Managing Workplace Diversity And Gender Discrimination Social Work Essay

Managing Workplace Diversity And Gender Discrimination Social Work Essay Introduction Most women and men are at a disadvantage in areas of job and trainings, wages and salaries, and are constrained to certain occupations based on their age, colour, disability, sex, ethnicity, without reference to their capabilities and skills. Today, in some developed countries for example, women workers still earn up less than male colleagues performing the same work. According to the Equal Employment Opportunity law, workers have the fundamental human right to be free from discrimination, can choose their employment freely without bias and have the ability to develop their potentials to the fullest. Workers benefit from equality policies through training, equal wages, and overall quality of the workforce. The aim of this essay is to explore the multifaceted problems of unequal treatment of workers as a result of diversity and gender discrimination between men and women at work (the labour market). The study will also attempt to highlight the advantages and disadvantages of diversity and equal opportunity at work, and also proffer solutions for the reduction and subsequent eradication of gender discrimination. To the society at large, bringing equality to the workplace has major financial benefits, and if employers practise equality they would have access to a pool of well organised and diverse workforce. ILO (International Labour Organisation) practices equality as a tool to eliminate discrimination at work and in the society, they also apply gender mainstreaming strategies in the field of labour. Benefits of workplace diversity Employees from diverse backgrounds bring individual talents and experiences into the application of work. A diverse workforce of skills, experiences, languages, cultural understanding allows a company to operate globally in providing service to customers and having a variety of viewpoints, and also improving an organizations success and competitiveness as well as increased efficiency and effectiveness (Sharron and Maeve, 2007, p.157). Diversity and equality are linked to HR practices, therefore HR professionals have a key role in the implementing of fair and favourable working conditions for employees, and this indeed is a key challenge. Managing diversity helps to control differences by creating a productive working environment in which everyone, feels valued (Tom and Adrian, 2009, p.346), talents are fully utilised and organisational goals are met. The CIPD definition of diversity is, valuing everyone as an individual, valuing people as employees, customers and clients (CIPD, 2007). However, it is also applied to social groups thereby raising awareness of ethnic and cultural diversity. We live in a multi-cultural society where contributions from different cultures are made to society and culture. Diversity should focus on the positive rather than the negative. Equality opportunity and gender mainstreaming Equality can be defined as combined efforts, equal participation and shared responsibilities involving both sexes in decision making, implementation of policies aimed at maximizing potential production of goods and services. The fruits of these efforts should also be shared equally and both sexes should be given opportunities to exercise their rights. Equal opportunity approaches are aimed only at the disadvantaged and therefore potentially create problems in organisations by constantly targeting the disadvantaged rather than making efforts to ensure that the organisation naturally encourages equality of opportunity for all and sundry. There are six social groups listed in the Equality and Human Rights Commission Literature, the body that regulates and monitors the UKs equality legislation, which are gender, age, disability, ethnicity, religion and sexual orientation. These social groups are protected by law, therefore staff and customers have the legal right to be treated fairly and equally (Kirton, G and Greene, A, 2005). Article VII of the 1964 Civil Rights Act, bans any type of discrimination based on any social group. In addition, 1963 Equal Pay Act prohibits organizations from formulating gender-based pay discrimination regarding workers who perform same work under similar conditions. Article VII of the 1964 Civil Rights as well set up the USA Equal Employment Opportunity Commission (EEOC), the commission started working in 1965 and has a duty of enforcing the federal acts which disallows workplace discrimination. The focus of Employment Opportunity is underpinned by the notion of social justice or the right to be treated fairly. The following are selected relevant ILO instruments on Equality: Equal Remuneration Convention, 1951 (No. 100) This fundamental convention requires equal remuneration for all workers (men and women) for equal measure of work in ratifying countries. Discrimination (Employment and Occupation) Convention, 1958 (No.111) This fundamental convention requires ratifying nations to declare and pursue practices of equality of opportunity and treatment in respect of employment and occupation, with a view to eliminating any distinction, exclusion or preference made on the basis of race, colour, sex, religion, political opinion, national extraction or social origin. Workers with Family Responsibilities Convention, 1981 (No. 156) The convention requires ratifying states to make it a goal of national policy to enable working men and women with family responsibilities to exercise their right without being subject to discrimination and, as much as possible, without conflict between their employment and family responsibilities. The convention also requires governments to take into account of the needs of the workers in community planning and to develop or promote community services, public or private, such as childcare and family services and facilities. Diversity in the workplace is responsible for and sensitive to the different types of individual who make up an organisation (Sharron and Maeve, 2007, p.159). Organisations need to study the cultures, people and societies they work in, so they can understand and provide for the diverse needs of their customers/consumers. When organisations manage diversity properly, they get excellent results from employees and meet the varying needs of their customers, which is recognised as a factor in business excellence. International Business Machines (IBM) has a long-standing commitment to equality to ensure everyone is allowed to compete on an equal basis. Workforce diversity at IBM excludes no one and serves as the bridge between the workplace and the marketplace. The main issue for diversity management is that managers need to empower all staff to realize their full potential. Companies like Microsoft have had as much as 90% of their market value represented by intellectual capital, human talent, reputation, and leadership. The ability to attract and retain diverse talented people rates more highly, therefore the Government is driving initiatives to encourage diversity and persuade business that there are real advantages to be gained from embracing diversity in the workplace. Diversity focuses on improving opportunities for all staff, respecting and valuing people as they are, rather than expecting them to conform to a stereotype. The global nature of business markets can be seen as a driving force for diversity initiatives. If a companys business is international, its staff must be able to work across cultures, speak the customers language and address any barriers that might exist. A Companys reason for adopting diversity policies are; 1. It is the right thing to do, 2. It is in compliance with equal opportunities and anti antidiscrimination laws and 3. It generates financial benefits that exceed implementation costs (Rebecca, 2005). British Telecoms (BT) recognises that it is crucial for its staff to reflect the diversity of its customers and is able to meet their ever-changing needs. It has introduced a number of initiatives to ensure that more women are recruited and progress in their careers with the company. Diversity policies are used by companies to gain access to talent. BT reports that equal opportunities and diversity policies have resulted in the company attracting 37% of female graduate applicants. By creating a working environment where all employees feel included, valued and rewarded on the basis of their talents and skills, companies increase employee morale leading to improvement in the quality and motivation of the workforce which in turn leads to an improved company performance. Effects of gender discrimination in the work place Learning about sex-roles takes place among men and women during the early phases of their lives, and this can translate itself into an attitude that creates difficulties later in work life, (Larwood and Wood, 1979). A lot of people would concur that these issues and discrimination of women is improper and unlawful and should not be tolerated. Nonetheless, many women have continued to be discriminated in their workplace. As rational people, employers seek to put the right person for the right jobs e.g. when the work demands public relations, appearing on advertisements, employers prefer attractive women as marketers to sell their products. For technical, manual and production work however; they prefer to hire a man, (Tom and Adrian, 2009, p.351). Some employers believe that the cost of employing women is higher and that the productivity of female workers is low due to truncated and intermittent breaks for child bearing and rearing. Women for example are questioned if the family responsibilities could hamper their performance at work and at times questioned about their competency. These beliefs pose particular challenges in decision to employ women at work. The choice of an individual to accept work in a particular occupation or an employers choice to employ either mainly men or mainly women, are decisions influenced by learned cultural and social values that often discriminate against women (and some times against men). The preference is largely determined by learned, gender-related factors which stereotype occupations as male and female. Occupational segregation by sex and Stereotyping The resultant segregation of occupations by sex places a limitation on what jobs male and female can do. The early stereotyping of certain occupations as male and female is one factor that influences the subject choices of children and adults (Archer, 1992). Miller and Hayward (1992) examined childrens perceptions of who should, and who actually does, perform a range of jobs. Both Miller and Budd (1999) and Miller and Hayward (1992) found that individuals preferences remained largely restricted to those jobs that were viewed as gender-congruent (i.e. in keeping with stereotypes about the jobs that are appropriate for their own sex). Boys gave significantly higher preference ratings than girls for nine masculine occupations (airplane pilot, air traffic controller, architect, carpenter, fire fighter, lorry driver, police-officer, scientist and TV repairer). Conversely, girls gave higher preference ratings for seven feminine occupations (dancer, hairdresser, librarian, nursery school te acher, secretary, school teacher and shop assistant). In the UK, research conducted for the Department for Education and Skills (DFES) indicated that parental attitude was one factor which influenced the decisions of young people regarding whether to remain in education or training, or to leave (Payne, 1998). In the USA, Farmer, Wardrop, Anderson and Risinger (1995) have identified parental support as a key factor influencing subject choice. Firstly, the mothers attitude is a key factor in developing the childs own view of the importance of the subject itself; this then influences the development of favourable attitudes towards the occupational area. Secondly, the childs perception of the extent to which their mother believes in the importance of doing well has a positive influence on the childs belief that their success is dependent upon their own efforts, which in turn impacts on their achievement and thereafter on their attitudes (Miller, Lietz and Kotte, 2002). Parental aspirations are usually viewed as an important influence on car eer decisions in general (Erikson and Jonsson, 1996). Schoon and Parsons (2002), also using a path modelling approach has shown that high parental aspirations are strongly correlated with high aspirations in their children and with good academic achievement. Stereotyping against women at work is either due to employers attitude or to what women bring into the labour market in terms of qualification, family demands and feminine differentials. Cultural restrictions Cultural restrictions contribute to the establishment of what is acceptable work and how some countries signify sexual differences for certain occupations. In Moslem countries, Purdah (kirton, G and Greene, A, 2005) effectively forbids women interacting with unknown men in public, as a result, many Muslim women are strongly discouraged from taking sales jobs except in shops where the customers are all women. Women are usually stereotyped to their traditional and cultural roles of child bearing, rearing and home-keepers and are usually disadvantaged in preferences for occupations and promotion. In societies where women are at a disadvantage by sex segregation, parents tend to give their daughters less education than the male thereby adversely affecting the future generation of women and limiting them to the traditional female Occupations (teaching, child-care, nursing, catering). Until recently, Nigerian parents believed that it was a waste to invest in the girl-child because they would eventually end up in the kitchen and were therefore not given formal education but were groomed to attract suitors. Several women are constrained to female jobs in certain sectors either through custom or through the prejudice and discrimination of employers. Some other factors like early marriages affect the education of the female, the role of the woman as helper and not the breadwinner also impedes thei r aspiration for higher challenges. Many women are unable to improve themselves educationally after marriage and childbearing. Glass ceiling Masculine stereotype play a role in determining the occupations which become typically male occupations (engineer, police officer, construction worker, security guard) and of course the breadwinner. There are fewer men in female occupations and when men move into typically female areas of work, there is no equivalent glass ceiling in fact, the opposite almost seems to apply. Examples of areas in which women constitute the majority of the workforce are education and health. In secondary schools, women hold the majority of teaching positions in schools, yet men constitute the majority of head teachers (68 per cent) Source: Department for Education and Skills (DfES) (2003e), Statistics of Education: School Workforce in England. Male nurses were found to have poorer qualifications at both pre-registration and post-registration levels, yet to advance more quickly into senior posts, the average time for male nurse to reach a senior post was 8.4 years, compared with 14.5 years for a female nurse who took no career breaks (Davies and Rosser, 1986). Similarly, male nurses were twice as likely to be found in higher grade nursing posts, although females had better post-basic qualifications (Finlayson and Nazroo, 1998). Women also feel there is relatively poor career progression in male dominated occupations, in terms of pay and status but UBS Investment Bank has a group called Raising the Bar which looks at the glass ceiling and whether women are treated differently and how they progress in their careers. Women find it difficult to break through this ceiling because of the ways in which they are viewed by the society and the individual organization (Stephen Linstead, Liz fulop and Simon Lilley, 2004) as being emotional, irrational, less committed, under-educated and not strong enough to earn top managerial positions. This creates vertical segregation where men predominate in top ranked positions of the organisations. Also because women sometimes prefer to work part time with flexible working conditions, it is therefore difficult to reach senior management positions. However, the role of women in society is radically changing in most countries and even in Nigeria. Vast numbers of women are beginning to work full-time and to aspire to climb the same organisational ladders as their male counterparts (Davidson and Cooper, 1984). Women are attaining higher levels of education and they are competing favourably with the men especially in occupations which were formerly reserved for the men. Female Male pay differentials Income inequalities between men and women from all backgrounds still persists, despite the equal opportunities legislation as womens annual salaries are 25 per cent lower than mens even when overtime and bonuses are taken into account (Sharon and Maeve, 2007, p.163). Women are making progress, but it is still relatively slow, Sean O Grady (2007), states that women working part-time earn 38 per cent less than their men counterparts working part-time as well. Even full-time female employees earn 17 per cent less than men. Hence, it makes it difficult to find women at the top of any business, political career or even the law. It is true that the pay gap among women and men is becoming much smaller than it used to be, even though there are still restrictions for women in top managerial positions and politics. Women are more confident because they are enlightened and have role models like Margaret Beckett who became the first U.K female foreign minister, Dora Bakoyannis the first women ever appointed to a senior cabinet position in Greece, Nigerias Ngozi Okonjo-Iweala the finance minister to foreign affairs. More women are willing to stand up to the law, even if men are still reluctant to give up power to women as a result of the Masculine perception (its a mans world). Child bearing and family responsibilities The debate on work and family life still tends to be focused on working mothers (Esther and Katherine, 1988). Mothers make significant changes to their working lives to accommodate their family and just a small minority of fathers make major changes that enable them to be more involved in family life (Suzanne, John and Melissa, 2006). Many employers view pregnant women as someone who is about to leave them hanging for a couple of month, instead of seeing them as professionals who are competent and can perform. Some employers deny pregnant women the opportunity to advance in their careers by assigning them menial jobs since they feel that they cannot handle challenging problems. These are just attitudes which do not have any basis. For example, it is believed that women typically leave their careers following the birth of children often in their thirties, some women may return after a period of maternity leave or after early years of child rearing, many do not return at all. Some reas ons for not returning are work-life balance issues such as, wanting extended maternity leave, part-time working not being possible for some jobs and the cost of children. Organisations have the feeling that the society is fast moving and when maternity break is taken, technology moves on to such an extent that it is difficult for returners to keep up and a lot of re-training would be required when they return. Therefore, when the women return, companies may have progressed and maybe their previous job has changed to such an extent they have to trade places or move out. Some organisations therefore offer flexible working hours for women who indicate that they would like greater flexibility at work. Flexibility has its own loop holes; it could lead to career death in terms of promotional opportunities (Jerry and kathleen, 2004). Women choose such career comfort in order to balance work with their family life responsibilities. Recommendations to curb gender and diversity discrimination in the workplace Gender Discrimination The use of gender equality mainstreaming strategy will enhance the management of gender diversities in the workplace; it will address the specific and often different needs of women and men. Targeted interventions should be taken which is aimed to overcome sex discrimination, empower women in the world of work and advocate equitable sharing of care responsibilities between both sexes. This approach will help to prevent gender-blind interventions that perpetuate inequality, by ensuring that both women and men benefit equally from management policies. The use of good practices as well as ILO strategies and tools such as the Action Plan on Gender Equality are encouraged in promoting gender equality in the workplace. Gender Audits could also be carried out at intervals. Research and publications, training courses on upgrading mainstreaming skills, and mobilizing gender network should be encouraged in the workplace. Women workers should be given assistance in getting organised and being represented in various sectors especially sectors where they form the minority. There should be a Human Resources specialist to oversee and support the Managing Gender Policy. Diversity Discrimination In the area of Diversity, to attract and retain staff from diverse backgrounds, companies may need to revise existing employment contracts, benefits packages and working conditions to accommodate measures, such as flexible working programmes, maternity/paternity benefits and leave, and childcare schemes. Companies should set up some form of monitoring and reporting processes, by warding off change resistance with the inclusion of every employee in formulating and executing diversity initiatives in the workplace. Leaders and managers within organizations must show commitment by introducing diversity policies amongst organisational functions. The overall participation and the cooperation of management as well as training are essential to the success of an organizations plan. Conclusion Gender, Diversity and Equal opportunity In this essay, findings indicate that gender should be managed in organisations in such a way as to minimise any differences between the employment chances available to men and those available to women. Equal opportunity should aim at allowing women the same level of access to and participation within every level and area of the organisation. As employees gain the benefits of increased equal opportunity for men and women in the workplace, all family members gain from an easing of the strain of juggling work and caring responsibilities and some children will gain the social and development benefits of quality childcare facilities. There is also the danger of promoting such case because equality of opportunity may not be seen as a case of social justice but that of organisational self interest. The benefits of diversity in the work place has its challenges which workers have to put up with, such challenges include prejudices, cultural and language barriers that employees bring into the lime light of work. Such challenges need to be overcome for diversity programs to succeed. There are always employees who will refuse to accept change and the fact that the workplace is changing as a result of the diverse nature of workers. The preconception of following the rules outlooks new ideas and hinders progress. The profits of a globalized economy are more fairly distributed in a society with equality, leading to greater social stability and broader public support for further economic development, (ILO, 1996-2010).

Samson and delillah

The following case study is an exploration of the Australian film Samson and Delilah which features the impact that the volatile substance abuse [VSA] of petrol sniffing has on one of the characters in the film, Samson. I have chosen him to be the basis for my client and case-study and will begin by giving a description of the character, his family life and the social context to start this case-study. I will then provide an assessment and case formulation as well as Samson's psychosocial needs and his volatile substance abuse of petrol sniffing.The substance abuse counselling model hat I would draw on is explained, as well as the usefulness for Samson in the situation that he is in. I have explained the way in which I would work with Samson and also analysed research that is relevant to Samson's dependence on sniffing petrol and discussed any likely outcomes. In concluding this case-study I have listed any challenges that I feel he would face and identified any ethical issues that ma y arise. Background Information Samson is a 14 year old Indigenous Australian male who lives in a remote Aboriginal Community in the central Australian desert.Samson lives with his rothers who hang out in their run down shack, playing music from the moment that they wake up until the moment that they go to sleep. When Samson wakes up in the morning the first thing that he reaches for is his canister of petrol and starts sniffing the fumes that enable him to get high. Samson doesn't go to school or have any direction in life, he seems to be very bored and spends his days hanging around the community, doing nothing but getting high on petrol fumes.Samson runs away from the community with his girlfriend Delilah after Samson has a violent fight with his rother and Delilah is attacked by the older women after her beloved grandmother dies. They go to the city where they camp out under a bridge, they have no money and in order to eat, and have to rely on a homeless man that they meet to fe ed them or steal food from the local supermarket. Delilah is kidnapped as they are both walking along which Samson is oblivious too as he is so high on petrol fumes.His girlfriend is raped and bashed by the abductors, but when she returns back to the camp Samson is unconscious on the ground, passed out from sniffing petrol. Delilah tarts sniffing petrol as well and is hit by a car as they are walking along the road, which Samson is once more oblivious too, as they are both high on petrol fumes. Delilah recovers in hospital, comes back and takes Samson to a remote property where she intends on helping him to dry out, but finds him sniffing petrol again. Assessment of Samson Samson has been heavily abusing this volatile substance to the point where he is physiologically dependent on sniffing petrol .Behave Net(2013) explain that substance dependence can be diagnosed when an individual continues to use the rug, even though there are problems associated with the use of the volatile subs tance. Samson has built up a tolerance to the petrol and seems to need increased amounts of this substance in order to attain the desired level of intoxication. Rassool (2009) confirms this, stating that when a body adjusts to the habitual use ot a drug, tolerance occurs as higher doses ot the substance are needed to â€Å"reproduce the desired or similar cognitive, affective or behavioural effects† (p. ). Petrol sniffing is a form of volatile solvent abuse [VSA] that is more common in isadvantaged or isolated communities which reflects the history of cultural oppression, poor health, unemployment, recreational opportunity and geographical isolation of remote Indigenous Australians( Dingwall, Lewis,Maruff ; Cairney 2010). Research has shown that 14 to 17 year old Indigenous Australian males are more habitual in the use of VSA by using more frequently and longer than non- Indigenous users (Australian Government Department of Health and Aging Publications, 2004).High risk behav iours are associated with VSA due to the individual feeling a sense of eing invulnerable, which can cause accidents, injury and death (Cairney; Dingwall, 2010). VSA can also cause the individual to have violent outbursts towards other individuals as well as showing signs of slurred speech, confusion and stupor which can lead to seizures, brain injury and death (Australian Government Department of Health and Aging Publications, 2004).Samson is showing all the signs of chronic use of VSA in relation to his oblivion of all of the trauma that has resulted from his dependence on petrol. I feel that Samson is bored because of the lack of recreational ctivities as well as schooling, there also does not appear to be any cultural programs in place to guide him in helping him with a sense of identity, or any real family support including the sharing of the cultural knowledge of elders.Intervention Plan Although there are screening tools such as The Indigenous Risk Impact Screen and Brief Inte rvention Tool Kit (Amity Community Services, n. d), I feel that the best approach in helping Samson and his dependence on VSA, is to consult with community elders as he is not only a minor, but there are also a lot of cultural arriers that would make it very difficult to counsell him unless the person were specially trained. It would be especially difficult as Samson speaks his traditional language and very little English.Cairney and Dingwall (2010) find that it is hard for the problem of VSA to be managed and the impact of it to be understood by Indigenous communities as well as health and government services because of the severe cultural differences that occur between these groups. Aboriginal people have a kinship structure where immediate and extended family are seen as part of the roup and within Indigenous communities their health is seen as a collective of the emotional, social and cultural wellbeing of the community (Pattel, 2007).I have personally never worked with clients with VSA, but I feel that motivational interviewing would also benefit Samson's brothers and their community in helping them overcome the problems of VSA. Giddens-Tracey (2005) explains that motivational interviewing is non -Judgmental and avoids confrontation, it helps to raise awareness of the problems, risks and consequences as a result of certain ehaviours, and it is also helpful in the context of treatment planning.MacLean and d'Abbs (2002) also believe that the introduction of Youth focused programs and the accessibility of basic food, shelter and education would reduce petrol sniffing, which would greatly benefit Samson if these projects were to be put in place. Cairney and Dingwall (2010) also suggest that by replacing the volatile petrol with a non-volatile fuel derivative there will be a reduction in the supply of petrol to inhale. Treatment Process I believe that the first step that would need to be taken in the process ot treatingSamson is to have a doctor or health prac titioner examine him for any signs of medical complications. The Australian Government Department of Health and Aging Publications (2004) suggest that when dealing with chronic VSA, it is important for â€Å"mental state, organ and neurological examination, chest x-rays, blood tests and any additional tests that may be required to assess the presence of metabolic disturbances and morbidity to other organs such as the kidneys†(p. 142). SVA has been a serious problem in many remote Aboriginal communities and there are many rograms that have been put in place to help these Indigenous youth.The volatile substance abuse program (The Australian Indigenous Health Info Net, 2013) runs for 8 weeks offering residence to individuals participating in their programs. They also travel to remote communities to work with Indigenous youth who are having problems with petrol sniffing. Although these services would be great for youth in bigger communities with elder support, I feel that Samson would be more beneficial in attending compulsory treatment Wouth workers back petrol sniffing laws†, 2009) ue to his lack of family and elder support as well as his young age.By contrast If Samson did have the support of his brothers I feel that he would benefit from Cultural programs that would give him a sense of identity that teach him the ways of his ancestors by restoring the links to his traditional culture(MacLean& d'Abbs). Ethical Issues The first and foremost issue that would affect a counsellor working with Samson is their ability to be aware and respectful of any cultural differences or traditions.Westerman (2004) ,Vicary and Andrews (2001) McLennan and Khavarpour( 2004) ropose that due to non-indigenous health care workers being aware of cultural traditions and practices, many Indigenous Australians are wary of engaging in mental health services( as cited in Fan,2007). There is also the issue of gender roles in Indigenous culture, Fan(2007) also explains that it is common practice in health care to work with your same gender, so it may not be respectful for a female counsellor to work with Samson as he may feel shame, which may have a detrimental effect on his treatment and recovery process.As a counsellor there is also the ethical esponsibility of working with a minor, as Samson is only 14 years old. The Psychotherapy and Counselling Federation of Australia [PACFA] (2011) states that â€Å"Working with young people requires specific training, ethical awareness and competence. The practitioner is required to consider and assess the balance between young people's dependence on adults and carers and their progressive development towards acting independently' (p. 14). Therefore I feel that it would be advisable to refer Samson on to a culturally appropriate service that would be more equipped to help his needs.Conclusion In concluding this case study on a young 14 year old Indigenous Australian who is dependent on sniffing petrol we can see tha t Samson has built up a tolerance to the petrol and seems to need increased amounts of this substance in order to attain the desired level of intoxication. Petrol sniffing is a form of volatile solvent abuse [VSA] that is more common in disadvantaged or isolated communities which reflects the history of cultural oppression, poor health, unemployment, recreational opportunity and geographical isolation of remote Indigenous Australians.VSA can also cause the individual to nave violent outbursts towards other individuals as well as snowing signs of slurred speech, confusion and stupor which can lead to seizures, brain injury and death. The first step that would need to be taken in the process of treating medical complications. Cultural programs that would give Samson a sense of Cultural identity would benefit him greatly if he had support from his family but I feel that Samson would be more beneficial in attending a compulsory culturally appropriate service treatment due to the ethical issues surrounding his age.

Was Adolf Hitler a Socialist

The Myth: Adolf Hitler, instigator of World War II in Europe and driving force behind the Holocaust, was a socialist. The Truth: Hitler hated socialism and communism and worked to destroy these ideologies. Nazism, confused as it was, was based on race, and fundamentally different from class-focused socialism. Hitler as Conservative Weapon Twenty-first-century commentators like to attack left-leaning policies by calling them socialist, and occasionally follow this up by explaining how Hitler, the mass murdering dictator around whom the twentieth century pivoted, was a socialist himself. There’s no way anyone can, or ever should, defend Hitler, and so things like health-care reform are equated with something terrible, a Nazi regime which sought to conquer an empire and commit several genocides. The problem is, this is a distortion of history. Hitler as the Scourge of Socialism Richard Evans, in his magisterial three-volume history of Nazi Germany, is quite clear on whether Hitler was a socialist: â€Å"†¦it would be wrong to see Nazism as a form of, or an outgrowth of, socialism.† (The Coming of the Third Reich, Evans, p. 173). Not only was Hitler not a socialist himself, nor a communist, but he actually hated these ideologies and did his utmost to eradicate them. At first this involved organizing bands of thugs to attack socialists in the street, but grew into invading Russia, in part to enslave the population and earn ‘living‘ room for Germans, and in part to wipe out communism and ‘Bolshevism’.   The key element here is what Hitler did, believed and tried to create. Nazism, confused as it was, was fundamentally an ideology built around race, while socialism was entirely different: built around class. Hitler aimed to unite the right and left, including workers and their bosses, into a new German nation based on the racial identity of those in it. Socialism, in contrast, was a class struggle, aiming to build a workers state, whatever race the worker was from. Nazism drew on a range of pan-German theories, which wanted to blend Aryan workers and Aryan magnates into a super Aryan state, which would involve the eradication of class focused socialism, as well as Judaism and other ideas deemed non-German. When Hitler came to power he attempted to dismantle trade unions and the shell that remained loyal to him; he supported the actions of leading industrialists, actions far removed from socialism which tends to want the opposite. Hitler used the fear of socialism and communism as a way of terrifying middle and upper-class Germans into supporting him. Workers were targeted with slightly different propaganda, but these were promises simply to earn support, to get into power, and then to remake the workers along with everyone else into a racial state. There was to be no dictatorship of the proletariat as in socialism; there was just to be the dictatorship of the Fuhrer. The belief that Hitler was a socialist seems to have emerged from two sources: the name of his political party, the National Socialist German Worker’s Party, or Nazi Party, and the early presence of socialists in it. The National Socialist German Worker’s Party While it does look like a very socialist name, the problem is that ‘National Socialism’ is not socialism, but a different, fascist ideology. Hitler had originally joined when the party was called the German Worker’s Party, and he was there as a spy to keep an eye on it. It was not, as the name suggested, a devotedly left-wing group, but one Hitler thought had potential, and as Hitler’s oratory became popular the party grew and Hitler became a leading figure. At this point ‘National Socialism’ was a confused mishmash of ideas with multiple proponents, arguing for nationalism, anti-Semitism, and yes, some socialism. The party records don’t record the name change, but it’s generally believed a decision was taken to rename the party to attract people, and partly to forge links with other ‘national socialist’ parties. The meetings began to be advertised on red banners and posters, hoping for socialists to come in and then be confronted, sometimes violently: the party was aiming to attract as much attention and notoriety as possible. But the name was not Socialism, but National Socialism and as the 20s and 30s progressed, this became an ideology Hitler would expound upon at length and which, as he took control, ceased to have anything to do with socialism. ‘National Socialism’ and Nazism Hitler’s National Socialism, and quickly the only National Socialism which mattered, wished to promote those of ‘pure’ German blood, removing citizenship for Jews and aliens, and promoted eugenics, including the execution of the disabled and mentally ill. National Socialism did promote equality among Germans who passed their racist criteria, and submitted the individual to the will of the state, but did so as a right-wing racial movement which sought a nation of healthy Aryans living in a thousand year Reich, which would be achieved through war. In Nazi theory, a new, unified class was to be formed instead of religious, political and class divides, but this was to be done by rejecting ideologies such as liberalism, capitalism, and socialism, and instead pursue a different idea, of the Volksgemeinschaft (people’s community), built on war and race, ‘blood and soil’, and German heritage. Race was to be the heart of Nazism, as opposed to class-focu sed socialism.​ Before 1934 some in the party did promote anti-capitalist and socialist ideas, such as profit-sharing, nationalization and old-age benefits, but these were merely tolerated by Hitler as he gathered support, dropped once he secured power  and often later executed, such as Gregor Strasser. There was no socialist redistribution of wealth or land under Hitler—although some property changed hands thanks to looting and invasion—and while both industrialists and workers were courted, it was the former who benefitted and the latter who found themselves the target of empty rhetoric. Indeed, Hitler became convinced that socialism was intimately connected to his even more long-standing hatred—the Jews—and thus hated it even more. Socialists were the first to be locked up in concentration camps. It’s worth pointing out that all aspects of Nazism had forerunners in the nineteenth and early twentieth centuries, and Hitler tended to cobble his ideology together from them; some historians think that ‘ideology’ gives Hitler too much credit for something which can be hard to pin down. He knew how to take things which made the socialists popular and apply them to give his party a boost. But historian Neil Gregor, in his introduction to a discussion of Nazism which includes many experts, says: â€Å"As with other fascist ideologies and movements, it subscribed to an ideology of national renewal, rebirth, and rejuvenation manifesting itself in extreme populist radical nationalism, militarism, and—in contradistinction to many other forms of fascism, extreme biological racism†¦the movement understood itself to be, and indeed was, a new form of political movement†¦the anti-Socialist, anti-liberal, and radical nationalist tenets of Nazi ideology applied particularly to the sentiments of a middle class disorientated by the domestic and international upheavals in the inter-war period.† (Neil Gregor, Nazism, Oxford, 2000 p 4-5.) Aftermath Intriguingly, despite this being one of the most clear-cut articles on this site, it has been by far the most controversial, while statements on the origins of World War I and other actual historical controversies have passed by. This is a sign of the way modern political commentators still like to invoke the spirit of Hitler to try to make points.

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