Comparative Religion Essay Example | Topics and Well Written Essays - 1750 words

Comparative Religion - Essay ExampleThree negative aspects and at least one verifying aspect of each religion departing be named and explained. Secondly, Christianity which seems the closest to the truth for me will be evaluated and five positive aspects and one negative aspect will be stated. In addition, it will be outlined how I am going to deal with the aspect I did non like. Finally, a conclusion will be provided in which I will explain how this class helped me in the search for the truth. Hinduism is the important religion in India and other countries on southernmost Asian Subcontinent, especially India and Nepal. It has no single founder or creator, several holy writings and more than one god. Therefore, many tidy sum often come to to Hinduism as a expression of life, instead of calling it a religion. Furthermore, Hindus have a common system of values, such as duty, virtue, and morality, known as Dharma. Hinduism is a very old religion and for many people it is the rel igion closest to the truth. The most appealing aspect for me is that Hinduism is a rather animal hail-fellow-well-met religion, for instance, many Hindus are vegetarian. Treating animals well is important to me and therefore, I accept this to be a positive aspect. However, there are three aspects that I do not like. First, Hinduism includes the concept of Varna (class), which divides society into four groups teachers and priests, warriors and nobles, farmers, merchants, and businessman, and servants and workers. The division of classes served as a model for the social order. I believe it is a negative aspect, because people are born(p) into a certain class and have almost not change of escaping it. It can be argued that Varna was partly responsible for the caste system in India. Secondly, Hindus believe that life is a continuous series of birth, death and rebirth, which is regulated by Karma. Although that might be an attractive aspect for some people, it is not for me, because i t sounds restless and wearing. Thirdly, cremation is mandatory for most Hindus, when they pass away. Although that might be a minor aspect for many, this is a major negative aspect for me, because I would prefer to be buried. When people are buried in a graveyard, it gives friends and family a place to go to and I believe that is important. III. Buddhism Buddhism is a very old religion or way of life, which can also predominantly be found on the Indian subcontinent. It is a very spiritual religion, which focuses on spiritual development and insight into the disposition of life. Furthermore, Buddhists do not worship one God or many Gods instead they follow the teachings of Buddha. Buddhism is a very peaceful religion, since non- force out is the centre of Buddhist thought process and acting. The peaceful character is a major positive characteristic for me. Religion has been misused for many wars and acts of violence, but it is difficult to justify any wars or acts of violence with such a peaceful religion as Buddhism. Nevertheless, Buddhism is not the closest religion to the truth for me, due to these aspects. First, Buddhists do not believe in the man of a God. Although this might not be a negative aspect for many, it is a difficult aspect for me, because I like to believe in the initiation of a higher power, so the absence of such a higher power is a negative aspect for me. Secondly, meditation as a main feature of Buddhism is a further negative aspect for me. A lot of people praise the benefits of meditation, which is perfectly all right however, meditation is not for me. I tried to meditate on several occasions, but it does not work for me. Thirdly, a negative aspect of Buddhism for me is that life or existence is described as being a tragedy, filled with suffering

Kernbergs Theory of Object Relations Essay Example | Topics and Well Written Essays - 2500 words

Kernbergs Theory of Object dealings - Essay ExampleHis theory delves on the tenet that humans have an in born(p) drive to forge and maintain kinships. He asserts that this is the basic human need which shapes a framework in which libidinal and assertive drives draw meaning. Based from his development model which contains three stages, he built around it the principles of internalization process, ego integration, drive development and borderline disorder development.Otto F. Kernberg was born in Vienna, Austria in 1928. In order to escape the Nazi, his family left Germany in 1939 and immigrated to Chile. There he studied biology, medicine, psychiatry and psychoanalysis. Through a Rockefeller Foundation fellowship, he was able to study research in psychotherapy at the Johns Hopkins hospital in the United States. After emigration to the U.S., he joined C.F. Menninger Memorial Hospital and became its director. He served as Supervising and Training Analyst at Topeca plant for Psychoa nalysis. In New York, he became director of the New York State Psychiatry Institute General Clinical Service. He was also a professor at the Columbia University and Cornell University. ... Strecker Award from IPH in 1975 and George E. Daniels Merit Award of the APM in 1981 (Cohen, 2000).Object Relations TheoryOne of Kernbergs more famous contributions is his Object Relations Theory. Object Relations Theory is a contemporary version of psychoanalytic theory which attributed little importance on the urges of aggression and sexuality as driving forces and more weight on human interactions as the major motivational force in life. Object relations theory proponents claim that humans are relationship-searching instead of pleasure-searching creatures as suggested by Sigmund Freud. The impact of this theory is the shift of focus from sexuality to relationship in connection to psychotherapy (Kernberg, 1984a).It started and gained its foundation with his construction of a Developmental Model . This model is based on the following developmental tasks needed to be spotless to become healthy. These are divided into three major categories (Cohen, 2000). The first are the early months of an infant where it struggles to sort out his bugger offs and categorizing them as either pleasurable or not without making a distinction of self and other (Consolini, 1999). Next is the first fundamental task of psychic elucidation of self and other which involves distinguishing ones experience and others experiences as apart and different. Psychotic states are hypothesized to originate from this failure to delineate internal and external worlds (Kernberg, 1985). This is followed by the second developmental task of overcoming splitting where love images equated as good and hateful images equated as bad are separated. Failure to accomplish this task invariably results to borderline problems (Kernberg, 1984a). The developmental

Retail grocery industry in Australia Essay Example | Topics and Well Written Essays - 1000 words

Retail grocery industry in Australia - Essay ExampleThere are a few publicly listed super securities industry based chains, global operators and middleman managed chains that operate in the industry and offer grocery foods in varied retail formats. These assorted retailers contend with more than 30,000 specialty food oblation businesses including shopfronts and multiple franchise based operators (Australian Government Department of Agriculture, 2013). The prime objective of this study is to analyse the retail grocery industry in Australia in keeping with micro and macro-economic factors. foodstuff StructureProduction Sector Nature of Production Nature of production in any industry bears a major adjoin on the overall cost of the produced offerings owing to the fact that it entails crucial constituents such as value addition components, stock control and production operations. In wrong of represents of production, it is determined that a number of goods pass through diverse stage s of production. Mainly, there are three production stages categorised under primary, secondary and tertiary. Primary This stage entails the extraction of different raw materials from the soil. In relation to grocery retail industry, the primary offerings accept food as well as non-food items that are inclined(p) from the scratch with the aid of procuring different raw materials (Bized, 2012). Secondary This stage entails converting raw materials into other related offerings. With regard to grocery retail industry in Australia, the organisations focussing on providing high quality processed products through the use of required materials (Bized, 2012). Tertiary This particular stage involves services provided to the business and consumers. This phase is mainly identify as a part of service industry. The Australian grocery retail industry emphasizes efficient handling of variable costs arising from providing quality services by generating greater footfall in the stores by enhanced consumer footfall. It also focuses on ensuring economies of scale along with rendering in-store services (Bized, 2012 Australian Government Department of Agriculture, 2013). Factors Differentiating the Market Australian grocery retail market can be differentiated through three major factors that include price differentiation, product differentiation and market segmentation. The marketers operating in the grocery retail market in Australia aim to differentiate their offering by suckering high quality assorted products for their identified target markets. Price Differentiation Price discrimination or differentiation is referred as the quality of an exporter to fix the price in terms of market scenario. This behaviour notifies the exporter to throw the rate by changing the price of its products. In certain terms, it can be said that price discrimination is the theory of changing prices for different consumers. In Australian grocery retail market perspective, price discrimination play s a vital role. Price differentiation is essentially divided into three parts that include first-degree price discrimination, second-degree price discrimination and third-degree price discrimination. In Australian grocery retail market, the price discrimination is very much important for the strategies adopted by the suppliers

Toxicant Scavenger Hunt Statistics Project Example | Topics and Well Written Essays - 250 words

Toxi undersidet Scavenger Hunt - Statistics Project ExampleThe body breaks vanquish the Acetone quickly, separating into glucose and fats, the latter saved for normal body functions. The roostder is reduced to CO2 and expelled in our breath (National Library of Medicine, 2013)Like heavy metals its tendency to remain in the body and build up to toxic levels over time. Plants do not appear in the research to have any extreme chemical reaction to the mercury. (National Library of Medicine, 2013)In macrocosm the toxin builds up in the lungs causing shortness of breath, among other breathing problems. Most plants have little reaction. They metabolize it quickly and passing play it into the air. (National Library of Medicine, 2013)Most people handled general average scenes to carbon monoxide. However, in large doses it is quite dangerous and is designated a contributory carcinogen In plants carbon monoxide is faraway less dangerous than it is for humans. Plants quickly convert carbon monoxide into CO2 and use it for photosynthesis processes. (National Library of Medicine, 2013)Despite its ability to kill insects, this pesticide is not as harmful to humans as other chemicals in the environment. It, also, has been designed for indoor and outdoor use, so it is safer under normal exposures for pets, plants, and human beings. (National Library of Medicine, 2013)In humans it can causes several(prenominal) unpleasant symptoms. It is also a human carcinogen. (National Library of Medicine, 2013) In plants exposure to cadmium can cause limited development, stunted growth, and disruption to, both, photosynthesis and nutrient absorption. (Benavides, Gallego & Tomaro, 2005)The highest levels of exposure can lead to mercury poisoning. Which will include symptoms like nausea, vomiting, diarrhea, weight loss, and can contribute to kidney damage, brain damage, and death, (ATSDR, 2013)If exposed to high and extremely concentrated doses it can be unhealthy. Modern research has qu estioned whether or not it could still be a human carcinogen. It can cause

Enterprise Development Essay Example | Topics and Well Written Essays - 750 words

Enterprise Development - Essay ExampleNo it is not It is also not possible for a gambler to gain consistently over a large period of time. Even the best of gamblers lose money consistently which proves that the role of chance is quite satisfying in gambling. This is not the case in entrepreneurship because there be numerous a(prenominal) examples where entrepreneurs have earn large returns over a long period of time. Entrepreneurs and gamblers are different in the way that gamblers leave many things to chance whereas entrepreneurs do not (Wee, Lim, & Lee, 1994).There is no doubt that the role of chance in the success of an entrepreneur is also not negligible but this is nowhere similar to chance taken by gamblers. Entrepreneurs wish Bill Gates, Mark Zuckeberg etc all started their business as entrepreneurs but today they are known to the whole world. This cannot be said for any known gambler of the world.Entrepreneurship is not gambling because there are many controllable facto rs in entrepreneurship. Entrepreneurs have a lot of control in how they manage their business and risk which is why entrepreneurship is not equal to gambling. Entrepreneurship is much to a greater extent than gambling as it involves studying markets and taking calculated risks in hope of yielding high returns. One can easily gauge customer motivation and using sampling and other procedures to do a trail run in order to test a particular product or service. Measures like these can be taken to cut down the risk and decrease uncertainty of any business. This is why gambling cannot be equated to entrepreneurship.There are many factors that play a role in the success of entrepreneurs like innovation, strong will, and foresight. All these factors decide whether an entrepreneur will be successful in the perennial run or not. This shows that the success and failure of entrepreneurial ventures is not dependent on chance but on factors like innovation. Will innovation, strong will, and far sightedness makes a gambler

Schools as Organisations Essay Example for Free

Schools as Organisations EssayOutcome 1 1. 3) Explain the set up 16 options for young people and adults. The opportunities for pupils aged 16 and over lead traditionally been either to leave school and start employment, or to stay and continue with their education. Although many pupils do still choose one of these options, it is likely in that respect will be more opportunities available as there has been an increased government focus on and funding of education for 14 to 19 yr olds, and in particular a focus on reducing the number of young people not in education, and employment or training post 16. Under the old labour government it was that by the end of the September of the year that each young person leaves compulsory education, they will hold back a place in further learning available. The September guarantee was implemented nationally in 2007 and was later extended so that 17 year olds who have completed a short course or have chosen to leave the activity they selecte d on completing school will have the chance to extend their learning.The September guarantee Under the last labour government, the guarantee was the following Full or part-time education in school, Sixth shape College, independent learning provider or Further Education College. An apprenticeship or programme-led apprenticeship, which must include both the training element and a job or work placement. Entry to employment.Employment with training to NVQ level 2 The reason behind these requirements is that by 2013, all pupils will be required to continue in education or training to at least 17 years of age. This does not mean that they will be required to remain in school, moreover they should be following one of the pathways above. It is possible that under the new government these may change.

Human Resources Constructive-Dismissal Report Essay Example for Free

Human Resources Constructive-Dismissal Report EssayMessageIt has come to my unfortunate attention that a former employee has made a discrimation-focused legal claim against our company. My design is to define formative dismissal explain the legal mandates to which it may be attri hardlyed discuss the meritsor lackof it and offer future mitigative actions to avoid such(prenominal) claims.Constructive DismissalDefinedBefore delving into a serious discussion of the former employees claim, it is important to understand the legal construct upon which it has been founded this construct is referred to as constructive dismissal. Constructive dismiissal refers to an employee compulsion to terminate any functioning relationships with an employer. The impetus for the termination is an employers provideful intent to create a hostile or unbearable work lay outing condition. Legally speaking, constructive dismissal is, then, tantamount to involuntarily separating the employee from the company (United States De breachment of Labor, 2012). at that place be three criterions that must be considered when adjudicating whether a situation falls within constructive-dismissal grounds. They are1. Intolerable Conditions2. Objective Standard3. Employer Knowledge and IntentThe adjective in the first standard is important, because it makes the distinction surrounded by undue working conditions that are unbearable for a reasonable person and a process change that may be inconvenient for theemployee but is non intolerable. Trival matters such as changing a computer from a PC to a Mac, are exmempt from this standard, since these frustrations are a normative in all areas of use of goods and services.The succor standard establishes a consensus on what is considered intolerable. It is defined as a work environment in which a reasonable person would feel compelled to quit.The third standard is in any case important, because it clearly indicates that the employer must know that changes that it is implementing create an intolerable environment, and it does so with the intent of compelling an employee to quit as opposed to implementing changes that are motivated by a substantiated business need (Turner v. Anheuser-Busch, Inc., 1994).Please note that constructive dismissal does not necessarily imply divergence (though it is almost always discrimination based), since it sack up apply to both those in a defend class or outside it.The ex-employee charges that the inscription change for the production incision was an unreasonable action on the companys part and resulted in her being forced to work on a holy day of her religious persuasion. Resultantly, she charges that she felt compelled to quit, which is why she has filed a constructive-discharge claim against the company.Constructive-Dismissal and Attendant Legal MandatesMore than just creating such a toxic environment, when the working condition creates an undue effect based on the employees race, ethni city, gender, national origin, or religion. the Title VII of the obliging Rights Act applies and sets forth(1) to fail or refuse to hire or to discharge any individual, or some otherwise to discriminate against any individual with notice to his compensation, terms, conditions, or privileges of employment, because of such indvidualsrace, color, religion, sex, or national origin or(2) to limit, segregate, or classify his employees or appli green goddessts for employment in any way which woulld deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his stipulation as an employee, because of such individuals race, color, religion, sex, or national origin (Equal Employment Opportunity Commission, 2012).An amalgamation of undue effect and discrimination of a protected class engenders different mend (Equal Employment Opportunity Commission, 2012) Employment separation due to disparate impingement explicitly applies to the following secti ons of Title VII of the Civil Rights Act of 1964. The onus of proof is placed on the claimant. This person must do the following(i) a complaining company demonstrates that a respondent uses a particular employment drill that causes a disparate impact on the basis of race, color, religion, sex, or national origin and the respondent fails to demonstrate that the challenged practice is suppose related for the position in question and consistent with business necessity or(ii) the complaining party makes the demonstration described in subparagraph (C) with respect to an selection employment practice and the respondent refuses to adopt such alternative employment practice.(B) (i) With respect to demonstrating that a particular employment practice causes a disparate impact as described in subparagraph (A)(i), the complaining party shall demonstrate that each particular challenged employment practice causes a disparate impact, except that if the complaining party cigaret demonstrate to the court that the elements of a respondents decisionmaking process are not capable of separation for analysis, the decisionmaking process may be canvas as one employment practice.(ii) If the respondent demonstrates that a specific employment practice does not cause the disparate impact, the respondent shall not be call for to demonstrate that such practice is required by business necessity.(C) The demonstration referred to by subparagraph (A)(ii) shall be in accordance with the law as it existed on June 4, 1989, with respect to the concept of alternative employment practice.(2) A demonstration that an employment practice is required by business necessity may not be used as a defense against a claim of intentional discrimination under this subchapter.(3) Notwithstanding any other provision of this subchapter, a rein in barring the employment of an individual who currently and knowingly uses or possesses a controlled substance, as defined in schedules I and II of section 102(6) of the Controlled Substances Act (21 U.S.C. 802(6)), other than the use or possession of a drug taken under the supervision of a licensed health care professional, or any other use or possession authorized by the Controlled Substances Act 21 U.S.C. 801 et seq. or any other provision of Federal law, shall be considered an unlawful employment practice under this subchapter only if such rule is adopted or applied with an intent to discriminate because of race, color, religion, sex, or national origin (Equal Employment Opportunity Commission, 2012).Although constructive dismissal is not directly referred to in the Civil Rights Act, it is clearly implied, since such a dismissal normally is directed at protected classes of individuals. When combined with disparate impact, constructive dismissal will fall under the purview of the Civil Right Act, and both are legally actional behaviors that the federal government will occupy through legal action and fines.It should be noted that the level o f requisite integrity of constructive-dismissal claims can vary from state to state. For example, Washington extends a protected-class status to gays, lesbians, bisexual, transgender, or intersexed people, whereas Arizona extends no special class status to them. A constructive-dismissal claim due to sexual orientation in Washington would be considered in Arizona, such a claim would not be considered. Furthermore, such a claim would face significant challenges ifappealed to federal levels, since federal laws offer no protection against discrimination based on sexual orientation (Human Rights Campaign, 2012).In addition to constructive dismissal, the ex-employee charges that the schedule change infringed on her right to practice her religion, since she believed that she was required to work on a holy day. The Title VII Act explicitly prohibits discrimation based on religious affiliation.Constructive-Dismissal MeritsThe ex-employees claim does not satisfy constructive-dismissal, dispar ate-impact, and discrimination prohibitions. The facts of this possibility clearly indicate this.Let us apply this individuals claim to the standards required for each prohibition. First, for constructive dismissal, our company must create a hostile environment for the sole purpose of compelling the employee to quit.The ex-employee believes that the schedule adjustment, which required 12-hour days for four days a week and with three days off, created a hostile environment. This particular aspect of this individuals claim fails this test for a few reasons 1) Business growth motivated the schedule adjustment, not venom 2.) the schedule adjustment applied to the most affected department, which is production, since it is tasked with keeping up with the increased demand for our products and 3.) we provided employees of that department schedule options we did not constrain them to work on specific days that happened to be days of observance for their religion. Considering the schedule f lexibility offered, if the ex-employee worked on a holy day, it was out of choice, not compulsion on the part of our company.Another implication in the above argument is that a different department did not have its schedule modify. As indicated above, we adjusted the schedule for the department that is directly affected by the business growththe production department. There is no impetus for us to adjust schedules for the human-resources department, for example.Second, for objective standards, courts have repeatedly govern that constructive dismissal is applicable if we create an environment that is so heinous, a reasonable person would quit. I have just indicated that our schedule adjustment was motivated by business need, not malice toward a particular individual or religion. All of the other employees took advantage of the schedule opportunity offered and chose days to work that were appropriate for their needs. There have been no other complaints of being forced to work or bein g unable to work on a non-holy day. found on the scenario, it would not be reasonable to quit ones job.Third, for employer knowledge and intent, it is true that we knew that the increase in business might have caused an impact on certain employees lives. We proactively remedied this situation by offering such a flexible schedule, with employees making their own choice of what days they would and would not work. Employees have more or less half their workweek off. There is no reason for an individual to work on a holy day. Also, our only intent was to meet our customers needs, so we adjusted our business processes to effectively do so.The underlying concern is that our actions were motivated by this individuals religion. There is no tenable bear witness to support such a concern. We hire a range of people with different religious beliefs. Some are unwilling to work on Sundays. Others are unwilling to work on Saturdays. Some require prayer at various points during the day. Where re asonable, we have always provided accommodations for such observances, and we did so with our schedule adjustment. There was no targeting of any religion. There is no veracity to the ex-employees claims.The company must respond to these charges. It can do so in one of three ways1. The company can ignore the facts of this scenario and accept that the ex-employees claims have merit and can then move to placate the ex-employee in a few ways a. Rehiring the ex-employee and paying her retroactive pay for the time she did not work, b. Not rehiring the ex-employee butoffering a settlement to avoid a protracted legal scenario, or c. Rehiring the ex-employee and accommodating her schedule requests (Palopoli, 2011).2. The company can enter into arbitration with the ex-employee to discuss the facts of the scenario, with the intention of arriving at an equitable solution that will placate the concerns of the ex-employee and the company (EEOC, 2012).3. The company can contradict the charges in a court of law, especially after the findings of an investigative company effort denote no actual discrimination or the appearance of it (Cruz, Padilla, Narvae jurisprudence Firm, 2011).There are caveats to each of these responses, however. For Response 1, this action is a clear company admission of its culpability in discrimination within its organization. It is an unbalanced response, since it placates the ex-employee but tarnishes the name of the company. Furthermore, acquiescing to the ex-employees claims by adjusting the schedule may very well set an inappropriate expectation for other employees. An influx of schedule requests based on employees who invoke their religious preferences would thwart the purpose of the schedule request, which is to meet customer demand.For Response 2, the results of an arbitration hearing are legally binding and normally are a mitigative step against taking up the matter in a court of law. There is a likelihood, no matter how remote, that arbitr ation will result in our companys acquiescing to the ex-employees claims. This eventuality can result in financal loss due to paying exorbitant sums to the ex-employee for what would amount to silencing her reprehension of our company. Or if the results of the arbitration fall in line with the companys wishes, the negative image that the ex-employee may generate would harm recruiting efforts of candidates or customers who increasingly place value on companies that demonstrate social responsbility toward people and its surroundings.For Response 3, the judgment in a legal case can be binding. There may be a remote possibility that our company may not vindicate itself fully in court. Because of the facts of the case, it would be reasonable to expect that our company would appeal. However, the cost to contend with the ex-employee in court may be prohibitively high. And even if our company emerges victoriously, the result would not constrain the ex-empoyee from tarnishing our companys name in the marketplace.Based on the eventualities listed above, the viable course of action is Response 3. The actions of our company are sufficiently supported to provide a solid response in a legal setting. The likelihood of not prevailing in court is minimal. And although the opportunity cost to following this route is devoting funds unnecessarily to a raging claim, vindication in court may very indicate to others who choose to bring dubious claims that our company will respond indignantly to these affronts to our companys reputation.Responding to the baseless claim by pursuing the matter in court is a tenable position, since our anti-discrimination policy is clear. (In allusion to a subsequent section, the clarity of the policy does not imply that it has been adequately explained to prosepctive and current employees a training program offered to our recruiting staff will resolve that matter.) Our greatest defense is in presenting this policy as raise to the court. The policy clearly indicates that the company respects religion as a protected class and makes every effort to accommodate religious rites as foresightful as they do not present an undue contravention of company operation (HR Info Center, 2009).A court-centered legal response to this claim is preferable also because of the investigative process that is extant within our anti-discrimination policy. The ex-employee did not provide our company an opportunity to investigate the claim before she resigned her position. The only indication that a trouble existed was when the EEOC delivered the complaint to our company. Our investigative processes clearly demonstrate the thoroughnessand seriousness that our policy devotes to discrimination complaints. Multiple layers of leadership are involved in the process, and many employees are interviewed to cook if they shared the same sentiments.The investigative process is also confidential, and the results are shared with no entity without a need-to-know b asis. Furthermore, the investigative process has corrective action built in if there is a determination of discrimination against the employee making the complaint. It also has a built-in anti-retaliation policy, regardless the result of the complaint. Our company can provide documented evidence of our response to past complaints as well as the companys disposition toward employees after the resolution of these complaints. Demonstrating the companys follow-through efforts that the ex-employee did not facilitate herself of will provide substantial support of our contention that we are committed to operating in a discrimination-free environment (Kleiner Perkins Files Legal Response To Gender diversity Suit, Denies Each And Every Material Allegation, 2012).Another reason why pursuing this matter in a court of law is appropriate is that our company can demonstrate our commitment to investing in the conjunction in which we operate, a diverse community. Our company currently provides s everal millions of dollars in tax tax income to the community, revenue from which all members of the community good. But more than tax revenue, our company provides financial support to various groups in the community religious-based groups, gay-and-lesbian groups, black-focused groups, and women-centered groups. Our commitment to financially supporting the community is a potent response by itself to the baseless claima against us. Logically speaking, it would be nonsensical for our company to expend money for these community-focused endeavors while practicing discrimination against the very members of the groups that benefit from our financial support (Response to discrimination claims, 2007).