BULACAN STATE UNIVERSITY

College of Education
Bachelor of Technology and Livelihood Education

SDG 10 : Reduced inequalities

ACTION PLAN
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Presented to Mr. NICOLO VELASCO

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In Partial Fulfilment of the Requirements for the Course

THE CONTEMPORARAY WORLD

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KAYCEE MHER BONIFACIO

JERALD GADNAO

JEREMY ORTEGA

MAY 2019
 I : INTRODUCTION AND DICUSSION

Goal 10: Reduced inequalities

Income inequality is on the rise—the richest 10 percent have up to 40 percent of global income

whereas the poorest 10 percent earn only between 2 to 7 percent. If we take into account

population growth inequality in developing countries, inequality has increased by 11 percent.

Income inequality has increased in nearly everywhere in recent decades, but at different speeds.

It’s lowest in Europe and highest in the Middle East. These widening disparities require sound

policies to empower lower income earners, and promote economic inclusion of all regardless of

sex, race or ethnicity. Income inequality requires global solutions. This involves improving the

regulation and monitoring of financial markets and institutions, encouraging development

assistance and foreign direct investment to regions where the need is greatest. Facilitating the

safe migration and mobility of people is also key to bridging the widening divide.

Facts and figures:

22% -In 2016, 22 percent of global income was received by the top 1 percent compared with 10

percent of income for the bottom 50 percent.

16%

In 1980, the top one percent had 16 percent of global income. The bottom 50 percent had 8

percent of income.

33%

Economic inequality is largely driven by the unequal ownership of capital. Since 1980, very

large transfers of public to private wealth occurred in nearly all countries. The global wealth

share of the top 1 percent was 33 percent in 2016.

39%
Under "business as usual", the top 1 percent global wealth will reach 39 percent by 2050.

2x

Women spend, on average, twice as much time on unpaid housework as men.

60%

Women have as much access to financial services as men in just 60 percent of the countries

assessed and to land ownership in just 42 percent of the countries assessed.

Social inequality occurs when resources in a given society are distributed unevenly,

typically through norms of allocation, that engender specific patterns along lines of socially

defined categories of persons. It is the differentiation preference of access of social goods in the

society brought about by power, religion, kinship, prestige, race, ethnicity, gender, age, sexual

orientation, and class. The social rights include labor market, the source of income, health care,

and freedom of speech, education, political representation, and participation.Social inequality

linked to economic inequality, usually described on the basis of the unequal distribution of

income or wealth, is a frequently studied type of social inequality. Though the disciplines of

economics and sociology generally use different theoretical approaches to examine and explain

economic inequality, both fields are actively involved in researching this inequality. However,

social and natural resources other than purely economic resources are also unevenly distributed

in most societies and may contribute to social status. Norms of allocation can also affect the

distribution of rights and privileges, social power, access to public goods such as education or the

judicial system, adequate housing, transportation, credit and financial services such as banking

and other social goods and services.

Many societies worldwide claim to be meritocracies—that is, that their societies exclusively

distribute resources on the basis of merit. The term "meritocracy" was coined by Michael Young

in his 1958 dystopian essay "The Rise of the Meritocracy" to demonstrate the social dysfunctions

that he anticipated arising in societies where the elites believe that they are successful entirely on

the basis of merit, so the adoption of this term into English without negative connotations is

ironic; Young was concerned that the Tripartite System of education being practiced in the

United Kingdom at the time he wrote the essay considered merit to be "intelligence-plus-effort,

its possessors ... identified at an early age and selected for appropriate intensive education" and

that the "obsession with quantification, test-scoring, and qualifications" it supported would create

an educated middle-class elite at the expense of the education of the working class, inevitably

resulting in injustice and – eventually – revolution.A modern representation of the sort of

"meritocracy" Young feared may be seen in the series 3%.

Although merit matters to some degree in many societies, research shows that the distribution of

resources in societies often follows hierarchical social categorizations of persons to a degree too

significant to warrant calling these societies "meritocratic", since even exceptional intelligence,

talent, or other forms of merit may not be compensatory for the social disadvantages people face.

In many cases, social inequality is linked to racial inequality, ethnic inequality, and gender

inequality, as well as other social statuses and these forms can be related to corruption. The most

common metric for comparing social inequality in different nations is the Gini coefficient, which

measures the concentration of wealth and income in a nation from 0 (evenly distributed wealth

and income) to 1 (one person has all wealth and income). Two nations may have identical Gini
coefficients but dramatically different economic (output) and/or quality of life, so the Gini

coefficient must be contextualized for meaningful comparisons to be made.

Inequality and social class

Socioeconomic status (SES) is a combined total measure of a person's work experience and of an

individual's or family's economic and social position in relation to others, based on income,

education, and occupation. It is often used as synonymous with social class, a set of hierarchical

social categories that indicate an individual's or household's relative position in a stratified matrix

of social relationships. Social class is delineated by a number of variables, some of which change

across time and place. For Karl Marx, there exist two major social classes with significant

inequality between the two. The two are delineated by their relationship to the means of

production in a given society. Those two classes are defined as the owners of the means of

production and those who sell their labour to the owners of the means of production. In

capitalistic societies, the two classifications represent the opposing social interests of its

members, capital gain for the capitalists and good wages for the labourers, creating social

conflict.

Max Weber uses social classes to examine wealth and status. For him, social class is strongly

associated with prestige and privileges. It may explain social reproduction, the tendency of social

classes to remain stable across generations maintaining most of their inequalities as well. Such

inequalities include differences in income, wealth, access to education, pension levels, social

status, socioeconomic safety-net.[18] In general, social class can be defined as a large category
of similarly ranked people located in a hierarchy and distinguished from other large categories in

the hierarchy by such traits as occupation, education, income, and wealth.

In modern Western societies, inequalities are often broadly classified into three major divisions

of social class: upper class, middle class, and lower class. Each of these classes can be further

subdivided into smaller classes (e.g. "upper middle").Members of different classes have varied

access to financial resources, which affects their placement in the social stratification system.

Class, race, and gender are forms of stratification that bring inequality and determines the

difference in allocation of societal rewards. Occupation is the primary determinant of a person

class since it affects their lifestyle, opportunities, culture, and kind of people one associates with.

Class based families include the lower class who are the poor in the society. They have limited

opportunities. Working class are those people in blue-collar jobs and usually, affects the

economic level of a nation. The Middle classes are those who rely mostly on wives' employment

and depends on credits from the bank and medical coverage. The upper middle class are

professionals who are strong because of economic resources and supportive institutions.

Additionally, the upper class usually are the wealthy families who have economic power due to

accumulative wealth from families but not and not hard earned income.

Social stratification is the hierarchical arrangement of society about social class, wealth, political

influence. A society can be politically stratified based on authority and power, economically

stratified based on income level and wealth, occupational stratification about one's occupation.

Some roles for examples doctors, engineers, lawyers are highly ranked, and thus they give orders
while the rest receive the orders. There are three systems of social stratification which are the

caste system, estates system, and class system. Castes system usually ascribed to children during

birth whereby one receives the same stratification as of that of their parents. The caste system has

been linked to religion and thus permanent. The stratification may be superior or inferior and

thus influences the occupation and the social roles assigned to a person. Estate system is a state

or society where people in this state were required to work on their land to receive some services

like military protection. Communities ranked according to the nobility of their lords. The class

system is about income inequality and socio-political status. People can move the classes when

they increase their level of income or if they have authority. People are expected to maximize

their innate abilities and possessions. Social stratification characteristics include its universal,

social, ancient, it’s in diverse forms and also consequential.

The quantitative variables most often used as an indicator of social inequality are income and

wealth. In a given society, the distribution of individual or household accumulation of wealth

tells us more about variation in well-being than does income, alone. Gross Domestic Product

(GDP), especially per capita GDP, is sometimes used to describe economic inequality at the

international or global level. A better measure at that level, however, is the Gini coefficient, a

measure of statistical dispersion used to represent the distribution of a specific quantity, such as

income or wealth, at a global level, among a nation's residents, or even within a metropolitan

area. Other widely used measures of economic inequality are the percentage of people living

with under US$1.25 or $2 a day and the share of national income held by the wealthiest 10% of

the population, sometimes called "the Palma" measure.

TYPES OF INEQUALITIES

1) Gender inequality acknowledges that men and women are not equal and

that gender affects an individual's lived experience. These differences arise from

distinctions in biology, psychology, and cultural norms. Some of these distinctions are

empirically grounded while others appear to be socially constructed. Studies show the

different lived experience of genders across many domains including education, life

expectancy, personality, interests, family life, careers, and political affiliations. Gender

inequality is experienced differently across cultures.

In the workplace

Income disparities linked to job stratification

Across the board, a number of industries are stratified across the genders. This is the

result of a variety of factors. These include differences in education choices, preferred job

and industry, work experience, number of hours worked, and breaks in employment (such

as for bearing and raising children). Men also typically go into higher paid and higher

risk jobs when compared to women. These factors result in 60% to 75% difference

between men's and women's average aggregate wages or salaries, depending on the

source. Various explanations for the remaining 25% to 40% have been suggested,

including women's lower willingness and ability to negotiate salary and sexual

discrimination[ According to the European Commission direct discrimination only

explains a small part of gender wage differences.

In the United States, the average female's unadjusted annual salary has been cited as 78%

of that of the average male. However, multiple studies from OECD, AAUW, and the US

Department of Labor have found that pay rates between males and females varied by 5–
6.6% or, females earning 94 cents to every dollar earned by their male counterparts, when

wages were adjusted to different individual choices made by male and female workers in

college major, occupation, working hours, and maternal/parental leave. The remaining

6% of the gap has been speculated to originate from deficiency in salary negotiating skills

and sexual discrimination.

Human capital theories refer to the education, knowledge, training, experience, or skill of

a person which makes them potentially valuable to an employer. This has historically

been understood as a cause of the gendered wage gap but is no longer a predominant

cause as women and men in certain occupations tend to have similar education levels or

other credentials. Even when such characteristics of jobs and workers are controlled for,

the presence of women within a certain occupation leads to lower wages. This earnings

discrimination is considered to be a part of pollution theory. This theory suggests that

jobs which are predominated by women offer lower wages than do jobs simply because

of the presence of women within the occupation. As women enter an occupation, this

reduces the amount of prestige associated with the job and men subsequently leave these

occupations. The entering of women into specific occupations suggests that less

competent workers have begun to be hired or that the occupation is becoming deskilled.

Men are reluctant to enter female-dominated occupations because of this and similarly

resist the entrance of women into male-dominated occupations.

The gendered income disparity can also be attributed in part to occupational segregation,

where groups of people are distributed across occupations according to ascribed

characteristics; in this case, gender. Occupational gender segregation can be understood to

contain two components or dimensions; horizontal segregation and vertical segregation.

With horizontal segregation, occupational sex segregation occurs as men and women are

thought to possess different physical, emotional, and mental capabilities. These different

capabilities make the genders vary in the types of jobs they are suited for. This can be

specifically viewed with the gendered division between manual and non-manual

labor. With vertical segregation, occupational sex segregation occurs as occupations are

stratified according to the power, authority, income, and prestige associated with the

occupation and women are excluded from holding such jobs.

As women entered the workforce in larger numbers since the 1960s, occupations have

become segregated based on the amount femininity or masculinity presupposed to be

associated with each occupation. Census data suggests that while some occupations have

become more gender integrated (mail carriers, bartenders, bus drivers, and real estate

agents), occupations including teachers, nurses, secretaries, and librarians have become

female-dominated while occupations including architects, electrical engineers, and

airplane pilots remain predominately male in composition. Based on the census data,

women occupy the service sector jobs at higher rates than men. Women’s

overrepresentation in service sector jobs, as opposed to jobs that require managerial work

acts as a reinforcement of women and men into traditional gender roles that causes

gender inequality.
 Median weekly earnings of full-time wage and salary workers, by sex, race, and ethnicity,

U.S., 2009.

“The gender wage gap is an indicator of women’s earnings compared with men’s. It is

figured by dividing the average annual earnings for women by the average annual

earnings for men.” (Higgins et al., 2014) Scholars disagree about how much of the male-

female wage gap depends on factors such as experience, education, occupation, and other

job-relevant characteristics. Sociologist Douglas Massey found that 41% remains

unexplained,] while CONSAD analysts found that these factors explain between 65.1 and

76.4 percent of the raw wage gap. CONSAD also noted that other factors such as benefits

and overtime explain "additional portions of the raw gender wage gap".

The glass ceiling effect is also considered a possible contributor to the gender wage gap

or income disparity. This effect suggests that gender provides significant disadvantages

towards the top of job hierarchies which become worse as a person’s career goes on. The

term glass ceiling implies that invisible or artificial barriers exist which prevent women

from advancing within their jobs or receiving promotions. These barriers exist in spite of

the achievements or qualifications of the women and still exist when other characteristics

that are job-relevant such as experience, education, and abilities are controlled for. The
inequality effects of the glass ceiling are more prevalent within higher-powered or higher

income occupations, with fewer women holding these types of occupations. The glass

ceiling effect also indicates the limited chances of women for income raises and

promotion or advancement to more prestigious positions or jobs. As women are

prevented by these artificial barriers, from either receiving job promotions or income

raises, the effects of the inequality of the glass ceiling increase over the course of a

woman’s career.

Statistical discrimination is also cited as a cause for income disparities and

gendered inequality in the workplace. Statistical discrimination indicates the likelihood of

employers to deny women access to certain occupational tracks because women are more

likely than men to leave their job or the labor force when they become married or

pregnant. Women are instead given positions that dead-end or jobs that have very little

mobility.

In Third World countries such as the Dominican Republic, female entrepreneurs are

statistically more prone to failure in business. In the event of a business failure women

often return to their domestic lifestyle despite the absence of income. On the other hand,

men tend to search for other employment as the household is not a priority.

The gender earnings ratio suggests that there has been an increase in women’s earnings

comparative to men. Men’s plateau in earnings began after the 1970s, allowing for the

increase in women’s wages to close the ratio between incomes. Despite the smaller ratio

between men and women’s wages, disparity still exists. Census data suggests that

women’s earnings are 71 percent of men's earnings in 1999.

The gendered wage gap varies in its width among different races. Whites comparatively

have the greatest wage gap between the genders. With whites, women earn 78% of the

wages that white men do. With African Americans, women earn 90% of the wages that

African American men do.

There are some exceptions where women earn more than men: According to a survey on

gender pay inequality by the International Trade Union Confederation, female workers in

the Gulf state of Bahrain earn 40 percent more than male workers.

In 2014, a report by the International Labor Organization (ILO) reveals the wage gap

between Cambodian women factory workers and other male counterparts. There was a

$25 USD monthly pay difference conveying that women have a much lower power and

being devalued not only at home but also in the workplace.

Professional education and careers

The gender gap also appeared to narrow considerably beginning in the mid-1960s. Where

some 5% of first-year students in professional programs were female in 1965, by 1985

this number had jumped to 40% in law and medicine, and over 30% in dentistry and

business school.] Before the highly effective birth control pill was available, women

planning professional careers, which required a long-term, expensive commitment, had to

"pay the penalty of abstinence or cope with considerable uncertainty regarding

pregnancy." This control over their reproductive decisions allowed women to more easily

make long-term decisions about their education and professional opportunities. Women

are highly underrepresented on boards of directors and in senior positions in the private

sector.
Additionally, with reliable birth control, young men and women had more reason to delay

marriage. This meant that the marriage market available to any women who "delay[ed]

marriage to pursue a career... would not be as depleted. Thus the Pill could have

influenced women's careers, college majors, professional degrees, and the age at

marriage."

Studies on sexism in science and technology fields have produced conflicting results.

Corinne et al. found that science faculty of both sexes rated a male applicant as

significantly more competent and hireable than an identical female applicant. These

participants also selected a higher starting salary and offered more career mentoring to

the male applicant. Williams and Ceci, however, found that science and technology

faculty of both sexes "preferred female applicants 2:1 over identically qualified males

with matching lifestyles" for tenure-track positions. Studies show parents are more likely

to expect their sons, rather than their daughters, to work in a science, technology,

engineering or mathematics field – even when their 15-year-old boys and girls perform at

the same level in mathematics.[47] There are more men than women trained as dentists,

this trend has been changing.

A survey by the U.K. Office for National Statistics in 2016 showed that in the health

sector 56% of roles are held by women, while in teaching it is 68%.However equality is

less evident in other area; only 30% of M.P.'s are women and only 32% of finance and

investment analysts. In the natural and social sciences 43% of employees are women, and

in the environmental sector 42%.

Customer preference studies

A 2010 study conducted by David R. Hekman and colleagues found that customers, who

viewed videos featuring a black male, a white female, or a white male actor playing the

role of an employee helping a customer, were 19 percent more satisfied with the white

male employee's performance.

This discrepancy with race can be found as early as 1947, when Kenneth Clark conducted

as tudy in which black children were asked to choose between white and black dolls.

White male dolls were the ones children preferred to play with.

Gender pay differences in the medical field

Although the disparities between men and women are decreasing in the medical

field,] gender inequalities still exist as social problems. From 1999 to 2008, recently

qualified female doctors in the US made almost $170,000,000 less than their male

counterparts. The pay discrepancy could not be explained by specialty choice, practice

setting, work hours, or other characteristics. A case study carried out on Swedish medical

doctors showed that the gender wage gap among physicians was greater in 2007 than in

1975.

At home

Gender roles in parenting and marriage

Gender roles are heavily influenced by biology, with male-female play styles correlating

with sex hormones, sexual orientation, aggressive traits, and pain. Furthermore, females

with congenital adrenal hyperplasia demonstrate increased masculinity and it has been

shown that rhesus macaque children exhibit preferences for stereotypically male and

female toys.
Gender inequality in relationships

Gender equality in relationships has been growing over the years but for the majority of

relationships, the power lies with the male. ] Even now men and women present

themselves as divided along gender lines. A study done by Szymanowicz and Furnham,

looked at the cultural stereotypes of intelligence in men and women, showing the gender

inequality in self-presentation. This study showed that females thought if they revealed

their intelligence to a potential partner, then it would diminish their chance with him.

Men however would much more readily discuss their own intelligence with a potential

partner. Also, women are aware of people’s negative reactions to IQ, so they limit its

disclosure to only trusted friends. Females would disclose IQ more often than men with

the expectation that a real true friend would respond in a positive way. Intelligence

continues to be viewed as a more masculine trait, than feminine trait. The article

suggested that men might think women with a high IQ would lack traits that were

desirable in a mate such as warmth, nurturance, sensitivity, or kindness. Another

discovery was that females thought that friends should be told about one’s IQ more so

than males. However, males expressed doubts about the test’s reliability and the

importance of IQ in real life more so than women. The inequality is highlighted when a

couple starts to decide who is in charge of family issues and who is primarily responsible

for earning income. For example, in Londa Schiebinger’s book, "Has Feminism Changed

Science?", she claims that "Married men with families on average earn more money, live

longer and happier, and progress faster in their careers," while "for a working woman, a

family is a liability, extra baggage threatening to drag down her career." Furthermore,
statistics had shown that "only 17 percent of the women who are full professors of

engineering have children, while 82 percent of the men do."

Attempts in equalizing household work[edit]

Despite the increase in women in the labour force since the mid-1900s, traditional gender

roles are still prevalent in American society. Women may be expected to put their

educational and career goals on hold in order to raise children, while their husbands

work. However, women who choose to work as well as fulfill a perceived gender role of

cleaning the house and taking care of the children. Despite the fact that different

households may divide chores more evenly, there is evidence that supports that women

have retained the primary caregiver role within familial life despite contributions

economically. This evidence suggest that women who work outside the home often put an

extra 18 hours a week doing household or childcare related chores as opposed to men

who average 12 minutes a day in childcare activities. One study by van Hooff showed

that modern couples, do not necessarily purposefully divide things like household chores

along gender lines, but instead may rationalize it and make excuses. One excuse used is

that women are more competent at household chores and have more motivation to do

them. Another is that some say the demands of the males’ jobs is higher.

There was a study conducted at an "urban comprehensive school". They were asked

questions regarding their views in sexual inequality. Many parents were for the equal pay

for men and women. They also were in favor for men to help with the housework. In this

study, the majority of the people who were interviewed wanted gender equality and more

people wants a change in gender roles. Where men stay home, cleans, and cooks while

the women can work and help support the family.[

Gender roles have changed drastically over the past few decades. In the article, it says

that in 1920-1966, there was data recorded that women spent the most time care-tending

with the home and family. There was a study made with the gender roles with the males

and females, The results showed that as women spend less time in the house, men have

taken over the role as the mother. The article also said that women who work spend less

time within the house and with their children if they have any. Furthermore, men are

taking the roles of women in the homes and its changing as time goes on. Robin A.

Douthitt, the author of the article, "The Division of Labor Within the Home: Have

Gender Roles Changed?" concluded by saying, "(1) men do not spend significnatly more

time with chil- dren when their wives are employed and (2) employed women spend

signifi- cantly less time in child care than their full-time homemaker counterparts, over a

10-year period both mothers and fathers are spending more total time with children."

(703).[

Gender inequalities in relation to technology

One survey showed that men rate their technological skills in activities such as basic

computer functions and online participatory communication higher than women.

However, it should be noted that this study was a self-reporting study, where men

evaluate themselves on their own perceived capabilities. It thus is not data based on

actual ability, but merely perceived ability, as participants' ability was not assessed.

Additionally, this study is inevitably subject to the significant bias associated with self-

reported data.

In contrary to such findings, a carefully controlled study that analyzed data sets from 25

developing countries led to the consistent finding that the reason why fewer women
access and use digital technology is a direct result of their unfavorable conditions and

ongoing discrimination with respect to employment, education and income. [73] When

controlling for these variables, women turn out to be more active users of digital tools

than men. This turns the alleged digital gender divide into an opportunity: given women's

affinity for ICT, and given that digital technologies are tools that can improve living

conditions, ICT represents a concrete and tangible opportunity to tackle longstanding

challenges of gender inequalities in developing countries, including access to

employment, income, education and health services.

Property inheritance

Many countries have laws that give less inheritance of ancestral property for women

compared to men.

Structural marginalization

Gender inequalities often stem from social structures that have institutionalized

conceptions of gender differences.

Marginalization occurs on an individual level when someone feels as if they are on the

fringes or margins of their respective society. This is a social process and displays how

current policies in place can affect people. For example, media advertisements display

young girls with easy bake ovens (promoting being a housewife) as well as with dolls

that they can feed and change the diaper of (promoting being a mother).

Gender stereotypes

Cultural stereotypes, which can dictate specific roles, are engrained in both men and

women and these stereotypes are a possible explanation for gender inequality and the
resulting gendered wage disparity. Women have traditionally been viewed as being caring

and nurturing and are designated to occupations which require such skills While these

skills are culturally valued, they were typically associated with domesticity, so

occupations requiring these same skills are not economically valued. Men have

traditionally been viewed as the main worker in the home, so jobs held by men have been

historically economically valued and occupations predominated by men continue to be

economically valued and earn higher wages.

Gender Stereotypes influenced greatly by gender expectations, different expectations on

gender influence how people determine their roles, appearance, behaviors, etc. When

expectations of gender roles deeply rooted in people's mind, people' values and ideas

started to be influenced and leading to situation of stereotypes, which actualize their ideas

into actions and perform different standards labelling the behaviors of people. Gender

stereotypes limit opportunities of different gender when their performance or abilities

were standardizing according to their gender-at-birth, that women and men may

encounter limitations and difficulties when challenging the society through performing

behaviors that their gender "not supposed" to perform. For example, men may receive

judgments when they trying to stay at home and finish housework and allow their wives

to go out and work instead, as men are expected to be work outside for earning money for

the family. The traditional concepts of gender stereotypes are being challenged nowadays

in different societies and improvement could be observed that men could also be

responsible for housework, women could also be construction worker in some societies.

It is still a long process when traditional concepts and values have deep-rooted in people's
mind, that higher acceptance towards gender roles and characteristics is homely to be

gradually developed.

Biological fertilisation stereotypes

Bonnie Spanier coined the term hereditary inequality. Her opinion is that some scientific

publications depict human fertilization such that sperms seem to actively compete for the

"passive" egg, even though in reality it is complicated (e.g. the egg has specific active

membrane proteins that select sperm etc.)

Sexism and discrimination

Gender inequality can further be understood through the mechanisms

of sexism. Discrimination takes place in this manner as men and women are subject to

prejudicial treatment on the basis of gender alone. Sexism occurs when men and women

are framed within two dimensions of social cognition.

Discrimination also plays out with networking and in preferential treatment within the

economic market. Men typically occupy positions of power within the job economy. Due

to taste or preference for other men because they share similar characteristics, men in

these positions of Racial and ethnic inequality

Racial or ethnic inequality is the result of hierarchical social distinctions between racial

and ethnic categories within a society and often established based on characteristics such

as skin color and other physical characteristics or an individual's place of origin or

culture. Racism is whereby some races are more privileged and are allowed to venture

into the labor market and are better compensated than others. Ethnicity is the privilege

one enjoys for belonging to a particular ethnic group. Even though race has no biological
connection, it has become a socially constructed category capable of restricting or

enabling social status.

Racial inequality can also result in diminished opportunities for members of marginalized

groups, which in turn can lead to cycles of poverty and political marginalization. Racial

and ethnic categories become a minority category in a society. Minority members in such

a society are often subjected to discriminatory actions resulting from majority policies,

including assimilation, exclusion, oppression, expulsion, and extermination. For example,

during the run-up to the 2012 federal elections in the United States, legislation in certain

"battleground states" that claimed to target voter fraud had the effect of disenfranchising

tens of thousands of primarily African American voters.These types of institutional

barriers to full and equal social participation have far-reaching effects within

marginalized communities, including reduced economic opportunity and output, reduced

educational outcomes and opportunities and reduced levels of overall health.

In the United States, Angela Davis argues that mass incarceration has been a modern tool

of the state to impose inequality, repression, and discrimination upon African American

and Hispanics. The War on Drugs has been a campaign with disparate effects, ensuring

the constant incarceration of poor, vulnerable, and marginalized populations in North

America. Over a million African Americans are incarcerated in the US, many of whom

have been convicted of a non-violent drug possession charge.[citation needed] With the

States of Colorado and Washington having legalized the possession of marijuana, drug

reformists and anti-war on drugs lobbyists are hopeful that drug issues will be interpreted
 and dealt with from a healthcare perspective instead of a matter of criminal law. In

Canada, Aboriginal, First Nations, and Indigenous persons represent over a quarter of the

federal prison population, even though they only represent 3% of the country's

population.power are more likely to hire or promote other men, thus discriminating

against women.

2) Racial and ethnic inequality

Racial or ethnic inequality is the result of hierarchical social distinctions between racial

and ethnic categories within a society and often established based on characteristics such

as skin color and other physical characteristics or an individual's place of origin or

culture. Racism is whereby some races are more privileged and are allowed to venture

into the labor market and are better compensated than others. Ethnicity is the privilege

one enjoys for belonging to a particular ethnic group. Even though race has no biological

connection, it has become a socially constructed category capable of restricting or

enabling social status. Racial inequality can also result in diminished opportunities for

members of marginalized groups, which in turn can lead to cycles of poverty and political

marginalization. Racial and ethnic categories become a minority category in a society.

Minority members in such a society are often subjected to discriminatory actions

resulting from majority policies, including assimilation, exclusion, oppression, expulsion,

and extermination. For example, during the run-up to the 2012 federal elections in the

United States, legislation in certain "battleground states" that claimed to target voter fraud

had the effect of disenfranchising tens of thousands of primarily African American

voters.These types of institutional barriers to full and equal social participation have far-

reaching effects within marginalized communities, including reduced economic

 opportunity and output, reduced educational outcomes and opportunities and reduced

levels of overall health

In the United States, Angela Davis argues that mass incarceration has been a modern tool

of the state to impose inequality, repression, and discrimination upon African American

and Hispanics. The War on Drugs has been a campaign with disparate effects, ensuring

the constant incarceration of poor, vulnerable, and marginalized populations in North

America. Over a million African Americans are incarcerated in the US, many of whom

have been convicted of a non-violent drug possession charge.With the States of Colorado

and Washington having legalized the possession of marijuana, drug reformists and anti-

war on drugs lobbyists are hopeful that drug issues will be interpreted and dealt with

from a healthcare perspective instead of a matter of criminal law. In Canada, Aboriginal,

First Nations, and Indigenous persons represent over a quarter of the federal prison

population, even though they only represent 3% of the country's population.

3) Age inequality

Age discrimination is defined as the unfair treatment of people with regard to promotions,

recruitment, resources, or privileges because of their age. It is also known as ageism: the

stereotyping of and discrimination against individuals or groups based upon their age. It

is a set of beliefs, attitudes, norms, and values used to justify age-based prejudice,

discrimination, and subordination. One form of ageism is adultism, which is the

discrimination against children and people under the legal adult age. An example of an

act of adultism might be the policy of a certain establishment, restaurant, or place of

business to not allow those under the legal adult age to enter their premises after a certain

time or at all. While some people may benefit or enjoy these practices, some find them

offensive and discriminatory. Discrimination against those under the age of 40 however is
not illegal under the current U.S. Age Discrimination in Employment Act (ADEA). As

implied in the definitions above, treating people differently based upon their age is not

necessarily discrimination. Virtually every society has age-stratification, meaning that the

age structure in a society changes as people begin to live longer and the population

becomes older. In most cultures, there are different social role expectations for people of

different ages to perform. Every society manages people's ageing by allocating certain

roles for different age groups. Age discrimination primarily occurs when age is used as an

unfair criterion for allocating more or less resources. Scholars of age inequality have

suggested that certain social organizations favor particular age inequalities. For instance,

because of their emphasis on training and maintaining productive citizens, modern

capitalist societies may dedicate disproportionate resources to training the young and

maintaining the middle-aged worker to the detriment of the elderly and the retired

(especially those already disadvantaged by income/wealth inequality).

In modern, technologically advanced societies, there is a tendency for both the young and

the old to be relatively disadvantaged. However, more recently, in the United States the

tendency is for the young to be most disadvantaged. For example, poverty levels in the

U.S. have been decreasing among people aged 65 and older since the early 1970s

whereas the number of children under 18 in poverty has steadily risen. Sometimes, the

elderly have had the opportunity to build their wealth throughout their lives, while

younger people have the disadvantage of recently entering into or having not yet entered

into the economic sphere. The larger contributor to this, however, is the increase in the

number of people over 65 receiving Social Security and Medicare benefits in the U.S.
When we compare income distribution among youth across the globe, we find that about

half (48.5 percent) of the world's young people are confined to the bottom two income
brackets as of 2007. This means that, out of the three billion persons under the age of 24

in the world as of 2007, approximately 1.5 billion were living in situations in which they

and their families had access to just nine percent of global income. Moving up the income

distribution ladder, children and youth do not fare much better: more than two-thirds of

the world's youth have access to less than 20 percent of global wealth, with 86 percent of

all young people living on about one-third of world income. For the just over 400 million

youth who are fortunate enough to rank among families or situations at the top of the

income distribution, however, opportunities improve greatly with more than 60 percent of

global income within their reach.

Although this does not exhaust the scope of age discrimination, in modern societies it is

often discussed primarily with regards to the work environment. Indeed, non-

participation in the labour force and the unequal access to rewarding jobs means that the

elderly and the young are often subject to unfair disadvantages because of their age. On

the one hand, the elderly are less likely to be involved in the workforce: At the same time,

old age may or may not put one at a disadvantage in accessing positions of prestige. Old

age may benefit one in such positions, but it may also disadvantage one because of

negative ageist stereotyping of old people. On the other hand, young people are often

disadvantaged from accessing prestigious or relatively rewarding jobs, because of their

recent entry to the work force or because they are still completing their education.

Typically, once they enter the labour force or take a part-time job while in school, they

start at entry level positions with low level wages. Furthermore, because of their lack of

prior work experience, they can also often be forced to take marginal jobs, where they

can be taken advantage of by their employers. As a result, many older people have to face

obstacles in their lives.

4) Inequalities in health
Health inequalities can be defined as differences in health status or in the distribution of
health determinants between different population groups
Health care
Health inequalities are in many cases related to access to health care. In industrialized
nations, health inequalities are most prevalent in countries that have not implemented a
universal health care system, such as the United States. Because the US health care
system is heavily privatized, access to health care is dependent upon one's economic
capital; Health care is not a right, it is a commodity that can be purchased through
private insurance companies (or that is sometimes provided through an employer). The
way health care is organized in the U.S. contributes to health inequalities based on
gender, socioeconomic status and race/ethnicity.As Wright and Perry assert, "social
status differences in health care are a primary mechanism of health inequalities". In the
United States, over 48 million people are without medical care coverage. This means that
almost one sixth of the population is without health insurance, mostly people belonging
to the lower classes of society.
While universal access to health care may not completely eliminate health inequalities, it
has been shown that it greatly reduces them. In this context, privatization gives
individuals the 'power' to purchase their own health care (through private health
insurance companies), but this leads to social inequality by only allowing people who
have economic resources to access health care. Citizens are seen as consumers who have
a 'choice' to buy the best health care they can afford; in alignment with neoliberal
ideology, this puts the burden on the individual rather than the government or the
community.
In countries that have a universal health care system, health inequalities have been
reduced. In Canada, for example, equity in the availability of health services has been
improved dramatically through Medicare. People don't have to worry about how they
will pay health care, or rely on emergency rooms for care, since health care is provided
for the entire population. However, inequality issues still remain. For example, not
everyone has the same level of access to services. Inequalities in health are not, however,
only related to access to health care. Even if everyone had the same level of access,
inequalities may still remain. This is because health status is a product of more than just
how much medical care people have available to them. While Medicare has equalized
access to health care by removing the need for direct payments at the time of services,
which improved the health of low status people, inequities in health are still prevalent in
Canada. This may be due to the state of the current social system, which bear other types
of inequalities such as economic, racial and gender inequality.
A lack of health equity is also evident in the developing world, where the importance of
equitable access to healthcare has been cited as crucial to achieving many of the
Millennium Development Goals. Health inequalities can vary greatly depending on the
country one is looking at. Health equity is needed in order to live a healthier and more
sufficient life within society. Inequalities in health lead to substantial effects, that is
burdensome or the entire society. Inequalities in health are often associated with
socioeconomic status and access to health care. Health inequities can occur when the
distribution of public health services is unequal. For example, in Indonesia in 1990, only
12% of government spending for health was for services consumed by the poorest 20%
of households, while the wealthiest 20% consumed 29% of the government subsidy in
the health sector. Access to health care is heavily influenced by socioeconomic status as
well, as wealthier population groups have a higher probability of obtaining care when
they need it. A study by Makinen et al. (2000) found that in the majority of developing
countries they looked at, there was an upward trend by quintile in health care use for
those reporting illness. Wealthier groups are also more likely to be seen by doctors and to
receive medicine.

Food

There has been considerable research in recent years regarding a phenomenon known as
food deserts, in which low access to fresh, healthy food in a neighborhood leads to poor
consumer choices and options regarding diet. It is widely thought that food deserts are
significant contributors to the childhood obesity epidemic in the United States and many
other countries. This may have significant impacts on the local level as well as in broader
contexts, such as in Greece, where the childhood obesity rate has skyrocketed in recent
years heavily as a result of the rampant poverty and the resultant lack of access to fresh
foods.
II:ACTION PLAN TO REDUSE DIFFERENT INEQUALITIES
A. GENDER INEQULITIES
How To Stop Gender Inequality In The Workplace
Gender inequality in the workplace goes beyond low numbers of women in the C-
suite and boardroom. In fact, women’s disadvantage starts long before reaching
the executive level: “Corporate America promotes men at 30% higher rates than
women during their early career stages, and entry-level women are significantly
more likely than men to have spent five or more years in the same role.”
This disparity is slowly changing for the better, but not quickly enough. That’s
why companies today need to reevaluate their policies and processes relating to
inclusion and promote confidence in female employees.
Gender disparity can be harder to spot than you’d think, and it’s incredibly
pervasive. Are your managers unintentionally putting your female employees at a
disadvantage? Are you creating sufficient, open opportunities for both male and
female colleagues to aim for a promotion? Are your recruiting policies defined on
gender equality and providing transparency on ambitions for staff demographics?
1. Drive Skills Development Equally
There’s a false belief that men are advancing to higher pay grades and sustaining
the wage gap because they are more qualified. This is not the case. “Women are
hitting the glass ceiling earlier than people realize”, said Rachel Thomas,
president of LeanIn, a group founded by Facebook’s COO, Sheryl Sandberg.
“Men are off to the races and women are starting to see hurdles right out of the
gate.” In some cases, this disparity is the result of differing ambitions and
definitions of success. Women have been taught to strive for different things, and
until that changes, they may find themselves choosing career paths that are safer
and more secure. This does not make these roles less important. When you’re
investing in developing the skills of your team, don’t restrict it to the people who
you consider to be doing the “hardest” or “riskiest” jobs. That approach can
unintentionally widen the gender gap. Instead, offer employees at every level and
in every department an opportunity to improve. Investing in your employees
simply means developing their skills and doing it equally.
2. Create Role Models
In some organizations, women have few role models to look up to. They can lose
faith when they don’t see people like themselves advancing to leadership
positions. A 2017 study by Grant Thornton shows that globally, women hold an
average of 25% of senior management roles and only 12% of CEO roles. A push
for more women at the helm can have a trickle down effect that inspires other
women to aspire to the executive level. Take Susan Wojcicki, for example, the
CEO of YouTube. As a computer science graduate from Harvard and Google’s
16th employee, she earned her way up the tech ladder. Now, she runs one of the
world’s most innovative companies. Wojcicki has been at the forefront of
advocating for equality and inclusion at YouTube: “We’ve supported
underrepresented groups, established a C-level Leadership Diversity Council, and
ramped up our female hiring—since I joined in 2014, we’ve gone from a
company that is 24% women to one that’s nearly 30% .” Implementing mentoring
programs that show employees their worth and encourage them to strive for the
next step will lead to a stronger and more empowered team.

3. Eliminate Gender-Based RolesTake a look at your organization’s values. Do

they include the unique assets that women can bring to the table? The When
Women Thrive Report found that women have unique strengths in areas that are
critical to advancing business, such as adaptability and inclusive team
management . Of course, men may have these attributes as well. It is to an
organization’s greatest advantage to place employees in positions where their
strengths will shine, instead of in roles based on gender. Business leaders can
place value on individual women’s unique strengths and abilities and work to
develop them across leadership roles. Closing the gender gap starts with looking
at the way your organization develops all employees, and making sure you
provide equal opportunity from entry level onwards. Women are a critical part of
the workforce—and when women do well, organizations do well. Providing
training in specialized skills and recognizing the power women bring to your
 organization will help you advance in a competitive landscape. It doesn’t just
benefit your company and its stakeholders—it benefits the world we live in, too.

12 steps to achieve gender equality in our lifetimes

1. Talk to women and girls

A fundamental reason we have not yet achieved gender equality in every realm is

that women and girls’ voices are too often excluded from global and national

decision-making. When programmes and policies are designed without women’s

needs central to their foundation, we’re setting ourselves up to fail. If grassroots

women had been adequately consulted in designing the MDGs, decision-makers

would have been able to anticipate that girls would still be held responsible for many

home chores, caring for younger siblings and fetching water, and have known that a

major obstacle for girls’ education is that girls are at risk of physical and sexual

assaults when they have to walk long distances to school. Patricia T Morris, president,

, Washington DC, USA,

2. Let girls use mobile phones

The majority of girls in India don’t have access to using basic technology such as

phones and computers because of infrastructure related challenges and economic

reasons. Increasingly we see bans on girls using mobile phones. The dialogue on

girls’ access to Stem [science, technology, engineering and maths] education and

women’s role in technology has not even started to be acknowledged. Can girls and
women access equal resources, opportunities and rights without access to technology?

Gayatri Buragohain, executive director, , New Delhi, India,

3. Stop child marriage and sexual harassment

In Bangladesh and elsewhere, child marriage is a major impediment to girls’

education. In Bangladesh more than 50% of girls are married before the age of 18,

and about 30% of girls 15 to 19 already have one child. If we want girls to be able to

complete education we have to end child marriage. We also have to seriously address

sexual harassment of girls. Insecurity is one of the reasons parents give for marrying

their daughters. It is also a major barrier to girls’ full participation in education.

Christine Hunter, country representative, UN Women, Dhaka, Bangladesh,

@UNWomenCHunter

4. Make education gender sensitive

There has been much progress in increasing access to education, but progress has

been slow in improving the gender sensitivity of the education system, including

ensuring textbooks promote positive stereotypes. This is critically important for girls

to come out of schools as citizens who can shape a more equal society. In some

countries, there is a tendency to assume that things are fine as long as there are equal

number of girls in schools. Aya Kibesaki, senior education specialist, Global

Partnership for Education, Washington DC, USA

5. Raise aspirations of girls and their parents

One of the key strategies must be to change how girls, families and society imagine

what girls can be and can do. We need to give girls images and role models that
expand their dreams. I was at an International Women’s Day event with Bangladesh

Women in Technology and they talked about needing to build girls’ and women’s

confidence that they could be engineers or entrepreneurs. We also need parents to see

that there really are opportunities for their daughters, that their only security is not

just to be good wives and mothers. Christine Hunter

6. Empower mothers

In Afghanistan, there have been great moves to increase number of girls going

through formal education through providing schools for girls in every district. We

have learned that through empowering women on the community level you will also

enhance girls education. When mothers are educated and empowered to make choices

in their lives, they enable their daughters to go to school. Mandana Hendessi, country

director - Kurdistan region of Iraq and Afghanistan, Women for Women International,

London, UK, @womenforwomenUK

7. Give proper value to ‘women’s work’

The unpaid work women and girls do provide the foundation for the global economy.

This fact needs to be highlighted more in the media, with the private sector and in

communities. More research and data for messaging on this point could be useful in

promoting the key role and contributions women and girls make to the economy and
the need for proper recognition and compensation. We also need a concerted

campaign for equal pay for equal work worldwide. Legislation, economic incentives,

and pledges like the UN’s Women’s Empowerment Principles should be adapted and

replicated everywhere. Patricia T. Morris

8. Get women into power

A proven way to overcome many systemic barriers to a woman’s success has been

increased participation by women in local, regional and national legislation as

empowered change agents. In just 10 years, the number of women holding seats in

houses of national parliament in south Asia rose from 7% to 18%. But a global goal

of equal representation is still a long way off, with only one woman for every four

men in parliamentary houses. A woman’s voice and her ability to become a leader in

her community is fundamental to empowering women. Åsa Skogström Feldt,

president and CEO, , New York, USA,

9. Encourage women into non-traditional vocations

Supporting women in non-traditional jobs is crucial in not only making long-lasting

change in their lives but also help break social taboos. Brac is skilling women in

professions such as motorcycle fixing, driving, hospitality, mobile-phone fixing. Asif

Saleh, senior director, , Dhaka, Bangladesh,

10. Work together

Alarmingly, gender gaps in sub-Saharan Africa have widened at higher levels of

schooling. This is a reverse of the global trend towards greater parity. Between 1999

and 2010, the ratio of girls in secondary school fell from 83 to 82 girls for every 100

boys at the secondary level and from 67 to 63 girls for every 100 boys at the tertiary

level. This is stalled progress and a reversion to the deep gender equalities that

characterised previous eras. To address this gap, our efforts cannot be done in silos,

but must involve the people (girls in this case). Girls know best what their challenges

are in education and it is imperative to involve them in our discussions to address the

gap. Njideka Harry, president & CEO, Youth for Technology Foundation (YTF),

Louisville, USA, @njidekaharry

11. Stop the violence

Gender inequality allows for violence against women to continue unabated. The UN

has found that globally, one in three women will experience violence in her lifetime,

with most violence against women perpetrated by a current or former intimate

partner. The World Health Organisation, London School of Health and Tropical

Medicine, and the World Bank Group have done a lot to consolidate and expand on

what we know about the prevalence of violence against women, and effective

prevention and response strategies., but there is still a lot we do not know. Barbara

Rodriguez, assistant director, women’s empowerment programme, , Washington DC,

USA,

12. Beware the backlash

One of the realities that we need to remember and address is that, when women

“trespass” in spaces that were previously completely male-dominated there is often a

penalty. In education and in the workplace that backlash often takes the form of

sexual harassment, humiliation, violence. Looking at a local level or specific situation

we can see how that slows the pace of women’s entry to that sector or opportunity.

B. Racial and ethnic inequality

Removing Racial Barriers

We cannot hope to address poverty in a meaningful or lasting way without addressing

race-based barriers to opportunity. The most effective solutions will take on these

challenges together. That means, for example, job-training programs that prepare low-

income workers for a globalized economy, combined with antidiscrimination

enforcement that ensures equal access to those programs and the jobs to which they

lead. Similarly, strengthening the right to organize is important in helping low-wage

workers to move out of poverty, but it must be combined with civil-rights efforts that

root out the racial exclusion that has sometimes infected union locals. And it means

combining comprehensive immigration reform that offers newcomers a pathway to

citizenship with living wages and labor protections that root out exploitation and

discourage racial hierarchy. Another crucial step is reducing financial barriers to

college by increasing the share of need-based grants over student loans and better

coordinating private-sector scholarship aid -- for example, funds for federal Pell

Grants should be at least double current levels. But colleges should also retain the
flexibility to consider racial and socioeconomic background as two factors among

many, in order to promote a diverse student body (as well as diverse workers and

leaders once these students graduate). And Congress should pass the DREAM Act,

which would clear the path to a college degree and legal immigration status for many

undocumented students who've shown academic promise and the desire to contribute

to our country.

Lack of access to affordable, quality health care is a major stress on low-income

families, contributing to half of the nation's personal bankruptcies. Guaranteed health

care for all is critical, and it must be combined with protections against poor quality

and unequal access that, research shows, affect people of color irrespective of their

insurance status. Finally, we must begin planning for opportunity in the way we

design metropolitan regions, transportation systems, housing, hospitals, and schools.

That means, for example, creating incentives for mixed-income neighborhoods that

are well-publicized and truly open to people of all races and backgrounds. A

particularly promising approach involves requiring an "opportunity impact statement"

when public funds are to be used for development projects. The statement would

explain, for example, whether a new highway will connect low-income communities

to good jobs and schools, or serve only affluent communities. It would detail where

and how job opportunities would flow from the project, and whether different

communities would share the burden of environmental and other effects (rather than

having the project reinforce traditional patterns of inequality). It would measure not

only a project's expected effect on poverty but on opportunity for all. When we think
 about race and poverty in terms of the shared values and linked fate of our people, our

approach to politics as well as policy begins to change. Instead of balancing a list of

constituencies and identity groups, our task becomes one of moving forward together

as a diverse but cohesive society, addressing through unity the forces that have

historically divided us.

C. AGE INEQUALITY

How to avoid age inequality in workplace or work in general

Recruiters, employers, consultants and successful age 50+ job seekers all

agree on what you can do to overcome or at least minimize the likelihood you will be

subjected to age discrimination while seeking work in retirement.

1. Dismiss Age Discrimination Thoughts - Flip that mental age discrimination switch

to the “off” position. Think age-neutral. Focus on “connecting” to the interviewer

before any real questioning starts. Banish any thoughts that reflect “reverse age

Discrimination” where you believe a young person can’t possibly understand you – get

them to understand your enthusiasm, skills, interests and ability to contribute.

2. Emphasize Capabilities, Not Experience - We have learned to equate experience to

depth and strength of capabilities – don’t do it. It generally serves to de-emphasize

duration of experience. Focus on the capabilities acquired during your work life.

3. Buy a Computer, Cell Phone, iPhone or PDA Device - Employers expect to be able

to communicate with you by electronic mail (email). Showing that you are technology
“savvy’ is a good thing. Not owning a computer can be a “showstopper”. You can buy a

serviceable desk top or lap top computer for $400 to $600. You will also need an

internet service provider (PeoplePC, AOL, Yahoo, or your local phone or cable TV

provider). At the very least, you’ll want to be able to say, “You can always reach me on

my cell phone”.

4. Acquire Basic Computer Skills - With few exceptions, many jobs require a

fundamental working knowledge of computer skills. Start with Microsoft Office

applications beginning with Word (word processing), then Outlook (basis for most

corporate email systems, then Excel (spreadsheets), and finally PowerPoint (for

presentations). Learn how to perform internet research on Google and similar sites.

Check community colleges and adult education centers for classes or signup here to

take a class online.

5. Avoid “Age” References – Don’t put graduation dates. Present only the most recent

15 to 20 years of employment and summarize prior work in a single paragraph without

dates or durations.

6. Craft Your Resume and Applications – Carefully craft your resume or employment

applications to focus on skills and capabilities, not length of service. Describe what you

can do, what you have learned, and what you have accomplished. Consider having

RetirementJobs.com help you edit or draft a new resume.

7. Practice Interviewing - It may have been some time since you interviewed and you

may be facing a recruiter half your age. Practice answering and asking questions simply

and directly. Be ready for awkward questions such as “How long do you plan to work?”,
 “Do you believe you are overqualified for this job?” Don’t get defensive. Give a direct

and honest answer. Move the recruiter to discussing your qualifications and “fit” for the

job.

8. Fitness and Appearance – Stay fit for life, not just for an interview. Get plenty of rest

and some exercise before interviews. You may have your “lucky interviewing outfit” but

if it is outdated, go shopping for something contemporary and fresh. Be well groomed.

Don’t worry about being overdressed. Even in today’s casual dress culture, looking sharp

and professional is still important.

9. Seek Out Age Friendly Employers – Look for RetirementJobs.com’s Age Friendly

Employer Certification™ seal on job postings. Some certified companies include Robert

Half International, H&R Block and Staples with more to come in the future. Check out

AARP’s Best Employers for Workers 50+ and Fortune Magazines 100 Best Employers.

10. Use the Latest Internet Networking Tools – Show employers that you are “wired” into

the internet. The best tool out there is “Linkedin.com”. Sign up and even invite your best

hiring manager prospects to join your network. You should also search your own name in

such search engines such as Google or Zoom Info. Make sure your search results are the

best they can be from a hiring manager’s perspective.

D. HEALTH INEQUALITY

Strategic goal
Council is committed to increasing access to opportunities for all residents to improve

their health and wellbeing.

Objectives and actions

Identify and address differences in health status between groups in the community

• Collect and use demographic statistics for planning decisions (e.g. gender,

ethnicity, Indigenous status, disability andsocioeconomic position). Ensure all groups in

the community have access to services and programs that support health and wellbeing

• Evaluate whether council programs and services are accessed by all local groups

in all neighbourhoods.

• Form partnerships with peak agencies and relevant community groups to work

efficiently with disadvantaged groups in the municipality.

• Provide programs that produce a long-term protective effect on the health of the

most disadvantaged in the municipality, such as programs that improve social and

educational outcomes for children and adolescents.10

• Reduce or remove as many financial barriers as possible to ensure that those

facing the greatest financial inequality are not further disadvantaged. Promote these

opportunities as

widely as possible.

• Engage community members in the planning, delivery and evaluation of services

to help ensure they are culturally appropriate and effective.

• Train council staff in anti-discrimination topics such as respect for cultural

diversity, gender issues and disability issues.

• Provide resources in languages other than English to improve access to non-

English speaking residents. Minimise barriers to the resources necessary to achieve and

maintain good health for priority population groups

• Offer programs for community members to improve their reading, numeracy and

other skills.

• Develop programs and services that can generate an income for participants (e.g.

social enterprise).

• Work in partnership with community and business to identify and provide

training and employment opportunities for people from disadvantaged groups.

• Develop a local housing strategy that addresses inadequateor unaffordable

housing, social isolation and health issues.