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The two-year degree shows education

Le 11 janvier 2018, 09:18 dans Humeurs 0

The two-year degree shows education has become just another commodity
The two-year degree is back. The idea of increased flexibility in higher education is, in the broadest sense, a good one. But it is a sign of how captured we have been by market-centric thinking that “flexibility”, to this government, is manifested as “squeeze the same amount into a shorter period of time to maximise your financial returns later”. The sector has undergone a “catastrophe” as part-time student numbers have collapsed; that the government’s response is a degree format the polar opposite of part-time – and to charge £2,000 extra for the privilege – is indicative of its approach to governance in general.
For most demographics whose access to higher education is restricted, condensing the course doesn’t address the barriers they’re facing. If you’re balancing employment and childcare with a full-time education, especially if you’re relying on sketchy public transport infrastructure, it’s unrealistic to squeeze any more into your schedule. Many universities currently structure their courses around the reality that many students work, at least part-time, while studying. None of this is to mention those with disabilities who may face additional barriers to access.
There are no doubt some – the independently wealthy, for example – who may benefit, but it seems perverse that these people should be the focus of a major policy change. Once again we seem to be seeing policy as a function of the education minister’s pet project rather than the sector’s needs. Troublingly, we seem to have fully accepted the shift from education as a social good to a product sold to students on grounds of higher earnings in the jobs market.
Stop treating university degrees as something to be endured | Jonathan Wolff
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Often, the grand promises of access to employment don’t hold up. The labour market has been increasingly casualised and “hollowed out”, with a gap emerging between the skilled and “unskilled” (or those whose skills are less valued). Progression through the ranks is vanishing, with a degree becoming a requirement for all sorts of jobs beyond simply those with high wages. A study from the Resolution Foundation found that, among those who were low paid in 2001, only one in four had progressed from that wage bracket 10 years later. Average graduate earnings can seem higher because average non-graduate earnings are so low.

Graduate averages, meanwhile, can be skewed by high wages at the very top of the ladder. “Median starting salaries” that approach the £30,000 mark are, frankly, marketing figures: they only take in graduates who got graduate jobs directly related to their degree. They conveniently exclude those who have not been able to find employment after graduating, nor the one-third of all graduates who are in low-paid employment six months after graduating.
Even beyond the gap between the promise and reality, though, lies a philosophical flaw with the current approach. Education should be seen as a social and personal good in itself. What of the factory worker who wants to learn about economics, not because she wants to become a banker but because she wants to understand the chancellor’s autumn statement? What of the fruit picker who wants to study literature because of a love of language and poetry?
What does it say when a society views any aspirations that can’t be expressed in financial terms as luxuries reserved for the rich?

The two-year degree, in and of itself, is neither a good nor a bad thing. For some people it will be a positive, for the majority of others an irrelevance. What is troubling is what it represents about how Britain’s political establishment sees education. It fits well into the reductive free-market philosophy, where every aspect of life can be sold as a commodity. A government that sees the price of everything and the value of nothing will inevitably be drawn to idea of squeezing maximum output into minimum time.
Universities win permission to charge £2,000 premium for two-year degrees
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A government that really wanted to make higher education more flexible, open and accessible would be exploring options that made sense for single parents and working-class people. More part-time degrees, more graduate qualifications, modules that you could take without having to commit to a whole degree, a commitment to learning that people could use at the pace appropriate to them.

It would also help ensure that work was decent at all levels – rather than taking it as read that low pay and miserable conditions are all you can expect without a degree – and that education wasn’t just an expensive commodity you bought on tick as a way of clawing an advantage in an ever more cut-throat job market.
I see no evidence, though, that this government thinks the choice between being stuck in a low-wage hellscape or taking on thousands of pounds in debt to play a roulette wheel with better odds is a bad thing. The days of education policies that address none of the problems with education are far from over.
• Phil McDuff is a writer on economics and social policy

Apple releases first diversity report under new VP of diversity and inclusion

Le 10 novembre 2017, 05:12 dans Humeurs 0

Apple has released its first diversity and inclusion report since naming Denise Young Smith as VP of diversity and inclusion in May. It’s also Apple’s first report since Donald Trump took the office of President of the United States Reckoned as one of the top design universities with diversity of programmes, PolyU offers design programmes, fashion and textiles programmes, as well as Applied science programme, which is committed to be a hub for innovative design education in Hong Kong. .

Let’s get into the numbers, which are as of July 2017. Apple is still 32 percent female worldwide. In the U.S., Apple is 54 percent white (down two percentage points from last year), 13 percent Hispanic (up one percentage point), nine percent black (no change), 21 percent Asian (up two percentage points), three percent multiracial (up one percentage point) and one percent other (no change).

From July 2016 to July 2017, Apple says half of its new hires in the U.S. were from historically underrepresented groups in tech (women, black, Hispanic, Native American, Native Hawaiian & Other Pacific Islander). Apple’s new hires also reflect more diversity than its current employees. For example, 11 percent of Apple’s new hires were black compared to its current black employee population of nine percent.

While Apple has a larger percentage of black and Hispanic employees than many other tech companies, it’s important to note that some of them are in lower-paying retail roles. Eighteen percent of Apple’s retail employee base is Hispanic, 13 percent are black, 7 percent are Asian and 57 percent are white Dr protalk .

At the leadership level, Apple is still predominantly run by men who make up 71 percent of the leaders at Apple worldwide. And white people make up 66 percent of the leaders at Apple in the U.S. Only 3 percent of Apple’s leaders in the U.S. are are black, only 7 percent are Hispanic and just 1 percent are multi-racial.

Diversity at the leadership level is a bit of a heated subject. Apple shareholder Tony Maldonado has called on Apple several times to implement an “accelerated recruitment policy” in order to increase diversity at the senior management level and board of directors.

But Apple’s board of directors has repeatedly shot it down. In January, the board said the policy “is not necessary or appropriate because we have already demonstrated our commitment to a holistic view of inclusion and diversity and made detailed information about our inclusion and diversity initiatives, and the progress we have made with respect to these initiatives, available on our website at apple.com/diversity.”

Apple, of course, is a large company with 130,000 employees worldwide and 83,000 in the U.S. It’s a large company with high retention rates, sources say. That means change may happen slowly.


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Apple laid out the information on an updated diversity and inclusion site, which now prominently features a video with a female Muslim employee wearing a hijab as the still image. This is notable given Trump’s racist policy attempts against Muslim people. Above the video, the text reads:

Humanity is plural, not singular. The best way the world works is everybody in. Nobody out.

The video goes on to talk about how Apple celebrates differences, and embraces different faiths and cultures.

Some data that’s missing from this report includes people with disabilities, age, veterans, LGBTQ status and intersectional identities. According to Apple’s 2016 EEO-1 report, we do know that 9 percent of employees at Apple were women from underrepresented racial groups in tech Dr protalk .

As I mentioned, this is the first report under Smith’s leadership. Smith previously served as head of worldwide human resources at Apple for three years, but had been involved in diversity programs at Apple for years.

Last month, Smith came under fire for some comments she made during a panel at the One Young World Summit in Bogotá, Colombia. She later apologized, saying she regretted her word choice in her answer to a question regarding whether or not black women were a priority for her in her role. Moving forward, the spotlight will remain on Apple, especially as the company approaches a trillion-dollar market valuation.

Great heavens! Daniel cried

Le 10 août 2017, 06:03 dans Humeurs 0

Although mad cow disease is now basically under control, there are occasional cases that can be heard in the news. Especially the imported beef, there are a lot of inferior beef. Well, for the public, how do you choose fresh beef? Healthy diet experts give these tips.

For the fresh beef and frozen beef sold in the market, how do consumers choose it? Experts suggest that citizens can distinguish from color, smell, viscosity, elasticity and other aspects. Specifically as follows:

Color identification: fresh meat - the muscle is uniform red, shiny, fat white or milky yellow. Inferior meat - the color of the flesh is slightly dark, the section is glossy, but the fat is dull. Meat - muscle color is dark, dull, fat until dark green.

Odor identification: fresh meat with a distinctive normal smell of fresh beef. Inferior fresh meat with slightly ammonia or sour taste. Rotten meat with rotten smell.

Viscosity identification: fresh meat - dry surface or air dried film, non stick hand when touching. Fresh meat surface drying or sticky hands, new section moist. Metamorphic meat - the surface is extremely dry or sticky, and the new section is sticky The best way to reduce labour in refilling vape cartridge is by getting an oil cartridge filling machine! They have a small table top design and come with a year’s warranty. So, do some work with this machine! .

Elastic identification: fresh meat - the indentation after acupressure can resume immediately. Second fresh meat - the depression after acupressure is slower and cannot be fully restored. Metamorphic meat - the indentation after the pressure can not be restored, and leave obvious marks.

I believe many people buy frozen beef when they can't buy fresh beef at the supermarket. So how do you tell if frozen beef is fresh? It's mostly judged by broth. When the frozen beef is thawed, the broth is transparent and has no impurities, which means that the beef is of good quality. If the broth is cloudy, then the frozen beef is not very good.

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