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Understanding Discrimination vs. Prejudice in My Context

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Understanding Discrimination vs. Prejudice in My Context

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Prejudice → Belief: "Rural women lack the skills for digital entrepreneurship." (Stereotype)
Discrimination → Action: Banks denying them loans or tech incubators excluding them from programs based on that belief.

How Bias Escalates in My Challenge (EdTech/Gender):

1. Bias: Assumption that rural women can’t use apps without literacy.

2. Prejudice: Vocalizing, "They’re not tech-savvy enough for our platform."

3. Discrimination: Designing voice-free, text-heavy interfaces that exclude them.

Where I’ve Witnessed Discrimination

Education: Government schools in villages lack digital tools, while urban private schools get EdTech grants.

Economy: Women’s Self-Help Groups (SHGs) get microloans for handicrafts but not for tech startups.

Employment: EdTech firms hire "English-fluent" urbanites for content roles, overlooking rural multilingual educators.

Action Plan to Combat Discrimination in Rural Women’s Digital Access

1. Research Existing Policies

Digital India Gender Inclusion Framework: Mandates 30% rural women’s participation in tech initiatives (rarely enforced).

Rashtriya Mahila Kosh: Govt. loans for women’s enterprises—but few know about digital business eligibility.

2. Organizations Leading the Charge

Khabar Lahariya: Trains rural women as digital journalists.

SELCO Foundation: Teaches solar-tech entrepreneurship to low-literacy women.

Goonj: "Cloth for Work" program includes digital literacy as incentive —women learn apps while earning resources.

Next Steps for Your Action Plan:

Partner with them to amplify their models (e.g., invite Goonj trainers to our EdTech workshops).

Advocate for their inclusion in policy drafting (e.g., push NITI Aayog to fund their methods nationally).

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Polices to Fight Gender Discrimination in Leadership:

Over the years, various policies have been put in place globally to address gender discrimination in leadership and provide more opportunities for women in the workplace. Here are a few notable ones:

1. The Equal Pay Act (1963) - In the United States, this act mandates equal pay for equal work, regardless of gender, in an attempt to address the gender pay gap that contributes to broader gender discrimination in leadership roles.

2. The Women’s Empowerment Principles (WEPs) - Launched by UN Women and the UN Global Compact, this initiative provides a comprehensive set of principles to guide companies in promoting gender equality in the workplace, including at leadership levels.

3. Gender Equality Law (European Union) - The EU has adopted various directives to address gender discrimination in the workplace, such as the Gender Equality Directive (2006) which ensures women and men have equal access to leadership positions across all industries.

4. The 30% Club (Global Initiative) - This initiative aims to increase the representation of women on boards, with a goal of achieving 30% female representation on corporate boards by 2025.

5. Parental Leave Policies - Many countries (e.g., Sweden, Norway) have implemented progressive parental leave policies that allow both men and women to take time off work, helping to break gendered expectations of caregiving roles that often prevent women from advancing to leadership positions.

Organizations Addressing Gender Discrimination in Leadership:

1. UN Women
UN Women works globally to advocate for gender equality and the empowerment of women, including promoting their inclusion in leadership roles.

2. Catalyst
Catalyst is a global nonprofit organization focused on building workplaces that work for women, advocating for the advancement of women into leadership positions.

3. The 30% Club
A global campaign aiming to increase the number of women on corporate boards and in senior leadership roles, the 30% Club is working toward their goal of 30% female representation in leadership by 2025.

4. LeanIn.Org
LeanIn.Org provides resources, training, and community for women seeking to advance their careers and overcome barriers to leadership roles.

5. Women in Leadership (WIL)
Women in Leadership is a network that supports women in leadership roles through mentorship, workshops, and advocacy aimed at breaking down the barriers that prevent women from climbing the corporate ladder.

Three-Step Plan to Address Gender Discrimination in Leadership Using Jonathan Greenblatt’s Recommendations:

Jonathan Greenblatt, CEO of the Anti-Defamation League (ADL), recommends a three-step framework for addressing discrimination:

1. Acknowledge the Problem
Action: Educate and raise awareness about the gender gap in leadership. Highlight the structural and cultural barriers that continue to hinder women from reaching leadership roles, and create opportunities for open discussion about unconscious bias, gender stereotypes, and societal expectations.
Example: Host workshops and panels in organizations and communities to discuss the specific barriers women face in leadership positions, and encourage self-reflection and organizational accountability.

2. Promote Inclusive Policies
Action: Advocate for policies that provide equal opportunities for women in leadership, such as mentorship programs, leadership training, and career development initiatives specifically targeting women. Additionally, companies should prioritize gender parity on boards and senior leadership teams, as well as push for parental leave policies that do not penalize women for taking time off.
Example: Support the implementation of quotas or targets for women in senior leadership roles, as seen with the 30% Club, and promote flexible work arrangements to ensure that caregiving responsibilities are not a barrier to leadership.

3. Hold People Accountable
Action: Monitor progress on gender equality in leadership and hold organizations accountable for achieving gender parity in senior positions. Establish clear metrics for measuring gender diversity at all levels of leadership and ensure there are consequences for organizations that fail to meet these targets.
Example: Advocate for transparency in leadership diversity reports and for organizations to regularly assess and report their gender diversity metrics. Ensure that hiring and promotion practices are examined to eliminate any gender biases and offer feedback on progress in gender equity initiatives.

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1. Educate in hand raise wareness

2. Take action i.e. speaking out, confronting

3. Unite in this fight

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Discrimination of women with disabilities in democratic process

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Discrimination of women with disabilities in democratic process

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Focus; Gender-based violence, Governance, Accountability & Transparency, Livelihoods, Peace-building & Transitional Justice, Women's Rights

Approach;

1. Creating a learning space for women with disabilities to learn and share knowledge

2. Giving equal opportunities to all equipped women

3. Advocate for policy and legal frameworks to be favourablw for equal rights

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Prejudice is an act of forming an opinion about an individual before knowing anything about them while discrimination is an action that results from bias and prejudice.
3 action plans:
1. Educating the youths on how to fight discrimination.
2. Take action by speaking out when one is being discriminated.
3. Form alliances of bringing people together.

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The National Black Disability Coalition: https://www.blackdisability.org/

NAACP: https://naacp.org/

Marsha P. Johnson Institute: https://marshap.org/donate/

Plan:

1. Sign petitions that help pass anti-racist legislation

2. Read books and participate in courses to help combat bias and discrimination

3. Volunteer time to community organizations and donate to mutual aid funds

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Support is free and it doesn't cost a thing to offer your love, but when you become a partner, you help us employ BLACK trans people, build more strategic campaigns, launch winning initiatives, and interrupt the people who are standing in the way of more being possible in the world for BLACK Trans people, and all people. Being the champion for solutions is the legacy of our namesake and it is our goal to continue that legacy by championing solutions for BLACK people in the US, we are offering a new reality for BLACK trans people in America. Our commitment is forever. Help us make it happen.

The Marsha P. Johnson Institute is a fiscally sponsored project of Social Good Fund, a California nonprofit corporation and registered 501(c)(3) organization, Tax ID (EIN) 46-1323531.

MPJI achieves our mission from support from individual and corporate donors in addition to foundation grants. This support enables us to serve BLACK trans people across the country. At this time we are not interested in and do not accept government funding. And no corporate money will ever tell us how to run our organization. We reserve the right to determine who we accept funding from.

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Support is free and it doesn't cost a thing to offer your love, but when you become a partner, you help us employ BLACK trans people, build more strategic campaigns, launch winning initiatives, and interrupt the people who are standing in the way of more being possible in the world for BLACK Trans people, and all people.

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Action Plan for the protection and empowerment of woman

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Action Plan for the protection and empowerment of woman

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1.he Protection of Women from Domestic Violence Act, 2005,the Immoral Traffic (Prevention) Act, 1956;,the Dowry Prohibition Act, 1961

2.Guria India,Majlis Manch,Committee for Legal Aid to Poor

3. calling out the policies which creates the opposite effect in woman

questioning the rules in office spaces,hostels etc which discriminates woman on something

creating a small community in every local body for womans like kudumbasree etc.

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Fighting Discrimination at workplace on the basis of physical appearance:

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Fighting Discrimination at workplace on the basis of physical appearance:

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1. There is an unsaid attitude to behave differently to the people depending on their  physical appearance
2. Despite the laws and policies the general attitude needs to be changed and gravity of the issue must be understood
3.  Most of us are exposed to many images and messages in our society that say that good looks are important to be successful or emphasize physical perfection
4. such general attitude where the incumbent is not PWD but still not considered make  them feel excluded and ignored and in many cases not considered for opportunities and promotions

Problem Statement:
Disadvantage and stigma can be experienced in many ways, from prolonged staring to inquisitive questions, ridicule, and being overlooked.

Action Plan:
- If such difference can be accurate with minimal cosmetic or clinical procedures then a provision should be included in medical plans.
- at work place the environment should be conducive and sensitive by policy to not to make any person with any of such facial or physical difference ( not DISABILITY) should feel awkward

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Action Plan to combat discrimination against Indigenous Peoples

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Action Plan to combat discrimination against Indigenous Peoples

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Research some of the policies that have been put in place to fight the type of discrimination specific to your challenge – Here is an amount of research to change policy and fight discrimination against Indigenous peoples in Canada

https://www.rcaanc-cirnac.gc.ca/eng/1450124405592/1529106060525

Write out a three-step plan for how you can address this type of discrimination, using Jonathan Greenblatt’s recommendations.

1.     Engage in Truth and Reconciliation efforts individually;

2.     Education young generation of what transpired – the human suffering of Indigenous peoples

3.     Take action through speaking with Indigenous peoples, and including them in all aspects of social life.

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Recently the Nigeria women has marched up to the national assembly for a reasonable representation of women in politics. 

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Recently the Nigeria women has marched up to the national assembly for a reasonable representation of women in politics. 

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1. Look at the data- and if there isn't any, gather it, analyse and present it.- And keep using it to make your case
2. talk with people in their communities- through trusted inter-mediaries; ask open questions, think about the strengths within those communities, find out what is working/ what makes sense in those different contexts.
3. form coalitions, alliances, bringing people together who can problem solve and work collaborately- with the community too.

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Discrimination against the minority in Nigeria

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Discrimination against the minority in Nigeria

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There is definitely a prejudice against the minorities in Nigeria and several symposiums have been held and several talks have been said about amending the Constitution which favours the few.

Therefore:
1. Educating the minority on there rights and share privileges.
2. By speaking an advocating for share equality.
3. Establish a program for the minority.
4. By developing the minority communities rather than exploiting them.

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In the United States there appear to be few policies, regulations, or laws to address ageism against younger workers. As a result, many organizations have tenure or seniority-based scheduling, promotion, leave, job security, healthcare, pension, retirement, and other benefit programs. Federal regulation permits workers under 20 years old to be paid less than the minimum wage.  The US Equal Employment Opportunity Act protects workers older than 40, but not those younger.

One organization working to change this situation is the National Youth Rights Association (NYRA). Many other organizations, like Year Up, are working to create opportunity for younger workers by providing job training and forming partnerships with companies to encourage employment.

3-step plan:

1. Research policies that result in ageism against younger workers and the rationale for their adoption

2. Propose revision or removal of these policies

3. Highlight positive examples of younger workers

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I. Develop a strategy of working and partnering with organization that address GBV in my country to sensitize women and girls on actions to  take against discrimination, be it at work, community, home, and schools

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I. Develop a strategy of working and partnering with organization that address GBV in my country to sensitize women and girls on actions to  take against discrimination, be it at work, community, home, and schools

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Discrimination against victims of child sexual abuse

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Discrimination against victims of child sexual abuse

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There is inadequate awareness or education on childhood sexual abuse in India.  Unavailability of opportunities for children, teachers, parents and guardians to become more aware about CSA is a discrimination against victims of CSA.

Policy put in place:
Protection of Children against Sexual Offences (POCSO) 2012—criminalising a range of acts including child rape, harassment, and exploitation for pornography. The law mandates setting up of Special Courts to facilitate speedy trials in CSA cases.

Organisations working in prevention of CSA in India
https://www.tulir.org/service&programs.htm
https://www.arpan.org.in/
http://enfoldindia.org/

3-step plan:
1. Advocate for CSA prevention and healing
2. Write my story of healing
3. Create educational resources for children and teachers by partnering with one of the NGOs.

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PERSONAL SAFETY EDUCATION
Personal Safety Education is a school-based curriculum that empowers children to participate in their own protection. The three integral components of the methodology are providing age-appropriate information, developing assertiveness and decision making skills and promoting self-esteem to translate learning into practice. Besides, it strengthens the capacities of those professionally, socially and morally responsible for the protection of children, that is, the government, parents, schools, and the larger community.

TRAINING & CONSULTANCY
Tulir-CPHCSA training programs are designed to meet the requirements and needs of various professional and non-professional sectors and include sensitization and skill building programs for Teachers, Social Workers, Doctors, Parents & other Multi-Disciplinary stakeholders crucial to an effective response.

Training workshops also extend to organizations working on varied issues - child labour, child rights, HIV/AIDS, academic institutions - equipping them with the skills and knowledge required to effectively respond to the sexual abuse of children.

Tulir-CPHCSA believes in sharing its knowledge, resources and expertise with other organizations for a better response to child sexual abuse, by providing consultancy in research and practice areas for other organizations working on related issues.

HEALING & INTERVENTION
A multidisciplinary approach is the basis of therapeutic services for abused children and is premised on the holistic Caring, Healing and Teaching model, along with socio-legal assistance.

RESEARCH & DOCUMENTATION Research and documentation projects are undertaken with an aim to expand knowledge-base, advance practice, and evolve better strategies within the Indian context to combat child sexual abuse.

Tulir-CPHCSA`s study in 2006,conducted among 2211 school going children in Chennai,indicates a CSA prevalence rate of 42%.Children of all socio-economic groups were found to be equally vulnerable. While 48% of boys reported having been abused,the prevalence rate among girls was 39%. 15 % of both the boys and girls were severely abused.

To assist other researchers and practitioners, Tulir-CPHCSA has a resource library containing a collection of books, manuals, studies and multimedia resources, focused on child sexual abuse.

RESOURCE DEVELOPMENT
Development and publication of booklets, posters, training guides and multimedia resources on Child Sexual Abuse, including materials specifically designed for different stakeholder groups.

ADVOCACY & NETWORKING Since attitudinal change is only possible with information , creating and raising awareness and sensitization is a key priority of Tulir-CPHCSA. It works towards achieving this goal by periodically organizing public awareness and sensitization programs and campaigns, and by making use of different platforms to bring the issue to the forefront of public consciousness. This includes joining with individuals, groups and organizations, and networking with different professional sectors, such as law enforcement, judiciary, health care and education.

Partnering with media and writing on the issue to provide better and sensitive visibility to the issue is a constant effort. Aawaaz, the quarterly newsletter of Tulir-CPHCSA, is another vehicle of advocacy and networking for spreading awareness .

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TULIR- Centre for the Prevention and Healing Child Sexual Abuse.

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PERSONAL SAFETY EDUCATION Personal Safety Education is a school-based curriculum that empowers children to participate in their own protection. The three integral components of the methodology are providing age-appropriate information, developing assertiveness and decision making skills and promoting self-esteem to translate learning into practice.

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Parity and alternation are already regulated by law in Peru

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Parity and alternation are already regulated by law in Peru

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On June 25, the Congress of the Republic of Peru approved the law that establishes parity and alternation in the lists of candidates and candidates in the country's elections. With this rule, the lists of candidates must be composed of 50% women. In addition, they will be placed interspersed both in the internal elections of the parties, as well as in the primary elections and in the lists to access positions of popular election. All of this, starting with the next elections to be held in 2021. This constitutes a historical fact in the struggle towards the full guarantee of women's rights and democracy, and more specifically, in the struggle for the right to political participation. with equality and without discrimination.

If we speak of equality in political participation, it is essential to guarantee parity as a legal measure in electoral politics, referring to the balanced presence of women and men in the field of political representation. Women need to be part of the decision-making that affect their lives as citizens who, in addition, constitute 50% of the population. Alternation is necessary and it is not enough that the lists of political parties or movements have the same number of men and women. Women have to occupy eligible places in order to achieve a balanced participation, an alternate placement of women and men is necessary from the top of the candidate lists. Which will offer better conditions both in the opportunity to apply and to be chosen.

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Removing Cops From Behavioral Crisis Calls: 'We Need To Change The Model'

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Removing Cops From Behavioral Crisis Calls: 'We Need To Change The Model'

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Several organizations are calling for reform to policing structures.

Know Your Rights

Black Lives Matter

NAACP

As a designer, I feel that police may need an opportunity to use creative problem-solving to shape policy, protocol, and outcomes. Every police department has to have a different approach which I feel creative frameworks are designed to do.

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In what will be among the largest and boldest urban police reform experiment in decades San Francisco is creating and preparing to deploy teams of professionals from the fire and health departments - not police - to respond to most calls for people in a psychiatric, behavioral or substance abuse crisis.

Instead of police, these types of crisis calls will mostly be handled by new unarmed mobile teams comprised of paramedics, mental health professionals and peer support counselors starting next month.

"It's glaringly obvious we need to change the model," says San Francisco Fire Dept. Capt. Simon Pang, who is leading the fire department's effort to build these new street crisis response teams.

Removing police from most nonviolent psychiatric and behavioral crisis calls is no small shift: they can account for a quarter or more of all police calls for service. If you add in 911 calls for issues or complaints surrounding homelessness, the numbers shoot even higher, police data show.

Moreover, surveys show that nearly a quarter of fatal police encounters followed calls about "disruptive behavior" directly tied to a person's mental illness and/or substance abuse disorder. Federal Bureau of Justice Statistics surveys show that 64% of those in jail and more than half of all prison inmates have a mental health problem, many of them undiagnosed.

"They're (police) handling these calls the best they can," Pang says, "but the fact remains that because of the traditional system, which is in place out of inertia, you have law enforcement officers responding to nonviolent, noncriminal calls for service for people whose needs are largely social, behavioral or mental. And that's just not right," he says. "The time is now to rethink the entire process so that we can get personnel who are better suited to help people" in those kinds of crises.

These mobile teams better suited will include a specially trained psychologist or social worker, a fire department paramedic and a peer support expert, ideally someone with lived experience in recovery from alcohol or drug abuse and perhaps homelessness.

San Francisco's new, unarmed, non-police teams are scheduled, at first, to take over the police calls for code 800 - a broad, catch-all category the police describe as a "report of a mentally disturbed person." The police here got nearly 17,000 of those code 800s last year, according to SFPD data, and nearly 22,000 overall from persons in mental or behavioral crisis. The vast majority of them were non-violent. Of those code 800 calls, the police data show, only 132 of them reported "a potential for violence or a weapon."
Rethinking public safety and equity in services
Organizers of the new teams in the city's fire and health departments aim to expand the array of nonviolent police calls they take over, including some of the nearly 30,000 "check on well being" 911 calls the police receive annually. Details on which of those other police code calls the new teams will eventually respond to are still under discussion, officials involved say.

While Denver, and Portland, Ore., have launched similar efforts they remain small pilot reform programs in select sections of those cities. San Francisco's effort is set to be the largest urban effort of its kind to date.

The ambitious plan is one key effort to make good on a broader reform pledge this summer by the city's Mayor London Breed, a Democrat, who has vowed to rethink public safety and equity in services following weeks of protests after the deaths of several black women and men at police hands including George Floyd in Minneapolis. The mayor's budget has also proposed re-directing more than $100 million dollars from the police department to initiatives that support under-served communities of color.

San Francisco's effort reflects a wider national trend as some cities struggle to find creative, scalable non-police interventions for public safety that work.
Frequent 911 Users
On a recent day Capt. Pang and an EMS colleague slow-drive through areas of the city that long have dealt with societal challenges.

In San Francisco, as with other cities, a relatively small group of people use emergency services almost daily if not several times in a single day; calls that can clog a system and tie up police and fire fighters alike.

Anecdotally, fire, police and city officials say the majority of the 911 "high users" as they're called are people with dual mental and substance abuse problems. Many of them endlessly cycle in and out of shelters and emergency rooms.

They're people such as Steve.

"God bless them! And God bless everybody!" Steve shouts as he slouches in a broken chair he's found on a street in the city's Mission District.

Steve (we're only using his first name to protect his privacy as he recovers from addiction to heroin and methadone and struggles with alcohol dependence ) is one of the city's 911 high users. He's a semi-homeless man who on average uses the emergency system up to 20 times a month, SFFD data show.

Capt. Pang has known him for more than five years.

After much negotiation, the captain offers to guide Steve back to his subsidized room in a supportive housing program.

"And if you get there safely, I'd like to buy you a sandwich," the paramedic offers. "How 'bout that?"

"And I said no!" Steve says, slurring his words.

"How about a cup of coffee?"

"And I said no," Steve repeats.

"So you wanna stay here tonight," Pang asks, "Where do you want to go?"

Pang hopes the new teams free up police and better guide people to long-term supportive services, and to end the in-and-out emergency rooms and homeless shelter cycle.

"It's very, very difficult when you feel like you are doing nothing to help the problem. And so if you pick someone up over and over again that is clearly in distress and miserable, it's frustrating. There's no satisfaction in helping someone because you're not helping anybody," Pang says.

Steve is holding precariously to his metal walker. His tone changes.

"You see these people are trying to help me out!" Steve says.

"Do you want help?" I ask.

"Yes," Steve says, emphatically. "Yes, I do."
Change is slow, police wary
On paper, anyway, the police here are supportive of replacing cops with unarmed medic teams for some of these kinds of calls. But there is resistance and deep skepticism, especially among the rank and file as expressed by some caustic and derisive postings on social media.

The San Francisco police department declined NPR's interview requests on the topic. A spokesman emailed a statement attributed to police Chief William Scott saying, "We recognize it will take sacrifice on our part to fulfill the promise of the plan Mayor Breed and Supervisor (Shamann) Walton have proposed, and we look forward to working cooperatively with them moving forward."

Pang acknowledges police concern. "They want to make sure that whatever takes their place is able to adequately do the job."

When these new fire and health department units take over those calls, Pang says, the hope is police will have more time to focus on fighting crime. Still, if someone in mental or emotional distress is armed or threatening violence, the police will still be sent first.

"They (the police) want to make sure that we don't expect to be handling cases where someone might be violent or dangerous," he says.

The city's teams will be built off of the experience of the city's EMS-6 crews, which Pang leads. These units are specially organized paramedic crews who already get extra training in dealing with issues surrounding mental illness, addiction and homelessness.

Some EMS-6 crews can also deploy with a social worker or homeless outreach worker in cooperation with the city's Department of Public Health.

It's exactly the kind of daily work that mixes social work with EMT training that Pang's teams are used to and which makes them well-suited to build the new crisis response teams around.
Eugene, Ore., model
The city's new mobile teams are modeled loosely on a program in Eugene, Oregon that has successfully diverted these kinds of behavioral and mental crisis calls away from police for more than three decades.

"It's our experience that folks in crisis just aren't dangerous," says Timothy Black with the program called Crisis Assistance Helping Out On The Streets or CAHOOTS. "It's really a misnomer to say that the only response for people in crisis can be a response that involves, you know, the tools of force, like a badge, a gun, handcuffs."

Black says since the summer's protests, he's been flooded with calls from across the country from city officials and advocates looking to potentially replicate and scale this type of program.

Even some cities that already use what's called the co-responder model - where a social worker rides alongside a police officer to some crisis calls - are now looking to try to take police out of those calls as much as possible.

Denver and Portland, Ore., have launched small pilot programs modeled on CAHOOTS. In both places, the programs are starting small with targeted sections of the city with a goal of expanding their reach over time.

In Los Angeles the City Council recently approved a plan to eventually develop unarmed responses to some non-violent 911 calls. And the city's Innovation and Performance Commission just approved a pilot project that will launch next year to divert a subset of suicide-related 911 calls to crisis line run by a mental health nonprofit. "Our crisis counselors will then manage the call as any other hotline call and work to deescalate," says Sandri Kramer a manager with LA's Didi Hirsch Suicide Prevention Center. "Ultimately the county wants to move towards a CAHOOTS-style program," Kramer says.

In Eugene the numbers show that the CAHOOTS model is working to reduce the risk of violence and get people counseling and social services. "These crises have all emerged because a need has gone unmet," Timothy Black says. "And the CAHOOTS response is really about meeting people where they're at and identifying those needs and supporting somebody in accessing them."

So if a midsized city in central Oregon has successfully run non-police interventions for mental and behavioral health crisis calls for more than for thirty years, why haven't other, larger cities replicated and scaled it sooner?

Big reasons, experts say, include institutional inertia, funding challenges and the fact that departments everywhere have embraced a general training and program model for handling mental health crisis calls that has proved ineffectual. As NPR recently reported, the training and deployment of widely-used police Crisis Intervention Teams or CITs, has proved woefully inadequate to reduce violence, get people into treatment or counseling or to change the broader, often volatile dynamic surrounding mental health and law enforcement.

Even some who support scaling up non-police crisis teams caution, however, that they're no substitute for repairing America's long broken community mental health care system.

"This idea of waiting until these incidents become crises to deal with is just A, so inefficient and, B, just really doesn't take account of all the harm that we could prevent if we just provided people appropriate mental health care," says Christy Lopez who directs the Innovative Policing Program at Georgetown Law.

San Francisco aims to get its first mobile street crisis response team up running seven days a week by the end of next month. The aim is to quickly grow the program to six city-wide, 24/7 teams by next March.

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Removing Cops From Behavioral Crisis Calls: 'We Need To Change The Model'

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In what will be among the largest and boldest urban police reform experiment in decades San Francisco is creating and preparing to deploy teams of professionals from the fire and health departments - not police - to respond to most calls for people in a psychiatric, behavioral or substance abuse crisis.

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Action Plan:
1. Become super knowledgeable on this issue so that I can have productive conversations about it.
2. Look for foundations that I can support especially with the current issues at the border.

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NYC has a commission and laws to fight discrimination. This page highlights individual stories of those who have fought and won against discriminatory practices: https://www1.nyc.gov/site/cchr/media/RealNewYorkers.page

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NYC has a commission and laws to fight discrimination. This page highlights individual stories of those who have fought and won against discriminatory practices: https://www1.nyc.gov/site/cchr/media/RealNewYorkers.page

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Supportive policies:
WHO gender policy
National gender policy Nigeria
UN gender equality policy

Organisations fighting for gender equality are:
Association for women's rights in development.
UN Women
Plan international
Women for women international

ACTION PLAN:
Provide training on unconscious bias.
Support women into more senior roles
Have a clear policy on discrimination

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fighting discrimination in religious sect

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fighting discrimination in religious sect

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equable worship pattern
equitable distribution of study materials

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Policies against racism:

International Convention on the Elimination of All Forms of Racial Discrimination & Equal Treatment Act

Protocol to the Convention on Cybercrime

National Action Plan against Racism

Organisations (national/international) against racism:

Black Archives

Kick out Zwarte Piet

Black Queer & Trans Resistance in the Netherlands

Nederland Wordt Beter

European Network Against Racism

3-step plan:
1. Produce economic policies that limit gentrification (present and increasing issue in the NL)
2. Create more hubs of social interaction between cultures
3. Encourage opportunities for POC in education, media and government positions.

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1. There are several policies to reduce communal differences and one of them is https://www.hrw.org/news/2021/02/19/india-government-policies-actions-target-minorities

2. Organizations that are working towards discrimination:
http://www.mcrg.ac.in/inst1.htm

3.The three steps could be
-Moral values from the early education.
-Activities that the students can practice at home with the help of the parents so that they are well aware about the facts and truth.
-Keeping kids away from the communal disharmony.

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1. Well known cases of policies & declaration:
Universal Declaration of Human Rights (PDF version at https://www.ohchr.org/EN/UDHR/Documents/UDHR_Translations/eng.pdf)

Rwanda Anti-discrimination law (https://reliefweb.int/report/rwanda/rwanda-parliament-passes-anti-discrimination-law)

2. Short list of the Organizations
- Never Again Rwanda (https://neveragainrwanda.org/)
- One Love in Rwanda (http://onelove-project.org/)
- IMADR (https://imadr.net)

3 steps
i) To get involved in acts to fight discrimination as a person with no rank from my profession.
ii) To continue my involvement.
iii) To educate our children in terms of dignity, equality, diversity, their positive impacts on society vs  bias, prejudice, discrimination, their negative impacts on society.

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1. Create talks to make the population aware of the root causes of violence
2. Carry out workshops that provide tools to maintain emotional balance.
3. Do activities that keep the population together as a community of support and support to maintain peace and calm.

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Equality, Diversity and Inclusion in the Tourism Industry

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Equality, Diversity and Inclusion in the Tourism Industry

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Action Plan:
1.Create awareness as to the EDI gaps in tourism:
Gender
Orientation / LGBTQ
Colourism
Sexual Harassment
Disabilities
2. Coordinate Workshops to sensitise Management, Supervisors and Workforce
3. Toolkit to ensure measures are implemented and sustained

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Supportive Policies:
1. Free and Reduced Meals
2. Lending Technology
3. Free Transportation

Organizations
National Education Association,
State School Boards

Recommend:
Better ways to identify student in need

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Supportive legislation:
1. Constitution of India
2. Domestic Violence Act
3. Prevention os Sexual Harassment Act, 2013

Organizations:
Vishaka, Jagori, Sangat, Tarshi, Nirantar

Action Plan:
1. Amplify narratives of unheard women (write blogs, stories on social media)
2. Conduct workshops on POSH Act with organizations
3. Build capacities of police to better handle cases of GBV

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ENGAGING COMMUNITIES TO FIGHT ECONOMIC DISCRIMINATION

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ENGAGING COMMUNITIES TO FIGHT ECONOMIC DISCRIMINATION

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Organizations includes OSIWA
HUMAN RIGHT WATCH
1)Identify and engage youth that have suffered such discrimination within localities
2) Identify  and engage people of peace that are highly placed in society
3) work in collaboration with other organizations to engage the policy makers to bring the needed change

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Discrimination comes in where bias is neglected.
From one to all!!!
The lack of equal care and attention given to the masses by leader ...treating rural settlers dumpt to the urban settlers.there fore,making it look like they don't deserve to use pads except you are in the city.

With your kind recommendation to these groups/organizations ....
SHE: sustainable health Enterprise
Natra care
Kindara
Padup Africa
World health organization
YallaAfrica
Afripads
I will seek to organize a sensitization an orientation called *ThinkShe* for sexual orientation and free distribution of sanitary pad to rural teenagers within Jos, plateau State, Nigeria.
Thank you sir

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Policies that have been put in place to fight discrimination related to the challenge:

No choke holds

No Knock Warrants

De-escalation Training

Organizations include:

Black Lives Matters, NAACP, Boston University Anti-Racist Center, Southern Poverty Law Center, Anti-Defamation League

Three  Step Action Plan:

1.       Intervene when I see a micro-aggression.

2.       Write letters to Mayor Walsh  and to the Boston Police re: implementing better policies since there's an 8 recommendation platform and Boston has not implemented everything.

3.    Volunteer for the Biden campaign to get current President out of office.

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Anti-Black and Anti-Indigenous Racism and Discrimination

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Anti-Black and Anti-Indigenous Racism and Discrimination

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- Truth and Reconciliation Commission (94 calls to action)
Canadian Human Rights Act
- Ontario Human Rights Commission
Ontario Anti-Racism Act

Organisations include: SURJ, Black Lives Matter, Centre for Social Justice, Native Canadian Centre and Urban Alliance on Race Relations.

ACTION PLAN
1. Continue to learn about Black and Indigenous histories and cultures. Share knowledge (i.e. updating Wikipedia, talking to family and friends).
2. Develop a toolkit for speaking out against/responding to racism (helping to combat freeze/fear of confrontation).
3. Get more actively involved in SURJ actions.

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Policies:
1. Equalities Act 2010
2. UN Convention on Rights of Persons with Disabilities
3. Employment Equality Directive 2000
4. Public Procurement Directive 2014
5. Public Sector Websites and Apps Directive 2016

Some of the organisations addressing this inequality in Scotland:
- Inclusion Scotland
- RNIB
- Scottish Commission for Learning Disabilities
- Into Work
- Whizz Kidz
- Ability Net
- Equality Advisory Support Service
- Disability Rights UK

Action Plan:
1. Find and listen to voices of disabled people.
2. Amplify their voices. For example, signing petitions or writing to MPs highlighting issues raised by them.
3. Continue to look at the Equality and Diversity Impact Assessment written for my project - find out how many staff identify as having a disability.

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1. The State shall not discriminate directly or indirectly against any person on any ground, including race, sex, pregnancy, marital status, health status, ethnic or social origin, colour, age, disability, religion, (http://www.klrc.go.ke/index.php/constitution-of-kenya/112-chapter-four-the-bill-of-rights/part-2-rights-and-fundamental-freedoms/193-27-equality-and-freedom-from-discrimination)

2.  The Employment Act, Cap 226 (the Employment Act), which is the main legislation that guides the employer-employee relationship further states that an employer shall promote equal opportunity in employment and strive to eliminate discrimination in any employment policy or practice.

The steps that can be followed is;
a) speak up
b) volunteer at UNHRC in Kenya
c) Know your rights

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Institutional efforts;
1) Nigeria's Discrimination Against People With Disabilities (Prohibition) Act 2018
2) United Nations' Convention on the Rights of People with Disabilities ( CRPD).

Action Plan:
1) Raise awareness on systematic discrimination against PWDs especially in the private sector.
2) Advocate for more investments in their education and skill acquisition.
3) Campaign for more PWD friendly infrastructures, especially public buildings.
4) Create a radio program that discusses the plights, challenges, opportunities and exploits of PWDs in Nigeria.
5) And build billboards and road signs aimed at educating road users on inclusive behaviours that makes our roads less dangerous for PWDs

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Discrimination based on gender and socioeconomic status
UNICEF, Zimbabwe Constitution (2013), UNDP,Zimbabwe Human Rights Commission, Zimbabwe Ministry of Women Affairs,Gender and Community development, Employment Act of Zimbabwe
Gender equality in all spheres of life including education,housing , land and property.
Reach out to the nearest organisation.
Share it
Educate others, family children.
Affirmative action programs

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-Truth and Reconciliation act
-Amended Canada human rights act

Canadian Human Rights Tribunal
First Nations Child and Family Caring Society of Canada

Plan:
1. Call out/correct inappropriate use of language when referring to indigenous peoples
2. Encourage and remind for all meetings/presentations acknowledge the indigenous act and land we occupy
3. Participate in petitions that discriminate against ethnic minorities and educate family and friends about root causes of discrimination

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There is definitely a prejudice against coloured people

"They look suspicious"
"They might have a gun"
"They must be a drugdealer"

Black Lives Matter
Discrimination Law Organisation

1) Address racism, inequality, share it. explain privilege
2) Speak up when you hear something like this
3) Educate your kids, family, friends to do research and to get a better overview of both sides of the story

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There some policies in Nigeria on disadvantaged but it has not be fully implemented.
Here is my plans
1. Establish a sensitization program
2.Reach out to Charitable organizations and individuals
3. Write proposal for intervention on social media platforms

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1.- Start by talking in social media about these topic. But from different perspective. ( the second story)
2.- Find and participate in an organization that is concerned about this issue in my town.
3.- Propose a campaign to my local goverment in order to change the way inmigration is looked.

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Fighting a system that reinforces inequality

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Fighting a system that reinforces inequality

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There are many factors and policies that are reinforcing inequality worldwide, so...
1. Revise how prevailing premises in the society go in favor or against inequality ( like the paradigm of needing a degree from a prestigious institution to get a job with good income...)
2. Try to learn how a system works by creating and updating 'models' or representations that allows to identify possible points of intervention that can have a good impact.
3. Identify and work with institutions of different sizes, and with different stakeholders to fight inequality from different angles.

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1. Have a voice and make it heard. Don’t sit back silently and let whatever happens happen.
2. Be proud of standing up against things that are not right.
3. Share your views (without offending anyone) to help make it more normal and accepted for others to share their views.

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1. Title IX is U.S. federal law, enacted in 1972 to end discrimination based on sex.
2. UN Women, World Health Organization, and Oxfam International are all dedicated to achieving gender equality.
3. - Sign petitions and participate in online movements that encourage girls to pursue a variety of careers.
- Raise or donate money for causes/organizations that give young ladies early exposure to STEM fields.
- Start a fundraiser or host a STEM-related event for young women in the local neighborhood.