Duties of a Gender Officer

In many shops, there seems to be an obvious separation between boys and girls items, for example, the birthday cards, books, clothes, and toys. This is shown in a variety of ways the boy's items are mainly the color blue and the books have pictures of either action figures, superheroes or tools. Whereas the girl's items are mainly the color pink. The books show pictures of fairies, princess, and Bratz. The cards also have the theme of the color pink for girls and blue for boys. The girl's cards have a lot of sparkles and pretty pictures whereas the boy's cards are covered in camo kind of illustrations and also have action figures on the covers. The children's clothes are separated into sections where there are labels for the boy's clothes and labels for the girl's clothes. The girl's clothing is all pretty and pink, it is covered in sparkles. Whereas boys clothing has camo patterns, blue colors, and pictures of action figures.

* Implement a timetable of training sessions available and a method of communication to staff, by the end of March

Unit 4222-302 Engage in Personal Development in health, social care or children’s and young people’s settings (SHC 32)

Gender diversity is the proportion of women to men in any particular workplace or team (gender diversity). It can range from a department to the board of directors. Women bring trustworthiness and legitimacy to work teams (gender diversity). For Target, having women employees in all areas of the organization, whether cashier or executive, reaches out to female consumers and stakeholders to invest and shop there. Within the corporate culture, having a women 's perspective is essential to, not only profits but, the environment where consumers shop (gender diversity).

There are a number of barriers to professional development within my role and a number of things which you need to think about when booking/planning training for your staff. I have outlined the potential barriers which I am likely to face within my role:

Meetings: one daily meeting with one to two status reviews throughout the project. One-on-one coaching at the beginning.

Do our public servants segregate one based on his or her gender and the stereotypes that coincide with it? Even worse, does our military? The answer whether its shocking or not, is yes. Women are often singled out vs. men when it comes to a position where they know their lives are put at risk. According to a government survey less then 15% of all 5 branches of the United State Military are women and 20% of that 15 are sent to reserves. In law enforcement that number lowers even more to somewhere between 10 and 12 percent of all sworn in officers being women. Why? Well there are a few reasons, one of which is the high level of scrutiny and judgment women face when working in these environments, two would be the justification used by the Department of Justice (DOJ) and the Department of Defense (DOD) that women are essential to the human race and should be preserved, and finally the belief that women can not deliver the same results as men.

Everyone will come back together and will get one minute each to summarize their issue and debrief their ideas. Facilitators note: You must stay firm on the one-minute deadline.

The first group situation I will discuss is a multi-professional meeting. The meeting was one I observed which gave me the opportunity to identify group challenges and skills. The meeting was an Adoption

This research paper consists of brief history of how female correctional officers came to be in the system and the court cases that hindered and helped their process. It also consists of the stereotypes and struggles the officers are faced with in this line of work; such as weaknesses and home life association. Sexual harassment and discrimination is a problematic topic that is unavoidable. Statistics will also be mentioned and explained throughout the paper. Being a female correctional officer is extremely difficult and is not encouraged, but it is possible.

The roles of gender are changing rapidly. Throughout U.S. history men have played dominant roles and were always the family breadwinners. As women get more education and make more money they are becoming the primarily breadwinners of their families. More women are working outside the home and their earnings are important to the well-being of their families. What are the effect on their families, careers and equal wages?

Our group facilitation was on the subject of time management with regards to completing most important tasks first and devoting time to those specific tasks. Our goals for the group were to create an inclusive, encouraging, and positive environment between group members. My partner and I researched ideas for information that we could use to share as well as use our experience’s with the topic amongst the group. The duration of our group facilitation was ten minutes. As we reflect on the events coming to and during the facilitation we will discourse the inclusion between group members, linking members to discussion and group as well as the process of our facilitation.

The group will meet 2x weekly for 1 hour each meeting, over a span of 10 weeks. Each week will have one topic

As a manager working in a diverse organisation, this learning area will help me to recognise the differences between team members and to effectively manage these differences by encouraging participation in diverse training, establishing benefit programs such bonuses, flexi-time to accommodate the different needs of different employees. It’s important to communicate to staff about goals and objectives, corporate culture and common practice. This can be done by developing employee handbooks with detailed guidelines that can be handed out at orientation days.

Gender diversity in the workforce is another issue trainers must address. Women are increasingly entering the workplace at rapid speeds and due to their responsibility for home and family matters, employers and HR managers must provide flexibility and solutions through training and developing. Many women in the workforce have to juggle motherhood and try to manage a career and work life at the same time and studies have shown that the strain is beginning to take its toll on the general health and wellbeing of the female population (Robinson, Deborah, 2008, p1). Women need to be mentored by trainers to step up at take more senior positions in