The First Year Matters: Being Mentored.....in Action

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Yet some of these groups have unintentionally replicated biases that appear in society. In the early years of the LGBTQ rights movement within corporate America, there were more gay, white men than lesbians, transgender individuals, people with other sexual identities, and LGBTQ people of color who were out and visible in the workplace and held political capital. As a result, ERGs and their leadership unintentionally tended to consist disproportionately of gay, white men. Some ERGs have yet to evolve—in terms of leadership representation and organizational goals—but young LGBTQ employees today are more diverse and are mobilizing for shared accountability and culture change. They are less likely to join an ERG to affirm their increasingly intersectional identities. (In fact, in our survey, many declined to be identified by a single demographic category, and among Gen-Z respondents, ERGs were the D&I initiative with the least impact on inclusion.) Providing an environment in which LGBTQ+ employees feel comfortable bringing their authentic selves to work from day one is not a simple matter of rolling out a multitude of new initiatives. Companies need to develop a holistic plan to ensure that all stages of an employee’s journey during the first critical year reflect and are shaped by a diverse, equitable, and inclusive culture. Overall, these employees were approximately as likely to be out to family, friends, and colleagues as LGBQ employees were—and our data showed that they were more likely to be out among clients and customers. The daily choices involved in being out seem to be more challenging for trans and gender nonconforming respondents, however: these respondents report themselves as being 20% more likely to lie, omit details, or avoid answering questions about their sexuality than LGBQ respondents (44% for trans and gender nonconforming respondents). When reporting an average across countries, we aggregated the data by country and then took a simple (unweighted) average across countries. Except where otherwise noted, in aggregating results, we excluded one or more countries from the analysis if fewer than 80 LGBTQ+ respondents from each such country answered a particular question. Updated to reflect new regulations which allow temporary coronavirus (COVID-19) disapplications to re-apply if a provider is prevented from complying with the EYFS due to coronavirus (COVID-19) related restrictions or requirements. They also add disapplications around paediatric first aid to the transitional period, which originally only applied to disapplications around staffing levels.

Our survey found that the share of LBTQ+ women who remain fully in the closet to colleagues is about 9 percentage points higher than the share of GBTQ+So you can make a chart of topics you want to cover in a week or month. For example, if you want to learn the basics of web development, you can divide like for the first two weeks you will be learning HTML and CSS then JavaScript then maybe React, and so on. You can ask your seniors, what resources they have used to learn these things. 3. Learn Smartly According to College Curriculum Continued Engagement. LGBTQ+ diversity, equity, and inclusion initiatives and efforts should not be a one-time exercise during onboarding. Rather, they should be a regular component of the company’s calendar, including frequent expressions of support, events that celebrate and recognize the Pride movement, and support of broader LGBTQ+ rights and inclusion. Today’s LGBTQ workforce has undergone a fundamental, generational shift, both in how it defines itself and what it expects of workplace inclusion. The LGBTQ workforce is far more racially diverse and more likely to include women, transgender employees, and people with more varied sexual orientations than in the past, particularly among younger generations. Of LGBTQ employees under age 35, 28% are people of color who identify as women, versus just 2% of those aged 55 or older. Consequently, the diversity, equity, and inclusion programs in place at many companies, while beneficial, are no longer sufficient. You should select those subjects from which questions are mostly asked in interviews or GATE (if you’re planning for higher studies) so that you can prepare those subjects properly. 4. Work on Your Communication and Writing Skills When you’re about to enter your second year, you should have well knowledge of the basics of OOPS and DSA concepts. Read:

In March 2020, we partnered with an experienced practitioner of inclusion and community building, NYC’s LGBT Community Center, to survey more than 2,000 LGBTQ and 2,000 straight employees working in the US across industries and company sizes. (Some transgender people can identify as straight, but for the purposes of this discussion we are using the general term “straight” to refer to non-LGBTQ employees.) Hi,itisalsoimportanttotryhardforexamssimplyforthereasonofactuallylearningthematerial.Year1isreallyaboutgainingknowledgeandsecondandthirdyearisaboutapplyingthisknowledge,intermsofessaysturningfromdescriptivetobeingaboutanalysisandcriticalevaluation,andifyougoonplacementsetctheknowledgeyouhavelearntinyourfirstyearwillserveyouwell.Thereasongradesdon'tcountinyour1styearistoallowyoutoabsorbtheknowledgewithouttheworryoffailing,sothatyoucantakethepropertimetolearnit.Aslongasyouareputtingintheefforttoreviseandareretainingsomeoftheinformationthenyouwillbeinagoodplacetogointosecondyear.Someexamsareharderthanothersandyoudon'talwaysgetthemarkyouthoughtyouwouldhave,butthat'sokay.Itthengivesyoutheopportunitytoseewhereyoucanimprove.

You can start participating in events which are arranged in your college and look forward to speaking or expressing yourself, make your presence & this is not only going to help you in improving your communication skills, it will also increase your networks which will be helpful for you later. The survey findings also shed light on the challenges that trans and gender nonconforming (TGNC) employees and LBTQ+ women face when making choices about being out at work. For instance, 74% of TGNC respondents reported instances of discrimination versus 57% of LGBQ+ respondents. And LBTQ+ women who are out reported a 13% greater incidence of sexual harassment than did their male counterparts. It’s not necessary to have 70-80 wpm speed, no one is going to ask you your typing speed in interviews but you should be having an average typing speed, 35-40 wpm. 2. Remember GPA Matters But Skills Matters More

LGBTQ rights have advanced dramatically over the past 20 years, and much of corporate America has been central in shaping public opinion and boosting LGBTQ diversity in the workplace. The bulk of these efforts have been focused on developing equitable HR policies and benefits and setting up employee resource groups (ERGs). These actions have generated positive results: according to the 2020 edition of Human Rights Campaign’s annual Corporate Equality Index, 65% of all companies evaluated have a perfect score of 100. Among large companies, the numbers look even better: the average score for Fortune 500 companies that participated is 90%. All these companies have nondiscrimination policies in place regarding sexual orientation and nearly all (98%) regarding gender identity. Moreover, 91% have made public commitments to the LGBTQ community and 88% have trans-inclusive benefits.

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This course is intended as an introduction to computer programming for students studying subjects other than computer science. It focuses on learning basic programming techniques and tools that students can then apply to their respective fields. This course assumes no prior knowledge of or exposure to programming. Although this course is not designed for prospective computer science students, students who achieve a very high mark in this course may request entry to CSCA48, enabling them to pursue a Computer Science program. In dealing with the recurring daily choices involved in covering or uncovering their identity, women were about 12% more likely than men overall to cover up when asked about their sexual orientation (35% for LBTQ+ women respondents compared to 23% for GBTQ+ men). Also, there are some people who’re afraid of the term “DSA”, here’s How to Start Learning DSA? where you’ll get step by step procedure to begin your journey of DSA. By the end of your 2 nd Sem, it is recommended to set up your account and start participating actively on GeeksforGeeks. The answer is not simply to roll out myriad new initiatives. Instead, companies must develop a holistic plan to ensure that all stages of an employee’s journey during the first critical year reflect and are shaped by a diverse, equitable, and inclusive culture. Five areas of focus are especially important: Your college life starts with the 1st Semester and this is the best phase to explore, observe, and experience fascinating pieces of stuff. Since you’ve just joined the college, you meet new people, take part in activities, and feel like you’re on top. So, let’s go through the steps to be followed during your 1st and 2nd semesters one by one – 1 st Year (I st Semester)

Updated to make it clear that the new statutory framework for the early years foundation stage applies from 1 September 2021. Removed the previous version and the early years foundation stage coronavirus disapplications as they are no longer in force. No. This course is meant for non computer science students. The material covered in this course will be covered in greater detail in other CSC courses. The department of Computer and Mathematical Sciences offers five introductory-level courses in computer science and programming. It can sometimes be difficult for new students to decide which courses they should, or should not, take. This guide will help you to understand your options, and choose the course(s) that will benefit you the most. The CoursesMoreover, it is not just LGBTQ employees who are attuned to an organization’s culture. Straight Gen-Z and millennial employees—who will soon make up the majority of the workforce—also care deeply about inclusion and are more likely to advocate for it than previous generations. In that light, there are clear benefits for companies that get it right: improved financial performance, stronger innovation, less attrition, and a more engaged workforce. concern. 1 1 For the purposes of this sidebar, we have aggregated the data for trans and gender nonconforming respondents into a single global sample of 643 respondents, as the numbers of respondents by country were not statistically significant. Notes: 1 For the purposes of this sidebar, we have aggregated the data for trans and gender nonconforming respondents into a single global sample of 643 respondents, as the numbers of respondents by country were not statistically significant.