Singapore uses every port as a FTZ  , furthering itself as a global city . Globalization in Singapore has an adverse effect on the people who live there. Singapore experienced many rulings by different cultures to get where it is today  , and as a result, many traditions, cultures, and ethnic groups    have settled in Singapore. Globalization of Singapore has resulted in some ethnic diversity.
However there is a majority ethnic group consisting of As seen by the table below, Singapore is made up of 3 major ethnic groups . Globalization plays a large factor in the population and demographic of Singapore such that the fertility rate in had spiked for each ethnic group on the Chinese Zodiac Dragon Year . Effectively this means Chinese tradition has become a part of Singapore culture for all ethnic groups; a side effect of Globalization.
Language in Singapore has become a defining part of its global image. Singapore is home to 4 official languages, Malay, Mandarin, Tamil, and English  . Singapore is the subject of Glocalization  , as Singapore's identity hinges on its multinational interaction  . Interestingly, although Singapore has 4 official languages, Singapore recognizes Malay as the national language  and requires that it is written in Roman script. Although Singapore uses English as an official language, those whose primary language is English do not comprise a large ethnic group in the nation   .
With only 3. Singapore teaches English first in schools, and uses English dominantly in the workplace . Singapore is said to have a slang language often called "Singlish"  , named such because of the blend of the 4 official languages of Singapore in to English  . A Glocalization of traditional language  created due to the global presence in Singapore. There is a With all the international communication, there is no wonder why Singapore is a global city.
The Government of Singapore follows the Constitution of the Republic of Singapore; it is the supreme law . It is a parliamentary representative democratic republic country, with the President as the Chief of State and the Prime Minister the leader of the other three branches and a multi-party system . The political party that is currently governing and has been governing over Singapore for the last 56 years is called the People's Action Party PAP . Singapore was also ranked in the President As of the people of Singapore vote the President of Singapore in.
Before the change in the Constitution the Members of Parliament selected the President. The President is elected in office for a six year term and is able to overthrow decisions such as budgets . The Prime Minister is chosen based on having the most seats in the General Election. Below the Prime Minister, other ministers from the Members of Parliament are selected to join the Cabinet. The judicial system follows their laws and regulations in comparison to the Executive power. Strong Arm Claims In May of the Prime Minister sued a blogger by the name of Roy Ngern, for his post about the inability of Singapore citizen to express themselves freely on a forum about human rights.
If Roy did not fulfill the requirements of the letter, the government would sue him for deformation of character . Similarly threats of legal action have to given to three other well known socio-political bloggers. Under Section A men caught engaging in any sexual act, whether consensual or not , can receive up to two years in prison.
Although the government has said that will not enforce this law, it has yet to be removed . Human rights defenders in Singapore have to possibility to be fined, jailed, bankrupted, and forbidden from traveling outside the country without government approval  Human right activists have noted that members of opposing parties offend are sued, put into prison, have their character defamed or become bankrupt. Singapore's population has continued to have a steady incline since its establishment.
The current population of Singapore as of June is 5. It is up 1. Singapore is a multi-ethnic state, this is because it is comprised of 3 major ethnic groups: Chinese, Malays, and Indians . Due to its diversity, Singapore has four official languages: English, Mandarin, Malay and Tamil . Singapore has a very high population density. There are 7, people per square km . Singapore has a large aging population. The average age in is The average age continues to rise over the years since the birth rate for Singapore is very low. The total number of residents that are 60 years and over are 3,, .
This is a large portion of the population that is elderly and this number is expected to increase as the population ages. This is a major concern for Singapore, since there are a fewer working aged adults that will be able to support the aging population. Singaporean males have a life expectancy of The total fertility rate in Singapore is 1. Due to this, the average household has 3.
Singapore has slightly larger female population compared to males. There is a ratio of males to female residents living within Singapore . Singapore's population control policies are vastly different now than they were years ago. In the s, the Singaporean government tried to decrease the population by having a "Stop at Two" campaign .
The campaign goal was to encourage the population to have no more than 2 children. During this time, the Singaporean government legalized abortion and encouraged sterilization by offering cash incentives . The government also punished families by increasing hospital fees and denying maternity leave for women who were having more than two children . In addition, the Singaporean government also implemented a school placement policy.
Under this policy, families with more than 2 children were given lower priority schools . This lead to an dramatic decrease in population. Now the government of Singapore is struggling to increase it's birth rate. They recently released a document in which they outline a plan to rise the population of Singapore to 6. Although Singapore has four official languages, there are many other languages spoken in Singapore.
The table below outlines the percentage of different languages spoken:. The most common language spoken in Singapore is Mandarin. This is due to Singapore's large Chinese population. English is the second largest language spoken within Singapore. This is because English is the language that is commonly used for government, business, and for teaching in schools . Malay is spoken by It was chosen as the national language in the s by the Singaporean government after it gained independence from Britain .
Malay is also the language that is used in Singapore's national anthem.
Most of the India population speak Tamil, which is why it was chosen as an official language over other Indian languages such as Malayalam, Hindi, Punjabi or Gujarati  . The majority of the Singaporean population are bilingual . This is because Singaporean children grow up learning their 'mother tongue' at home and English at schools . As a result of Singapore's diversity, there are numerous religions practiced within Singapore.
Most of the Chinese population are Buddhist, Taoist or Christian . While most of the Malay population are Muslims and most of the Indian population are Hindus . Since Singapore is such a culturally diverse place, the Singaporean government enforces the idea of being respectful and tolerant to different ethnicities and religions into Singaporean culture . Due to this, it is very common to find different religious places of worship located side by side . In addition, the Singaporean government has incorporated different holidays of various ethnic groups as public holidays in order to promote closeness and respect between its people .
Migration has always played a role in Singapore and its community and the population has fluctuated based on the movement of people in and out of Singapore. There are many prospective reasons for people to come to Singapore, but there are also changes in the city of Singapore that cause current citizens to leave.
Through to , immigration temporarily stopped due to World War II and The Japanese Occupation, where Japan had control over many places by force, including Singapore. There was a very limited amount of people who could leave and come to the country, since Japan has superior power over what was best and what they could do. There was a continued movement of immigration into Singapore through the s and s because there were new oridances that limited immigration to those who would benefit Singapore as a whole; there were stricter citizenships and immigration laws implemented.
An ongoing issue has been the health of Immigrants within Singapore. There are ongoing studies to understand why there are difficulties of immigrant health and to try to solve the problems. However, we had to avoid any reference to being gay when on air. We remember our first trip together to Crete in Today however, the Greek tourism board organises gay press trips and is frequently seen collaborating with the prominent gay travel brands.
Gay issues are more talked about in the press and media today compared to a decade ago, which helps to normalise us and make us more accepted in society. Asia is of course still far far behind and behind that Africa! But on the positive side, Taiwan is soon set to be the first country in the continent to legalise gay marriages nationally, which is sure to have a domino impact in the region. We always insist on it and think this is extremely important as it helps educate that person at the reception front desk. However, these volunteer organizations do not have sufficient resources to meet the current demand.
The proposed LGBT Resource Center is an opportunity to support and strengthen existing networks, programming and opportunities for growth. We believe a LGBT Resource Center can provide cross-Hopkins connections and institutional support that convey genuine respect for our work and community. This feedback from stakeholders across the University and Health System indicates a common need for a centralized resource center.
The various groups cited difficulty when trying to collaborate with other groups, especially when their home bases were on separate campuses. Furthermore, it became apparent that many of the organizations offered similar and redundant services that could benefit from the sharing of lessons learned across the various campuses.
Lastly, the leadership transition and training process poses unique challenges depending on the availability of previous officers. A single LGBT resource center could provide a centralized and constant support system that fosters collaborative efforts across these geographically disparate stakeholder groups by facilitating dialogue among group leaders, coordinating programs and activities, and providing training materials.
Our mission includes embracing diversity, promoting awareness about LGBT issues and counteracting homophobia in order to create a safe space on campus. Our meetings encourage students to familiarize themselves with all aspects of the LGBT community. We provide a safe environment for students to socialize openly with their fellow students and to explore their own identities. In order to educate our members about LGBT issues, we organize each meeting around one theme that we explore through activities, presentations and discussions.
A LGBT resource center would improve the effectiveness of these meetings by making available expertise and high-quality materials. The resource center would also facilitate the planning and organization of more ambitious events that engage a broader cross-section of the campus community. Our meetings are a safe space for students to comfortably share their personal experiences so our members can learn from each other. Having a physical resource center would create a more official and permanent safe space for students to visit whenever they need a private environment to discuss an issue or to obtain information related to LGBT matters.
DSAGA is working with faculty and staff members to develop a Safe Zone Training Program with the purpose of engaging the ally population at Johns Hopkins in order to ensure that campus is a safe space for individuals of all sexual orientations and gender identities. The Training Program consists of workshop sessions during which attendees will participate in discussions and activities that will educate them in LGBT-related topics and teach them how to become effective allies to the LGBT community.
An ally is an individual who appreciates and proactively supports the LGBT community by confronting the harmful attitudes of others. Spreading awareness through this program will increase the visibility of the LGBT community, which will help students better understand and interact with one another, creating a more diverse and supportive community. The resource center will supervise the implementation of this program for groups on campus, such as resident advisers and fraternities and sororities, as well as any faculty, staff and students who wish to become active supporters of the LGBT community.
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B-More Proud activities include an academic conference on topics of gender and sexuality, a mixer for LGBT staff and a leadership summit for students. The B-More Proud Leadership Summit provides a venue for college students to connect with other students in the Baltimore area and network with local businesses and non-profit organizations that openly support the LGBT community.
The first such summit was held in at Towson University and was organized by two Johns Hopkins undergraduates who served as co-chairs. The Leadership Summit helps strengthen the relationship between students on Baltimore campuses and the Baltimore LGBT community, as well as provide a space for student-generated dialogue on topics important for LGBT students. The summit is a place for students to learn about LGBT-related topics, such as safe sex and issues in the workplace, through breakout sessions, which are led by students and outside groups.
Additionally, the summit also brings in diverse speakers such as the keynote speakers: Staff Sergeant Eric Alva and poet author Staceyann Chin.
The summit will be held at University of Maryland Baltimore County. Participation in B-More Proud provides a mechanism for Johns Hopkins to take a leadership role in LGBT inclusiveness among our local Baltimore university campuses, but our effectiveness is limited by not having professional staff to provide a durable point of contact. The resource center could participate within B-More Proud to build relationships between Johns Hopkins community members and their colleagues on other Baltimore campuses. The Peabody Gay-Straight Alliance GSA is a group of diverse individuals who want to make Peabody a supportive and welcoming environment for lesbian, gay, bisexual, asexual, pansexual, transgender, intersex, and queer, questioning and allied students, staff and faculty members.
Our mission is to create a safe environment for community members to support one another and learn about homophobia and other prejudices; to educate and raise awareness in the Peabody community about homophobia, gender identity, and sexual orientation issues; to fight discrimination, harassment, and violence against LGBT people in our community; and to provide a forum for discussion encouraging diverse viewpoints.
As a campus space removed from Homewood and the Medical Campus the Peabody would stand to benefit from the creation of this center that would increase communication, share resources and develop enhanced programming across all of Johns Hopkins. Our members believe that the LGBT community enriches the diverse environment at Johns Hopkins and in the health professions.
Our dedication to provide a supportive environment, while offering an array of educational and social events, would be greatly enhanced by a LGBT Resource Center. While our events are typically held on the East Baltimore campus, we yearn to be part of the greater Hopkins LGBT community in order to collaborate on ideas and events taking place at the other campuses.
The prospect of a LGBT resource center is encouraging because it would serve to bring each of the different LGBT organizations together in order to better serve the Hopkins students, faculty, and staff. Each member of The Network is affiliated with Johns Hopkins or an affiliated institution.
The Network seeks to create a welcoming and affirming environment for LGBT employees, patients, families and friends by promoting social and intellectual enrichment and networking opportunities. During its fledgling year, Allies in the Workplace has been working with very receptive APL leadership to create a more inclusive environment. A LGBT resource center will aid Allies in the Workplace by providing information and supportive resource as the affinity group strives to become established.
The goal of increased visibility, safety and resources for the LGBT community at each of the Johns Hopkins divisions benefits the Johns Hopkins community as a whole. According to a Human Rights Campaign Survey, LGBT employees are less likely to be out if the perceived work environment is unwelcoming or hostile [iii]. The benefits of an environment in which people feel comfortable being open about their sexual orientation apply not only to members of the LGBT community, but to heterosexual employees as well.
The Counseling Center offers individual and group therapy; psychiatric services; hour crisis response; and outreach and consultation for members of the University community. During the Academic Year, 1, students received services at the Counseling Center. Prior to their first appointment, students complete intake paperwork to illuminate their current concerns. The percentage of Counseling Center clients who identified concerns related to sexual orientation is, therefore, more than twice as high as the national average of LGBT individuals in general.
This suggests that LGBT students may have a particular struggle at Johns Hopkins, and are therefore in need of targeted supports. It is important to highlight that the number of students identifying sexual orientation as a concern may not equal the number of LGBT students seeking services in general. Because how one sexually identifies was not uniformly addressed in intake paperwork, it is likely that a larger number of students seeking services at the Counseling Center identify as LGBT or questioning. Additionally, while many members of the LGBT population may not identify mental health concerns as being directly related to their sexual identity, other struggles e.
Studies indicate that LGBT individuals struggle with higher incidences of depression and suicidal ideation, which have been linked to personal experiences involving harassment, discrimination, lack of social supports, limited resources, and interpersonal conflict [viii]. Several have expressed feeling isolated since a visible presence of a gay culture on campus is lacking, particularly in regards to other LGBT students, university organizations, and resources.
Increased knowledge surrounding LGBT issues has also been found to elevate social acceptance and tolerance in the general population [ix]. A LGBT resource center provides students not only with materials to assist them in their personal growth but also with credible resources to share with their families and others in the University community.
Faculty, Staff and Student Recruitment and Retention. An ongoing priority for the Johns Hopkins University and Medical Institutions is recruitment and retention of diverse faculty, students and staff.
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LGBT faculty face distinct challenges finding employers that will provide fair access to spousal health care, family benefits and welcoming work environments. LGBT faculty, particularly those with family members, are likely to weigh the current legal situation in the state as well as the supports available for them and their families to meet their physical and social needs.
These include access to physicians who are willing to advertise their knowledge of LGBT health concerns, information about LGBT friendly schools, community groups and support services, and access to social networks that are part-and-parcel of a supportive work environment. A LGBT resource center as envisioned in this proposal could meet these needs as well as playing an active role in recruiting and welcoming high-achieving LGBT scholars.
Many of the same issues and considerations are faced by LGBT staff. Perspective employees must balance their own workplace safety with the rewards and benefits of working at a world class institution. A LGBT Resource Center that provides a visible sense of welcome and connection offers a unique and valuable recruiting tool for department chairs and administrators. As a work force, members of the LGBT population exhibit highly desirable traits.
The caveat to this research is that only LGBT employees who feel safe in their work environments are able to perform and accomplish at greater levels. The same Center for Work-Life study found that out LGBT employees produced more work than employees who felt compelled to remain closeted.
The message is clear: out employees are able to create and produce in a safe and welcoming environment while those working in a less hospitable environment tend to produce less or leave their employment. As indicated earlier in this report, Johns Hopkins peer institutions offer visible resources for LGBT students as a part of their recruiting and retention efforts. A LGBT Resource Center would elevate our offerings to the level of competing academic institutions and increase Johns Hopkins ability to attract the best and brightest students.
The recent creation of the OUTList and earlier cited programming are excellent examples of increased education efforts. This mirrors what is taking place nationally. For example, the American Medical Student Association recommends that accurate comprehensive information on the LGBT community be included in the medical student curriculum [xi]. However, efforts are not easily maintained since students are here for a finite period of time for their training, and faculty and staff have a limited amount of volunteer time to offer to this endeavor: there are no faculty or staff hired specifically to address LGBT issues at the SOM.
Additionally, students and the administration have made a concerted effort to ensure applicants to the school of medicine are aware of the LGBT community at Hopkins and in Baltimore. Unfortunately, these efforts wax and wane with student involvement, and, as a consequence, though Hopkins is a welcoming environment, prospective students are unaware of the LGBT community at Hopkins [xii].https://dhiyo.ai/images/ruby-matchmaking-server-picker.php
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The board would advise the Director on policy issues and set priorities. It is expected that the board would participate in the selection process for the Center Director. The new Director will guide the development of the LGBT Resource Center from its inception as an on-line entity to the creation of a physical space. In order to accomplish this goal the director will have to actively interface with all stakeholders in order to bridge the gaps between faculty, staff, students, administration and the larger community. The Director will integrate the efforts of our geographically disparate groups and maximize resources towards best practices, celebration and increased safety of the whole of LGBT community at Johns Hopkins.
Additional qualifications should include a demonstrated progressive administrative experience in programming and advocacy for the LGBT population; commitment to and understanding of issues related to lesbian, gay, bisexual, transgender, questioning and allied students, faculty and staff; and demonstrated experience with collaboration, community organizing and supervision of volunteers and undergraduate and graduate students.
The director should have knowledge of current literature and research in LGBT studies. Provide leadership in developing programs and services that promote the academic, personal and professional achievement of the LGBT faculty, staff and students. Develop broad awareness and support for issues of particular concern for LGBT stakeholders within the university through participation in campus planning and committees as well as serve as a principal advisor to the larger community on LGBT issues. Management of the newly developed OUTList including management of new members and website content.
Additional responsibilities include but are not limited to performing annual reviews of programming and services offered, seek grant funding and collaboration with various university departments as well as corporate and community leaders to implement programs and events.
It is the expectation of this committee that the Director will be a major change agent for Johns Hopkins as an institution. Programming is a concrete way in which the institution can move from being siloed to unified in its goal of improving the campus climate for the LGBT community. To that end, the Director should be able create and implement highly visible high yield programming that bridges the gaps between faculty, staff, students and administration. We envision that the Director would work closely with other departments such as the Center for Social Concerns, The Counseling Center, the Office of Institutional Equity and Admissions to promote, integrate and celebrate the experiences of the LGBT community within campus life.
More concretely the LGBT Resource Center would provide education programs such as Ally and Safe Zone Training that actively create a safer campus climate for faculty, staff and students. It would serve as a physical safe space for LGBT stakeholders and allies to meet, plan and develop community. During the first year of the LGBT Resource Center, the Director will maintain the web presence that will serve as an umbrella to support the continued collaboration of stakeholders.
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A virtual Resource Center, or web presence, would allow for community stakeholders to connect with others by enhancing their ability to work together. Additionally, a web presence will immediately transmit to all current and perspective faculty, staff and students that Johns Hopkins is a welcoming institution that values diversity and inclusion.
The Virtual Center is the best and most direct way to increase visibility and connection. We believe that maintenance of the recently developed OUTList website should be a part of this new virtual center. We believe the permanent Center should be located at the Homewood Campus. According to two climate surveys, focus groups and stakeholder accounts, the current climate of Johns Hopkins does not fully meet the needs of its LGBT members. The best way to accomplish this goal is to fully fund and support a center that begins virtually and develops into a physical space over time.
A full time staff member with extensive skills and knowledge of LGBT issues, history and best practices is necessary to launch and centralize resources across the institution. The authors thank President Daniels for his consideration of this proposal and look forward to continuing to build on these efforts. Much of the research and writing of this document was no less than a labor of love.
Stakeholders from across the Institution worked together to create a vision of what is possible for Johns Hopkins. Each meeting brought exchange of ideas and concepts as experiences and knowledge was shared for the better of all. The Resource Center both in its virtual and physical iterations will further advance exchange of ideas, programming and education while creating a climate that is inclusive and welcoming for all.
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Thanks go to Risha Zuckerman for her administrative support and encouragement. Psychology 8 th ed. New York: Worth Publishers. Psychological perspectives on lesbian, gay and bisexual experiences 2 nd ed. New York: Columbia University Press. Psychiatric symptoms and same-sex sexual attraction and behavior in light of childhood gender atypical behavior and parental relationships.
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