Saturday, 15 April 2017
Discrimination Sayings and Quotes
Below you will find our collection of inspirational, wise, and humorous old discrimination quotes, discrimination sayings, and discrimination proverbs, collected over the years from a variety of sources.
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There should be no discrimination against languages people speak, skin color, or religion.
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Discrimination has a lot of layers that make it tough for minorities to get a leg up.
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Discrimination is a disease.
No change can come if those who are impacted the most by discrimination are not willing to stand up for themselves.
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I have a dream that my four little children will one day live in a nation where they will not be judged by the color of their skin but by the content of their character.
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If you believe that discrimination exists, it will.
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How I wish we lived in a time when laws were not necessary to safeguard us from discrimination.
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It is not discrimination to treat different things differently.
Humans are naturally elusioned in discrimination; it starts when we look for the first time in mirror.
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Discrimination is discrimination, even when people claim it's "tradition.
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Reducing a group to a slur or stereotype reduces us all.
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At the end of the game, the king and the pawn go back in the same box.
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Men's skins have many colors, but human blood is always red.
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White, black and yellow men - they all cry salt tears.
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When you introduce discrimination of any kind, it's anti-innovative.
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We should be doing our utmost to ensure that all are protected against discrimination.
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I believe in human beings, and that all human beings should be respected as such, regardless of their color.
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Love, all alike, no season knows, nor clime, nor hours, days, months, which are the rags of time.
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Hating people because of their color is wrong. And it doesn't matter which color does the hating. It's just plain wrong.
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And each of us can practice rights ourselves, treating each other without discrimination, respecting each other's dignity and rights.
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Our true nationality is mankind.
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Achievement has no color.
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No one is born hating another person because of the color of his skin, or his background, or his religion. People must learn to hate, and if they can learn to hate, they can be taught to love, for love comes more naturally to the human heart than its opposite.
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The color of the skin is in no way connected with strength of the mind or intellectual powers.
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When we're unemployed, we're called lazy; when the whites are unemployed it's called a depression.
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Be nice to whites, they need you to rediscover their humanity.
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The way to stop Discrimination on the basis of race is to stop discriminating on the basis of race.
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It is often easier to become outraged by injustice half a world away than by oppression and Discrimination half a block from home.
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The law prohibits Discrimination on the basis of race, gender, marital status, political beliefs, disability, or age, and the government effectively enforced these prohibitions.
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Discrimination due to age is one of the great tragedies of modern life. The desire to work and be useful is what makes life worth living, and to be told your efforts are not needed because you are the wrong age is a crime.
these guidelines can help to prevent discrimination at work
The following guidelines can help to prevent discrimination at work:
1. Leadership Commitment
First and foremost, the leaders of a company or organization, including the owners, executives and senior managers, must personally commit to promoting and creating an environment and culture which does not tolerate discrimination in the workplace. When employees see that the leaders of a company or organization are committed to such principle, they are less likely to engage in such conduct and if they do, they know they may face potentially severe consequences.
2. Strong Policies and Procedures
Employers must establish a strong policy against harassment and discrimination which defines and provides examples of what constitutes such conduct. If the employer’s business is part of a unique industry such as the restaurant, retail or manufacturing business, the policy should include examples which are applicable to that workplace or industry. This will ensure the policy has meaning beyond words.
3. A Clear Reporting Process
The policy also should include a clear process for employees to report claims of discrimination. For example, the policy might state something to the following effect: “Should an employee feel that he or she has been the victim of discrimination or harassment, the employee should immediately report the claim to his or her supervisor or to X person in the Human Resources Department”.
Employers might also consider implementing a third-party compliance hotline where employees can make reports of discrimination, as well as other claims and issues, particularly if the employee does not feel comfortable making the report to any manager or supervisor internally.
4. A Clear Investigation Process
The policy also should include a clear overview of the employer’s investigation process. The policy should express the employer’s commitment to conducting an immediate and thorough investigation and to taking any remedial action, where necessary.
5. No Retaliation
The policy also should ensure employees that they will not be retaliated against for making claims of discrimination or harassment and that the employer will take all steps to protect the employee and their confidentiality.
6. Training
Perhaps the most important element of a strong prevention program is regular training both for managers and employees. The training can be conducted by lawyers or trained human resources professionals or through a recognized online training source. Employers should examine their organizational culture and environment to determine what is the best training option for their employees. Whatever decision the employer makes, it should ensure the training is conducted on a regular basis – at least annually as a best practice.
Although claims of discrimination and harassment are on the rise, they can be limited and their impact can be minimized where employers commit to having a ZERO tolerance environment for discrimination
, along with implementing the necessary policies, practices, tools and training to support that commitment.
1. Leadership Commitment
First and foremost, the leaders of a company or organization, including the owners, executives and senior managers, must personally commit to promoting and creating an environment and culture which does not tolerate discrimination in the workplace. When employees see that the leaders of a company or organization are committed to such principle, they are less likely to engage in such conduct and if they do, they know they may face potentially severe consequences.
2. Strong Policies and Procedures
Employers must establish a strong policy against harassment and discrimination which defines and provides examples of what constitutes such conduct. If the employer’s business is part of a unique industry such as the restaurant, retail or manufacturing business, the policy should include examples which are applicable to that workplace or industry. This will ensure the policy has meaning beyond words.
3. A Clear Reporting Process
The policy also should include a clear process for employees to report claims of discrimination. For example, the policy might state something to the following effect: “Should an employee feel that he or she has been the victim of discrimination or harassment, the employee should immediately report the claim to his or her supervisor or to X person in the Human Resources Department”.
Employers might also consider implementing a third-party compliance hotline where employees can make reports of discrimination, as well as other claims and issues, particularly if the employee does not feel comfortable making the report to any manager or supervisor internally.
4. A Clear Investigation Process
The policy also should include a clear overview of the employer’s investigation process. The policy should express the employer’s commitment to conducting an immediate and thorough investigation and to taking any remedial action, where necessary.
5. No Retaliation
The policy also should ensure employees that they will not be retaliated against for making claims of discrimination or harassment and that the employer will take all steps to protect the employee and their confidentiality.
6. Training
Perhaps the most important element of a strong prevention program is regular training both for managers and employees. The training can be conducted by lawyers or trained human resources professionals or through a recognized online training source. Employers should examine their organizational culture and environment to determine what is the best training option for their employees. Whatever decision the employer makes, it should ensure the training is conducted on a regular basis – at least annually as a best practice.
Although claims of discrimination and harassment are on the rise, they can be limited and their impact can be minimized where employers commit to having a ZERO tolerance environment for discrimination
, along with implementing the necessary policies, practices, tools and training to support that commitment.
Thursday, 13 April 2017
Effects of Discrimination
Like abuse and bullying acts, there are effects and consequences and no one wins. Here are a few:
The Victim
discrimination effect Physical and emotional impacts:
Exclusion or rejection directed to you by others for reasons that you often have no control of can cause extreme worry to an individual. It results in anxiety, sadness, depression and a feeling of guilt and emptiness. These often translate into depression, loss of interest, eating disorders and stress-related ailments.
Discrimination and victimization leave the individual confused and broken.
They may take to alcohol or drugs, or may form their own opinions on others, develop a hatred for others, or withdraw from people.
It can affect them financially, may lose their job, quit school or do poorly at school.
The Victim
discrimination effect Physical and emotional impacts:
Exclusion or rejection directed to you by others for reasons that you often have no control of can cause extreme worry to an individual. It results in anxiety, sadness, depression and a feeling of guilt and emptiness. These often translate into depression, loss of interest, eating disorders and stress-related ailments.
Discrimination and victimization leave the individual confused and broken.
They may take to alcohol or drugs, or may form their own opinions on others, develop a hatred for others, or withdraw from people.
It can affect them financially, may lose their job, quit school or do poorly at school.
the definition of discrimination
In human social affairs, discrimination is 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 the person or thing is perceived to belong rather than on individual attributes. This includes treatment of an individual or group, based on their actual or perceived membership in a certain group or social category, "in a way that is worse than the way people are usually treated". It involves the group's initial reaction or interaction going on to influence the individual's actual behavior towards the group leader or the group, restricting members of one group from opportunities or privileges that are available to another group, leading to the exclusion of the individual or entities based on logical or irrational decision making.
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A survey about discrimination done by Mama Anisa School . Al Ahmadi zone
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In human social affairs, discrimination is treatment or consideration of, or making a distinction in favor of or against, a person or thing ...
