or prickling. However, in Jacks case, he had not lost sensation in his arm, as he cried out in pain, when the nurse attempted to move his arm a little (Johnston?Walker Hardcastle, 2011). The final element is loss of movement, i.e. paralysis, although no sign of paralysis was shown in Jacks case, rather he was feeling significant sensation and pain in his arm, which was not experienced, in case of paralysis. Based on the assessment, Jack was advised for surgery. Preparing Jack and his family for surgery Jacks triage nurse has been advised that based on his injury, Jack may need to undergo a surgery. However, being aware about the need for surgery, Jack and his parents may be nervous regarding the fate of the surgery and the post surgical normal health status of Jack. For this, the nursing staffs need to prepare the patient as well as the family members regarding his surgery; i.e. the type of surgery, the need for the surgery, the pros and cons of the surgery; whether there is health risk for Jack related to the surgery, the precautions needed the post surgical requirements for Jacks injury healing (Potts, Mandleco, 2012). While providing information regarding the surgery, the nurse should also provide contentious empathy and support to the family, encouraging them to understand the positive aspects of thee treatment procedure. The consent for the surgery would also be collected in written format from Jacks parents, for avoiding ethical concerns. Health promotion (Growth and development achievements of school aged child) For enhancing awareness off Jacks parents, a health promotion plan would be created for them, where the growth and development achievements of school aged child would be conveyed to them, in order to ensure that they have provided all the resources to Jack to achieve all the milestone in his growth and development period. For instance, in case of Jack, who is 10 years old, according to the Stages of Development theory by Erik Erikson, Jack is undergoing the stage of Industry vs. Inferiority (Hockenberry, Wilson Rodgers, 2016). At this stage of life, children busily learn to be competent and productive or feel inferior and unable to do anything well. In this context, his parents need to provide him more support not to feel inferior to his surrounding world, while addressing his additional physical needs for growth. Evaluation of outcomes The outcomes of pain management, surgery and continuous support would help Jack to heal his pain and injury faster. However, he also needs contentious support from the health care staffs. The non-pharmacological pain relief procedures would be helpful for Jack, helping him to cope with the situation (Hockenberry Wilson, 2014). Reflection Dealing with Jacks case, it has been revealed that nursing staffs needs to provide additional care, while handling a child with massive injury. It has also been revealed that pain assessment scales has a significant role in identifying appropriate degree of pain in paediatric care (Oliveira Lopes et al., 2012). Conclusion In this assignment, the case of 10 years old boy Jack, has been concentrated. Jack experienced injury in his left arm and with the help of clinical reasoning cycle, the key diagnosis issues has been identified for Jack, based on which appropriate care plan has been provided in this assignment. References Al-Shaer, D., Hill, P. D., Anderson, M. A. (2011). Nurses' knowledge and attitudes regarding pain assessment and intervention.Medsurg Nursing,20(1), 7. Butcher, H. K., Bulechek, G. M., Dochterman, J. M. M., Wagner, C. (2013).Nursing Interventions Classification (NIC)-E-Book. Elsevier Health Sciences. de Oliveira Lopes, M. V., da Silva, V. M., de Araujo, T. L. (2012). Methods for establishing the accuracy of clinical indicators in predicting nursing diagnoses.International journal of nursing knowledge,23(3), 134-139. Doenges, M. E., Moorhouse, M. F. (2012).Application of nursing process and nursing diagnosis: an interactive text for diagnostic reasoning. FA Davis. Doenges, M. E., Moorhouse, M. F., Murr, A. C. (2016).Nursing diagnosis manual: Planning, individualizing, and documenting client care. FA Davis. Gordon, M. (2014).Manual of nursing diagnosis. Jones Bartlett Publishers. Gulanick, M., Myers, J. L. (2013).Nursing Care Plans-E-Book: Nursing Diagnosis and Intervention. Elsevier Health Sciences. Hockenberry, M. J., Wilson, D. (2014).Wong's Nursing Care of Infants and Children-E-Book. Elsevier Health Sciences. Hockenberry, M. J., Wilson, D., Rodgers, C. C. (2016).Wong's Essentials of Pediatric Nursing-E-Book. Elsevier Health Sciences. James, S. R., Nelson, K., Ashwill, J. (2014).Nursing Care of Children-E-Book: Principles and Practice. Elsevier Health Sciences. Jeffries, P. R., Jeffries, P. R. (2012).Simulation in nursing education: From conceptualization to evaluation. National League for Nursing. Johnston?Walker, E., Hardcastle, J. (2011). Neurovascular assessment in the critically ill patient.Nursing in critical care,16(4), 170-177. Nieswiadomy, R. M., Bailey, C. (2017).Foundations of nursing research. Pearson. Potts, N. L., Mandleco, B. L. (2012).Pediatric nursing: Caring for children and their families. Cengage Learning. Urden, L. D., Stacy, K. M., Lough, M. E. (2017).Critical Care Nursing-E-Book: Diagnosis and Management. Elsevier Health Sciences. Watson, J. (2011).Nursing. University Press of Colorado.