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Preservation, Sustainability, and Equity
Heritage occupies a privileged position within the built environment.Most municipalities in the United States, and nearly all countries around the world, have laws and policies to preserve heritage in situ, seeking to protect places from physical loss and the forces of change.That privilege, however, is increasingly being unsettled by the legacies of racial, economic, and social injustice in both the built environment and historic preservation policy, and by the compounding climate crisis.Though many heritage projects and practitioners are confronting injustice and climate in innovative ways, systemic change requires looking beyond the formal and material dimensions of place and to the processes and outcomes of preservation policy—operationalized through laws and guidelines, regulatory processes, and institutions—across time and socio-geographic scales, and in relation to the publics they are intended to serve.This third volume in the Issues in Preservation Policy series examines historic preservation as an enterprise of ideas, methods, institutions, and practices that must reorient toward a new horizon, one in which equity and sustainability become critical guideposts for policy evolution. With contributions from Lisa T. Alexander, Louise Bedsworth, Ken Bernstein, Robin Bronen, Sara C.Bronin, Shreya Ghoshal, Scott Goodwin, Claudia Guerra, Victoria Herrmann, James B.Lindberg, Randall Mason, Jennifer Minner, David Moore, Marcy Rockman, Stephanie Ryberg-Webster, A.R.Siders, Amanda L. Webb, and Vicki Weiner.
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Diversity, Equity, Inclusion and Teaching
It has never been more important for trainee teachers to understand diversity, equity and inclusion from a teaching perspective. This text provides an up-to-date, grounded, and full understanding of the injustices and inequalities that impact our classrooms.It challenges trainees to rethink their own assumptions and biases and to take time to explore how schools and teachers can be active agents of positive change.It empowers new teachers to be confident in their allyship of marginalised groups and disadvantaged children.Through practical advice and support, this book enables teachers to bring diversity, equity and inclusion into the classroom.
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Diversity, Equity & Inclusion For Dummies
Strengthen your company culture through inclusive and equitable policies and practices The global workforce and marketplace will continue to undergo dramatic demographic shifts—redefining the workplace, the workers, and how work gets done. Organizations that want to attract and retain the best talent and to capitalize on the full breath of their perspectives and experiences must first reflect our society as a whole, and secondly, must create the right kind of work environment where ALL talent can thrive.That means valuing diversity, creating more equitable policies and practices, and fostering a welcoming and inclusive culture.In Diversity, Equity & Inclusion For Dummies, global workforce expert, and three-time Chief Diversity and Inclusion Officer Dr. Shirley Davis unveils her extensive collection of real-world experiences, stories, case studies, checklists, assessments, tips, and strategies that will give you a deeper understanding of the business impact of DEI and how your role as a leader can contribute to your company's long term success.You'll learn: The fundamentals of DEI and how it drives business performance and impactHow to conduct comprehensive DEI organizational assessments to identify systemic and institutional inequitiesTactics and strategies for having necessary but difficult conversations, and how to make them impactfulSkills and competencies that every leader needs in order to effectively lead the new generation of workersHow to operationalize DEI across your organization, measure its impact, and sustain it long term Diversity, Equity & Inclusion For Dummies is a must-read guide for any leader at any level who wants to ready themselves for the workplace of the future and reap the benefits of a full spectrum diverse ideas, backgrounds, and experiences.It also belongs on the reading lists of human resources and DEI professionals actively seeking to go broader, deeper, and have greater impact in their DEI work.
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Driving Justice, Equity, Diversity, and Inclusion
Navigating the volatility, uncertainty, complexity, and ambiguity (VUCA) characterizing the business world in the 21st century requires a new paradigm focused on an integrated bottom line – planet, people, and profit (PPP).Global trends include resource scarcity and growing inequities in income, wealth, education, and healthcare.Stakeholders are demanding that organizations address systemic barriers to promote justice and equity within organizations and across broader social systems.Transformational change requires leadership to analyze internal and external systems through a social and environmental justice lens. Despite a growing focus on justice, equity, diversity, and inclusion, the imbalance of power remains within our institutions, organizations, and social systems.To move the needle, leaders can turn to Driving Justice, Equity, Diversity, and Inclusion, which explains developing a North Star vision and creating a strategy to redesign organizational process and systems, as well as leveraging tools for data-driven decision-making.It presents a framework to build an inclusive organization as well as a model to engage and support senior and middle management beginning the process of capacity building and systemic change.By layering in AI and other technologies to support data-driven decision-making, the book guides leaders in navigating their organization’s journey along the maturity continuum to achieve their North Star vision of becoming a just and equitable organization.The book also helps managers to:Assess ecosystems and organizational systems that justice, equity, diversity, and inclusion impactTake a deeper dive into transformational and operational components to gain insights on the deep systemic realignment of the North Star visionIdentify and engage with diverse stakeholders to gain perspective and understand issues crucial for transformative changeLeverage people-centered design to create a process promoting diversity of voices and to better align outcomes with shared organizational visionUse data to drive decision-making and reduce bias by removing intuition from the decision-making processLeverage the book's frameworks to drive collaborative systemic changeAdapt insights highlighted in multiple interviews with DEI practitionersBenefit from lessons learned and best practices featured in the book's case studiesThis book features a primer, which is a quick reference guide to key terms, concepts, and definitions.It helps to define justice, equity, diversity, inclusion, and other key terms, such as unconscious bias, stereotypes, and microaggressions.It also features a toolkit, which includes checklists to help managers lead organizations to realize their own North Star vision.
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How is equity calculated?
Equity is calculated by subtracting the total liabilities of a company from its total assets. In other words, equity represents the ownership interest in a company's assets after all debts and obligations have been paid off. It is a measure of the company's net worth and is often used by investors and analysts to assess the financial health and value of a company. Equity can also be calculated for individuals by subtracting their total liabilities (such as mortgages, loans, and credit card debt) from their total assets (such as savings, investments, and property).
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What is equity capital?
Equity capital refers to the funds that a company raises by selling shares of ownership in the business. These shares represent ownership in the company and entitle the shareholders to a portion of the company's profits and a say in its decision-making processes. Equity capital is a crucial source of long-term funding for a company and can be raised through the sale of common stock or preferred stock. Unlike debt capital, equity capital does not need to be repaid and does not accrue interest, but it does dilute the ownership stake of existing shareholders.
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'Equity type or legal type?'
Equity type refers to the ownership structure of a company, indicating whether it is publicly traded or privately held. Legal type, on the other hand, refers to the legal structure of a business entity, such as a corporation, partnership, or sole proprietorship. While equity type focuses on ownership, legal type is concerned with the legal rights and responsibilities of the entity. Both equity type and legal type are important considerations when determining the structure and governance of a business.
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What is the accumulated equity?
The accumulated equity is the total value of an asset after subtracting any liabilities or debts associated with it. It represents the ownership interest or value that an individual or entity has in the asset. Accumulated equity can increase over time as the asset appreciates in value or as debts are paid off, resulting in a higher net worth for the owner. It is an important measure of financial health and can be used to determine the overall value of an investment or property.
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Diversity, Equity, and Inclusion at Work
Diversity, Equity, and Inclusion at Work is a comprehensive, accessible text focusing on DEI and how they influence employees’ access to work, their experiences in the workplace, and the outcomes for teams and organizations.The book examines the differences in opportunities and experiences among different groups as well as the ways managers can create more diverse, equitable, and inclusive workplaces.The book takes a multilevel approach and breaks down the issues to consider the micro-, meso-, and macro-level factors of DEI. The book is structured around three parts. The first section offers an overview of the foundations of DEI, including an overview and its relevance for aspiring managers, theoretical tenets of diversity, research in the area, and the constructs of bias.In the second section, the author examines the various forms of diversity, including race, gender, age, disability, appearance, sexual orientation and gender identity, religion, and social class.The final part supports the reader in thinking through strategies for reducing bias, creating diverse and inclusive workplaces, and ways organizations can impact the DEI in their communities. Pedagogical features include the following:DEI at Work cases to open each chapterDEI in Practice to connect theory to real-life examplesDifferent Point of View boxes to present alternative perspectivesExpert Perspectives to hear from professionals in the fieldFurther reading and web resources to take extended learning opportunitiesReview questions to test knowledge
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Diversity, Equity, and Inclusion in Sport
As the topic of diversity, equity, and inclusion continues to be of growing importance across all businesses, Diversity, Equity, and Inclusion in Sport provides a comprehensive examination of DEI issues across the sport industry.This text's emphasis on application and critical thinking will guide students in developing their ability to effectively lead sport organizations of all kinds with vision and compassion.With a diverse team of contributors representing a variety of unique perspectives, this text aligns with the Commission on Sport Management Accreditation (COSMA) Common Professional Component content area of diversity issues in sport management. Organized into three parts, Diversity, Equity, and Inclusion in Sport aims to clearly illustrate how to make a true impact in sport settings.Part I delivers foundational knowledge of what diversity, equity, and inclusion mean within sport organizations, including how power and privilege play out in sport organizations to include some and exclude others.Students will develop the skills associated with appreciating and having conversations about differences and learn how understandings about difference affect policy development and decision-making. Part II further develops understanding of diversity, equity, and inclusion through comprehensive coverage of critical areas of diversity that have an impact on the sport industry, including social class and economic status, gender and gender identity, race and ethnicity, disability, political influence and affiliation, religion, and age. Part III is designed to empower sport professionals to become leaders, providing actionable advice on promoting and successfully implementing best practices.Students will learn about connecting difficult conversations to leadership, planning strategically, assessing organizational climate, and using sport as a platform for social change. Each chapter opens with a real-life scenario introducing the chapter's topic and closes with exercises to prompt critical thinking about the issues raised.Sport Industry Leader Profiles provide interviews with leading professionals for practical, informed opinions on the issues presented.Sport Industry Diversity Initiative sidebars feature organizational approaches to DEI issues. Diversity, Equity, and Inclusion in Sport addresses the key areas and challenges surrounding DEI in the sport industry and examines the role of sport in effecting social change.With practical application skills on incorporating knowledge into decision-making, current and future professionals alike will be prepared to lead sport businesses as diverse, equitable, and inclusive environments.
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Spotlight on Young Children: Equity and Diversity
A collection of YC articles that highlights advancing equity and diversity in early childhood education.Tied to the forthcoming position statement on equity and diversity, this collection includes articles focused on self-reflection to recognize implicit bias, strategies to create equitable learning opportunities for all children, and advocacy.
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Equity, Diversity and Inclusion for Nursing Associates
Nursing Associates work in a culturally diverse world and care for people with a variety of backgrounds, identities and beliefs.This book introduces you to the key principles of equity, diversity and inclusion that you need to follow in order to challenge poor practice and provide excellent person-centred care.Covering important topics such as unconscious bias, legal requirements and professional standards, this book will guide you through applying what you’ve learnt and maintaining EDI principles within your career. Key features Fully mapped to the NMC Standards of Proficiency for Nursing Associates (2018)Explains the key legal, professional and ethical EDI standards you need to understand in order to provide excellent person-centred care to a diverse range of patientsCase studies and activities encourage self-reflection and illustrate what EDI looks across different healthcare settingsWritten specifically to address the unique experiences, challenges and requirements of the nursing associate role
Price: 17.99 £ | Shipping*: 3.99 £
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How do you calculate equity?
Equity is calculated by subtracting the total liabilities of a company from its total assets. The formula for calculating equity is: Equity = Total Assets - Total Liabilities. This calculation gives a measure of the ownership interest in a company, representing the residual value of the assets after all debts and liabilities have been paid off. Equity is an important financial metric that is used to assess the financial health and stability of a company.
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How can one improve equity?
One can improve equity by addressing systemic barriers and biases that contribute to inequality. This can be achieved through policies and practices that promote equal access to opportunities, resources, and representation for all individuals, regardless of their background. Additionally, promoting diversity and inclusion in all aspects of society can help to create a more equitable environment. It is also important to actively listen to and amplify the voices of marginalized communities in decision-making processes.
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How does depreciation affect equity?
Depreciation reduces the value of assets on the balance sheet, which in turn reduces the overall equity of the company. This is because equity is calculated as the difference between a company's assets and liabilities. As the value of assets decreases due to depreciation, the overall equity of the company also decreases. This can impact the financial health of the company and its ability to attract investors or secure financing.
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What is the difference between equal opportunities, equity of opportunity, and equity of achievement?
Equal opportunities refers to the idea that everyone should have the same access to opportunities, resources, and rights regardless of their background or circumstances. Equity of opportunity goes a step further, aiming to ensure that everyone has the support and resources they need to have an equal chance of success, taking into account individual differences and barriers. Equity of achievement focuses on ensuring that everyone has the same chance of achieving success, regardless of their starting point, and aims to address and eliminate disparities in outcomes. In summary, while equal opportunities focuses on access, equity of opportunity and equity of achievement focus on addressing and eliminating disparities in support and outcomes.
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