Peruvian Animals
The Amazonian basin covers almost sixty percent of Peru. The jungles of Peru are inhabited by pumas, jaguars, and birds such as the macqua and the toucan. Some of the other unfamiliar creatures are the Incan hairless dogs, otherwise known as Peruvian Inca Orchid.
The Andean regions of Peru house the llamas and alpaca. The llamas are bred for the meat and the alpacas, for fur that is used for making wool. Birds in this country are also a diverse lot. The largest flying bird on earth is the condor, and it resides in this country. Condors have a wingspan of eight to ten feet. The specialty of these birds is that they can cruise along the skies for hours without flapping their wings even once.
Around four thousand species of butterflies are found in Peru. Many species of animals that are found in Peru are considered to be endangered species, and authorities are trying their best to save these species. The humpback whale is among the most vulnerable species that needs protection from hunters and fishermen. The Andean cat is also a member of the endangered species list.
Due to the varied geographical climate and terrain of Peru, its flora and fauna are diverse. The coastal regions have a varied sea life. The inland mountainous region is colder than the low-lying areas of the Amazon River. Furry seals make a pleasant picture on the beaches in the Pacific coastal regions of Peru. Pelicans and gulls can be found flying in Peru’s coastal skies.
Pink dolphins and the Andean spectacled bears are found near the Amazon River. The giant river otters are also a familiar sight near this river along with the Tapirs and howler monkeys.
The Peruvian government does not have the funds to conserve many of its endangered species. However, help is sought from foreign agencies to protect these species. Agencies such as the World Wild Life Fund sponsor the protection of these birds and animals.
Killing Psoriasis: The Power of the Dead Sea
Climatotherapy is a term used to describe the positive effects that a favourable climate can have on illness. When cows get ill with high-altitude sickness, their farmers send them downhill, and that’s called climatotherapy. This principle, which heals our mooing friends, also applies to humans, and in the case of psoriasis it means packing patients off to the Dead Sea.
Renowned for its powerful climatic healing properties, the it has become an oasis for those suffering from psoriasis. Every year it draws thousands of people from across the globe. Like those poor cows that feel better when they get to lower ground, the reason for the special healing power of the Dead Sea can also be found in its low-altitude level.
R.I.P Psoriasis
Located 423 metres below sea level, it is the lowest point on earth! This is great for psoriasis, but why? Being so low, there is a lot more atmospheric pressure on the Dead Sea. With the air being so thick, it means that more of the sun’s harmful UVB rays are filtered, which in turn means that people with psoriasis can sunbathe for longer periods without worrying about being sunburnt or getting skin cancer! The benefits of sunlight and phototherapy for psoriasis have been well-documented, and the Dead Sea is the only place where you’ll get a dose of healthy sunshine.
However, the sun is only the final uppercut in a series of punches that the Dead Sea throws against psoriasis. What would a trip there be without a dip in the water? As a hypersaline lake, it has a high concentration of salt – the saltiest of any body of water on this Earth. In comparison to the Mediterranean, which has 4% salt, the Dead Sea has 33.7%! The reason for this can be traced back to prehistoric times, when huge quantities of sediment sank to the seabed. Like a heavy rock in a bucketful of mud, they displaced and squeezed the salt deposits upwards. This has made the Dead Sea rich in minerals such as Magnesium, Potassium, Calcium, Chloride, Sodium and Bromide, which are also good for psoriasis as they help to nourish the skin.
The other effect of the sea salts is the natural buoyancy of the water – everything floats! Testaments to this can be found in any photo album from the area, with snapshots of tanned people floating on their backs, holding up a book or an open newspaper without a lilo in sight. However, whilst the saltwater is good for psoriasis, you don’t want to get any in the mouth – it’s like eating a saltshaker.
Doctors Have Proved It: The Dead Sea Treatment WORKS
If you’re doubting that the Dead Sea can help psoriasis, now’s the time to back up the claims with evidence. Many European healthcare services – such as those in Switzerland, Denmark, Austria and Germany, routinely pay for people with psoriasis to go to the Dead Sea. Why would they cough up the cash if it didn’t work? In terms of hard scientific proof, a number of clinical studies have been done. For example, the 46th volume of the International Journal of Dermatology details one study where 64 German patients with psoriasis underwent 28 days of sun exposure at the Dead Sea in the morning and afternoon – and the average improvement rate was 95%, with the average remission time lasting for over 5 ½ months! In another study conducted by Even-Paz et al, the PASI improvement rate was 87% (PASI stands for Psoriasis Area and Severity Index). Both of these staggering results show that the Dead Sea can have a very positive effect on psoriasis.
The Dead Sea When, Where & How
When going to the Dead Sea with the purpose of treating psoriasis, it is generally recommended that visitors stay for 2-3 weeks during April / May or September / October. During these two periods, the average temperature ranges from 29 to 36 °C, so you might want to put ice-cubes in your drinks. Most of the time, visitors access it either through Jordan from the East, or Israel from the West. Both countries have plenty of hotels with poolside tanning opportunities, designated beaches, rooftop solariums and other therapeutic treatments for psoriasis. Single hotel rooms can cost up to $250 per night, so always ask for a package discount if you have psoriasis and will be taking advantage of their treatments.
There’s nothing more to say really! The Dead Sea has a perfect combination of sun + relaxation + minerals + salt that stops psoriasis dead in its tracks.
How the Recession Affected the Hotel Industry
What is a recession? A recession is when the economic activity falls and the gross domestic product decreases for two consecutive quarters. Who was affected by a recession? The recession has affected most business from all over the world including the hotel industry. The less affected hotels were those in global markets and those that give out their services to leisure travelers. Leisure travelers continued traveling every year even during the recession.
As we mentioned above, the least affected hotels were those that cater to leisure travelers. On the other hand, business travelers changed their perspective on the amount of money to spend and the amount of trips to make. Some businesses are canceling meetings which are usually held in another country and are instead made using technology, like video conferencing. Video conferencing is quite cheap considering the expenses usually incurred when traveling which include flight, accommodation, food etc.
The most hotel businesses that had to change their traveling plans were those from the United States and from United Kingdom. Europe seems to have been less affected by a recession. Travelers continued traveling normally during this period and only saw a slightly less amount of traveling bookings made
How to survive a recession?
- Write a business plan and project how you are going to market and plan business expenditure correctly during the recession.
- Implement aggressive marketing. Make travelers think that they need to travel. Do your market strategy correctly and you will see good results.
- Cut out any unnecessary costs and invest in good expenditure.
- You may opt to rent equipment if you need to purchase new ones, it will be cheaper.
- Make on-line research, and surveys to check out and consider your competition. What do you need to do to win over them and keep clientele happy and maybe generate new businesses?
- Keep your current customers happy. Customer retention is very important since it will generate new business in the future. Previous customers will return back and will also spread the word about your hotel.
- Know your strengths and build on them.
Be smart in your business, carefully inspect every aspect of the running of the hotel and you will survive a recession.
Life In The Hot Sahara Desert
The Sahara Desert is the world’s largest hot desert and is spread across 8.6 million square kilometers in Northern Africa. The average year round temperature in Sahara exceeds 30°C with the temperatures rising above 50 degree centigrade during summers and the winter temperatures falling below freezing point. With the daily temperature variation fluctuating anywhere between the values -0.5 to 37.5 degree centigrade, the conditions are really harsh and difficult to sustain life and this condition is further deteriorated due to the hot, dusty winds. The high temperatures during summer, scanty rainfall, and freezing winters, along with the severely dry weather make Sahara’s weather very inhospitable. As a result, plant and animal population is sparse.
Plants and animals develop certain adaptations in order to adapt to life in the harsh desert conditions.
Desert plants possess very long roots that penetrate very deep into the earth, and their broad leaves are replaced with spines, and thick green stems in desert plants like cactus where the spines help in preventing excessive water loss while the stem performs photosynthesis as well as holds water for a very long time. Xerophytes, grasses, shrubs, and trees comprise the common vegetation in the Sahara desert.
Desert animals rarely come out in the hot sun and instead stay underground during most part of the day and eat such foods which contain a lot of water content. The desert animals are also smaller in size which minimizes water loss from their bodies. The animal species found in the Sahara include the desert hedgehog, gerbil, jerboa, cape hare, common jackal, dorcas gazelle, oryx, dama deer, Nubian wild, barbary sheep, anubis baboon, spotted hyena, sand fox, Libyan striped weasel, the slender mongoose, rattlesnakes, kangaroo rats, kit foxes and numerous species of frogs, toads, crocodiles, lizards, chameleons, skinks, cobras snails, brine and algae shrimps.
The Soft Skills Are Hard Skills
Does your success depend on strong “hard skills” or “soft skills”? You might be surprised at the answer.
Hard skills – tangible, measurable, analytical, often with clear right or wrong answers – are what many people think of as the backbone of success. These include math and science proficiency, such as in engineering and scientific work, accounting, programming, and various technical and administrative skills.
Excel in these areas and your success is guaranteed, right? Not so fast.
People whose hard skills are strong often don’t fully value the softer side of success. They may view such soft skills as being easy to get, something they could pick up IF they wanted such abilities. They may see soft skills as resulting from what they perceive as a lack of toughness, ambition, strength or competitiveness, at least as they see success.
I looked through a LinkedIn forum recently where the question, “Which skills are more important, hard or soft?” The tone of many forum replies quickly proved my point.
However, one person summarized the debate pretty well in this way, “Hard skills get you the job and soft skills allow you to keep it.”
Soft skills are far less measurable in practice. And in that way, they’re hard to teach, reinforce and master. These include such things as effectiveness in leading and working with others, an essential factor for success in any group of people who are trying to achieve success together.
More specifically, such skills include leadership, effective communication, being able to motivate others in all types of circumstances, working well as part of a team, and providing effective and timely feedback, among other things. While less measurable in practice, the positive impact of soft skills is very apparent.
The positive results show up in some of the following ways:
- High employee and workplace morale
- High and growing productivity
- High and increasing sales
- Low or declining errors and rework
- High and growing profitability
- Team cohesiveness and effectiveness in the face of challenging circumstances
The net effect of strong soft skills is to create a workplace where customers and employees want to be, and want to do business with.
Ultimately, the best work environment of all is one in which individual and team effectiveness is high, as is customer satisfaction with your work. In this great work environment profitability, is high and team morale is, too.
In such a workplace, hard skills AND soft skills are strong. Furthermore, there’s great respect within the team or organization for the many talents of team members, and their ability and willingness to use such skills to help create the group’s success.
The Most Famous Food From Sarawak
If you love hot and spicy food, then on your next trip to Sarawak, especially to the capital city of Kuching, you must not miss the famous Sarawak Laksa. what food is it actually?
Well, it is actually rice vermicelli mixed with prawn or shrimp paste, topped with fried eggs that are cut into thin slices, blanched bean sprouts, steamed soft chicken slices and juicy tender prawns. Once all the ingredients are mixed together with thick Laksa gravy poured over it and ready to be served, you may want to squeeze a little lime over it and garnished with coriander leaves. You may also want to add in some “belachan” (spicy shrimp paste) before you consume it.
Belachan is a popular ingredient in South East Asia. It is commonly used in South East Asia and Southern Chinese cuisines as a shrimp paste or shrimp sauce. In Indonesia, belachan is known as terasi, ngapi in Burma, kapi in Thailand and mam tom in Vietnam.
A bowl of Sarawak laksa depending on whether it is a large bowl or a small bowl costs around rm4 to rm6 . (rm3.6=usd1). This Laksa is so delicious that after eating it, it may even send you licking the bowl too. You may even order a second bowl thereafter. This dish will definitely warms up your stomach for the whole day.
When you are in Kuching, you can easily find Laksa being sold in many coffee shops. However, the well known coffee shops that sent people waiting and queuing up for hours are the coffee shops at Tabuan Laru, another stall at Bormill third mile and in the city centre located beside Grand Continental hotel. My favourite Sarawak Laksa stall is at Foody Goody coffee shop at Tabuan Laru vicinity. I would patiently wait for at least half an hour on Sundays as there were just too many customers waiting for their bowl of Laksa.
The Sarawak Laksa is available only on mornings as they would be sold out by lunch time. The best and most delicious Sarawak Laksa in the whole region of Sarawak is still in Kuching city.
You should go check it out if you are in Kuching for work, business or leisure.
When Is The Right Time To Send Out Wedding Invitations
You have done all the shopping. You have chosen just the right wedding invitation to reflect the mood and ambiance of your wedding day. Your invitations have arrived looking crisp and elegant and you are ready to send them out. When is it time to do this? Can you send out invitations too early or too late?
A Conventional Wedding
Typically, the bride mails the invitation out to the guests at least six weeks before the day of the wedding. This gives all the guests time to respond and the bride and her bridal helpers to figure out the number of guests who will attend as well as allow them to make the seating arrangements for the reception. If you are going to send invitations to friends who live internationally, it is a good idea to send their invitations at least eight weeks before the event. Those who live out of state should be mailed their invitations at least a week before the others. The date for when they will need to RSVP should be at least three weeks before the day of the wedding. This allows those who are known to procrastinate, a little leeway and won’t mess up your reception plans. Wedding invitations should be sent together as friends and relatives are sure to call each other to ask if others have received it.
A Destination Wedding
If you are planning a destination wedding and want as many people possible to attend, you might want to send out save the date cards at least three months in advance before you send out your wedding invitations. This allows the invited guests to make all the necessary arrangements to join you when you say your vows in the location you have chosen.
The same holds true for those who are having their wedding around a major holiday. Sending out save the date cards when you will be married during a time when families make plans well in advance will ensure that many guests will be able to attend.
If you want to eliminate the expense of purchasing save the date cards, you may want to informally announce to guests that you want to be there, when you plan to have your wedding so that those who want to attend can make any necessary arrangements in order to share your special day with the two of you.
Government School Grants For Adults and the Unemployed
During these financial hardships, people must take advantage of every opportunity in making their life stable. There are many alternatives in answering this problem of millions of people. One is the government grants being awarded to the public to aid them in their schooling, business, organizations, community development projects, and other purposes.
Because of the crisis, there are now many unemployed individuals. Most them still want to continue going to college and finish their studies. Even if they are unemployed and obviously cannot afford to go to school, they still have hope. They can apply for government school grants for adults and unemployed. Through these grants, they will be given financial assistance, which they can use in their school expenses such as tuition, miscellaneous fees, laboratory fees, book allowance, lodging, etc. The financial aid will be of big help to them. Plus the fact that they don’t need to pay it back after they finish college.
Applying for government school grants for adults and unemployed is not difficult. It is actually easy. You just need to go to your local college and look for the financial aid office. Then ask the people there how to apply for a government grant. After that, they will give you an application form. You just need to fill it out and submit it. Then wait for the approval of your application. Once your application gets approved you will see a bright future ahead of you. You will be given large sums of money for your schooling. And again, you don’t need to repay the government after you have graduated.
Government grants such as these are such a big relief to the needy public. At times of hardships, they can still hope for a stable future through these offered grants. You can now afford of a college education.
The Invisible Women of the Great Depression
During the Great Depression, women made up 25% of the work force, but their jobs were more unstable, temporary or seasonal then men, and the unemployment rate was much greater. There was also a decided bias and cultural view that “women didn’t work” and in fact many who were employed full time often called themselves “homemakers.” Neither men in the workforce, the unions, nor any branch of government were ready to accept the reality of working women, and this bias caused females intense hardship during the Great Depression.
The 1930′s was particularly hard on single, divorced or widowed women, but it was harder still on women who weren’t White. Women of color had to overcome both sexual and racial stereotyping. Black women in the North suffered an astounding 42.9% unemployment, while 23.2%. of White women were without work according to the 1937 census. In the South, both Black and White women were equally unemployed at 26%. In contrast, the unemployment rate for Black and White men in the North (38.9%/18.1%) and South (18%/16% respectively) were also lower than female counterparts.
The financial situation in Harlem was bleak even before the Great Depression. But afterward, the emerging Black working class in the North was decimated by wholesale layoffs of Black industrial workers. To be Black and a woman alone, made keeping a job or finding another one nearly impossible. The racial work hierarchy replaced Black women in waitressing or domestic work, with White women, now desperate for work, and willing to take steep wage cuts.
Survival Entrepreneurs
At the start of the Depression, while one study found that homeless women were most likely factory and service workers, domestics, garment workers, waitresses and beauticians; another suggested that the beauty industry was a major source of income for Black women. These women, later known as “survivalist entrepreneurs,” became self-employed in response to a desperate need to find an independent means of livelihood.”
Replaced by White women in more traditional domestic work as cooks, maids, nurses, and laundresses, even skilled and educated Black women were so hopeless, ”that they actually offered their services at the so-called ‘slave markets’-street corners where Negro women congregated to await White housewives who came daily to take their pick and bid wages down” (Boyd, 2000 citing Drake and Cayton, 1945/1962:246). Moreover, the home domestic service was very difficult, if not impossible, to coordinate with family responsibilities, as the domestic servant was usually on call ”around the clock” and was subject to the ”arbitrary power of individual employers.”
Inn Keepers and Hairdressers
Two occupations were sought out by Black women, in order to address both the need for income (or barter items) and their domestic responsibilities in northern cities during the Great Depression: (1) boarding house and lodging house keeping; and (2) hairdressing and beauty culture.
During the “Great Migration” of 1915-1930, thousands of Blacks from the South, mostly young, single men, streamed into Northern cities, looking for places to stay temporarily while they searched for housing and jobs. Housing these migrants created opportunities for Black working-class women,-now unemployed-to pay their rent.
According to one estimate, ”at least one-third” of Black families in the urban North had lodgers or boarders during the Great Migration (Thomas, 1992:93, citing Henri, 1976). The need was so great, multiple boarders were housed, leading one survey of northern Black families to report that ”seventy-five percent of the Negro homes have so many lodgers that they are really hotels.”
Women were usually at the center of these webs of family and community networks within the Black community:
“They ”undertook the greatest part of the burden” of helping the newcomers find interim housing. Women played ”connective and leadership roles” in northern Black communities, not only because it was considered traditional “woman’s work,” but also because taking in boarders and lodgers helped Black women combine housework with an informal, income-producing activity (Grossman, 1989:133). In addition, boarding and lodging house keeping was often combined with other types of self-employment. Some of the Black women who kept boarders and lodgers also earned money by making artificial flowers and lamp shades at home.” (Boyd, 2000)
In addition from 1890 to 1940, ”barbers and hairdressers” were the largest segments of the Black business population, together comprising about one third of this population in 1940 (Boyd, 2000 citing Oak, 1949:48).
“Blacks tended to gravitate into these occupations because “White barbers, hairdressers, and beauticians were unwilling or unable to style the hair of Blacks or to provide the hair preparations and cosmetics used by them. Thus, Black barbers, hairdressers, and beauticians had a ”protected consumer market” based on Whites’ desires for social distance from Blacks and on the special demands of Black consumers. Accordingly, these Black entrepreneurs were sheltered from outside competitors and could monopolize the trades of beauty culture and hairdressing within their own communities.
Black women who were seeking jobs believed that one’s appearance was a crucial factor in finding employment. Black self-help organizations in northern cities, such as the Urban League and the National Council of Negro Women, stressed the importance of good grooming to the newly arrived Black women from the South, advising them to have neat hair and clean nails when searching for work. Above all, the women were told avoid wearing ”head rags” and ”dust caps” in public (Boyd, 2000 citing Drake and Cayton, 1945/1962:247, 301; Grossman, 1989:150-151).
These warnings were particularly relevant to those who were looking for secretarial or white-collar jobs, for Black women needed straight hair and light skin to have any chance of obtaining such positions. Despite the hard times, beauty parlors and barber shops were the most numerous and viable Black-owned enterprises in Black communities (e.g., Boyd, 2000 citing Drake and Cayton, 1945/1962:450-451).
Black women entrepreneurs in the urban North also opened stores and restaurants, with modest savings ”as a means of securing a living” (Boyd, 2000 citing Frazier, 1949:405). Called ”depression businesses,” these marginal enterprises were often classified as proprietorships, even though they tended to operate out of ”houses, basements, and old buildings” (Boyd, 2000 citing Drake and Cayton, 1945/1962:454).
“Food stores and eating and drinking places were the most common of these businesses, because, if they failed, their owners could still live off their stocks.”
“Protestant Whites Only”
These businesses were a necessity for Black women, as the preference for hiring Whites climbed steeply during the Depression. In the Philadelphia Public Employment Office in 1932 & 1933, 68% of job orders for women specified “Whites Only.” In New York City, Black women were forced to go to separate unemployment offices in Harlem to seek work. Black churches and church-related institutions, a traditional source of help to the Black community, were overwhelmed by the demand, during the 1930′s. Municipal shelters, required to “accept everyone,” still reported that Catholics and African American women were “particularly hard to place.”
No one knows the numbers of Black women left homeless in the early thirty’s, but it was no doubt substantial, and invisible to the mostly white investigators. Instead, the media chose to focus on, and publicize the plight of White, homeless, middle-class “white collar” workers, as, by 1931 and 1932, unemployment spread to this middle-class. White-collar and college-educated women, usually accustomed “to regular employment and stable domicile,” became the “New Poor.” We don’t know the homeless rates for these women, beyond an educated guess, but of all the homeless in urban centers, 10% were suggested to be women. We do know, however, that the demand for “female beds” in shelters climbed from a bit over 3,000 in 1920 to 56,808 by 1932 in one city and in another, from 1929 -1930, demand rose 270%.
“Having an Address is a Luxury Now…”
Even these beds, however, were the last stop on the path towards homelessness and were designed for “habitually destitute” women, and avoided at all cost by those who were homeless for the first time. Some number ended up in shelters, but even more were not registered with any agency. Resources were few. Emergency home relief was restricted to families with dependent children until 1934. “Having an address is a luxury just now” an unemployed college woman told a social worker in 1932.
These newly destitute urban women were the shocked and dazed who drifted from one unemployment office to the next, resting in Grand Central or Pennsylvania station, and who rode the subway all night (the “five cent room”), or slept in the park, and who ate in penny kitchens. Slow to seek assistance, and fearful and ashamed to ask for charity, these women were often on the verge of starvation before they sought help. They were, according to one report, often the “saddest and most difficult to help.” These women “starved slowly in furnished rooms. They sold their furniture, their clothes, and then their bodies.”
The Emancipated Woman and Gender Myths
If cultural myths were that women “didn’t work,” then those that did were invisible. Their political voice was mute. Gender role demanded that women remain “someone’s poor relation,” who returned back to the rural homestead during times of trouble, to help out around the home, and were given shelter. These idyllic nurturing, pre-industrial mythical family homes were large enough to accommodate everyone. The new reality was much bleaker. Urban apartments, no bigger than two or three rooms, required “maiden aunts” or “single cousins” to “shift for themselves.” What remained of the family was often a strained, overburdened, over-crowded household that often contained severe domestic troubles of its own.
In addition, few, other than African Americans, were with the rural roots to return to. And this assumed that a woman once emancipated and tasting past success would remain “malleable.” The female role was an out-of-date myth, but was nonetheless a potent one. The “new woman” of the roaring twenties was now left without a social face during the Great Depression. Without a home–the quintessential element of womanhood–she was, paradoxically, ignored and invisible.
“…Neighborliness has been Stretched Beyond Human Endurance.”
In reality, more than half of these employed women had never married, while others were divorced, deserted, separated or claimed to be widowed. We don’t know how many were lesbian women. Some had dependent parents and siblings who relied on them for support. Fewer had children who were living with extended family. Women’s wages were historically low for most female professions, and allowed little capacity for substantial “emergency” savings, but most of these women were financially independent. In Milwaukee, for example, 60% of those seeking help had been self-supporting in 1929. In New York, this figure was 85%. Their available work was often the most volatile and at risk. Some had been unemployed for months, while others for a year or more. With savings and insurance gone, they had tapped out their informal social networks. One social worker, in late 1931, testified to a Senate committee that “neighborliness has been stretched not only beyond its capacity but beyond human endurance.”
Older women were often discriminated against because of their age, and their long history of living outside of traditional family systems. When work was available, it often specified, as did one job in Philadelphia, a demand for “white stenographers and clerks, under (age) 25.”
The Invisible Woman
The Great Depression’s effect on women, then, as it is now, was invisible to the eye. The tangible evidence of breadlines, Hoovervilles, and men selling apples on street corners, did not contain images of urban women. Unemployment, hunger and homelessness was considered a “man’s problem” and the distress and despair was measured in that way. In photographic images, and news reports, destitute urban women were overlooked or not apparent. It was considered unseemly to be a homeless woman, and they were often hidden from public view, ushered in through back door entrances, and fed in private.
Partly, the problem lay in expectations. While homelessness in men had swelled periodically during periods of economic crisis, since the depression of the 1890′s onward, large numbers of homeless women “on their own” were a new phenomenon. Public officials were unprepared: Without children, they were, early on, excluded from emergency shelters. One building with a capacity of 155 beds and six cribs, lodged over 56,000 “beds” during the third year of the depression. Still, these figures do not take account the number of women turned away, because they weren’t White or Protestant.
As the Great Depression wore on, wanting only a way to make money, these women were excluded from “New Deal” work programs set up to help the unemployed. Men were seen as “breadwinners,” holding greater claim to economic resources. While outreach and charitable agencies finally did emerge, they were often inadequate to meet the demand.
Whereas black women had particular hard times participating in the mainstream economy during the Great Depression, they did have some opportunity to find alternative employment within their own communities, because of unique migration patterns that had occurred during that period. White women, in contrast, had a keyhole opportunity, if they were young and of considerable skills, although their skin color alone offered them greater access to whatever traditional employment was still available.
The rejection of traditional female roles, and the desire for emancipation, however, put these women at profound risk once the economy collapsed. In any case, single women, with both black and white skin, fared worse and were invisible sufferers.
As we enter the Second Great Depression, who will be the new “invisible homeless” and will women, as a group, fare better this time?
References:
Abelson, E. (2003, Spring2003). Women Who Have No Men to Work for Them: Gender and Homelessness in the Great Depression, 1930-1934. Feminist Studies, 29(1), 104. Retrieved January 2, 2009, from Academic Search Premier database.
Boyd, R. (2000, December). Race, Labor Market Disadvantage, and Survivalist Entrepreneurship: Black Women in the Urban North During the Great Depression. Sociological Forum, 15(4), 647-670. Retrieved January 2, 2009, from Academic Search Premier database.
Diversity in the Workplace: Benefits, Challenges and Solutions
Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more.
Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now.
Benefits of Workplace Diversity
An organization’s success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such as:
Increased adaptability
Organizations employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands.
Broader service range
A diverse collection of skills and experiences (e.g. languages, cultural understanding) allows a company to provide service to customers on a global basis.
Variety of viewpoints
A diverse workforce that feels comfortable communicating varying points of view provides a larger pool of ideas and experiences. The organization can draw from that pool to meet business strategy needs and the needs of customers more effectively.
More effective execution
Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability. Company-wide strategies can then be executed; resulting in higher productivity, profit, and return on investment.
Challenges of Diversity in the Workplace
Taking full advantage of the benefits of diversity in the workplace is not without its challenges. Some of those challenges are:
Communication – Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale.
Resistance to change – There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. The “we’ve always done it this way” mentality silences new ideas and inhibits progress.
Implementation of diversity in the workplace policies – This can be the overriding challenge to all diversity advocates. Armed with the results of employee assessments and research data, they must build and implement a customized strategy to maximize the effects of diversity in the workplace for their particular organization.
Successful Management of Diversity in the Workplace – Diversity training alone is not sufficient for your organization’s diversity management plan. A strategy must be created and implemented to create a culture of diversity that permeates every department and function of the organization.
Recommended steps that have been proven successful in world-class organizations are:
Assessment of diversity in the workplace – Top companies make assessing and evaluating their diversity process an integral part of their management system. A customizable employee satisfaction survey can accomplish this assessment for your company efficiently and conveniently. It can help your management team determine which challenges and obstacles to diversity are present in your workplace and which policies need to be added or eliminated. Reassessment can then determine the success of you diversity in the workplace plan implementation.
Development of diversity in the workplace plan – Choosing a survey provider that provides comprehensive reporting is a key decision. That report will be the beginning structure of your diversity in the workplace plan. The plan must be comprehensive, attainable and measurable. An organization must decide what changes need to be made and a timeline for that change to be attained.
Implementation of diversity in the workplace plan – The personal commitment of executive and managerial teams is a must. Leaders and managers within organizations must incorporate diversity policies into every aspect of the organization’s function and purpose. Attitudes toward diversity originate at the top and filter downward. Management cooperation and participation is required to create a culture conducive to the success of your organization’s plan.
Recommended diversity in the workplace solutions include:
Ward off change resistance with inclusion. – Involve every employee possible in formulating and executing diversity initiatives in your workplace.
Foster an attitude of openness in your organization. – Encourage employees to express their ideas and opinions and attribute a sense of equal value to all.
Promote diversity in leadership positions. – This practice provides visibility and realizes the benefits of diversity in the workplace.
Utilize diversity training. – Use it as a tool to shape your diversity policy.
Launch a customizable employee satisfaction survey that provides comprehensive reporting. – Use the results to build and implement successful diversity in the workplace policies.
As the economy becomes increasingly global, our workforce becomes increasingly diverse. Organizational success and competitiveness will depend on the ability to manage diversity in the workplace effectively. Evaluate your organization’s diversity policies and plan for the future, starting today.
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