Levels of socioeconomic disadvantage Sample Clauses

Levels of socioeconomic disadvantage. Regardless of their location, cultural context and historical experience, Indigenous groups across Australia all share a high level of social and economic disadvantage compared to non-Indigenous Australians. These levels of disadvantage are well documented, most recently in the Overcoming Indigenous Disadvantage key indicator report prepared every two years by the Productivity Commission (Productivity Commission 2009). The following is a summary of key statistics highlighting some of the major gaps between the life circumstances of Indigenous and non-Indigenous people in Australia:  Life expectancy is approximately 12 years lower for Indigenous people: o 67 years for Indigenous men vs 79 years for non-Indigenous men o 73 years for Indigenous women vs 83 years for non-Indigenous women  Indigenous infant mortality is triple that of non-Indigenous babies  There are significantly higher rates of chronic and communicable diseases, disabilities and mental health problems amongst Indigenous people  Indigenous students are half as likely to stay at school until the end of Year 12 as non- Indigenous students  The average Indigenous household income is only 62% of the national average (this means Indigenous households get an average of $364/week compared to $585/week for non- Indigenous households)  Over 50% of Indigenous people get most of their income from government welfare  The Indigenous unemployment rate is about three times higher than that of non-Indigenous people. Many Indigenous people rely on government-funded work programs, such as the Community Employment Development Projects (CDEP)  Indigenous people are much more likely to be renting a house (63.5% for Indigenous people vs. 26.6% for all Australians)  Approximately 12.6% of Indigenous people own their own home in comparison to 40.5% for all Australians  Houses are often overcrowded with up to 17 people sharing a 3 bedroom house in many Indigenous communities  Indigenous people are much more likely to be victims of violence. For example, although Indigenous people make up only 2.3% of the population, they account for approximately 15% of murder victims  There are considerably higher levels of substance abuse, family violence and suicide occurring in Indigenous communities  Levels of child neglect or abuse is increasing, with Indigenous children more than six times as likely as non-Indigenous children to be abused or neglected in 2007-08. Source: ABS 1301.0 - Yearbook Chapter, 2009–10; OID ...
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Related to Levels of socioeconomic disadvantage

  • STATEWIDE ACHIEVEMENT TESTING When CONTRACTOR is an NPS, per implementation of Senate Bill 484, CONTRACTOR shall administer all Statewide assessments within the California Assessment of Student Performance and Progress (“CAASP”), Desired Results Developmental Profile (“DRDP”), California Alternative Assessment (“CAA”), achievement and abilities tests (using LEA-authorized assessment instruments), the Fitness Gram with the exception of the English Language Proficiency Assessments for California (“ELPAC”) to be completed by the LEA, and as appropriate to the student, and mandated by XXX xxxxxxxx to LEA and state and federal guidelines. CONTRACTOR is subject to the alternative accountability system developed pursuant to Education Code section 52052, in the same manner as public schools. Each LEA student placed with CONTRACTOR by the LEA shall be tested by qualified staff of CONTRACTOR in accordance with that accountability program. XXX shall provide test administration training to CONTRACTOR’S qualified staff. CONTRACTOR shall attend LEA test training and comply with completion of all coding requirements as required by XXX.

  • Professional Development; Adverse Consequences of School Exclusion; Student Behavior The Board President or Superintendent, or their designees, will make reasonable efforts to provide ongoing professional development to Board members about the adverse consequences of school exclusion and justice-system involvement, effective classroom management strategies, culturally responsive discipline, appropriate and available supportive services for the promotion of student attendance and engagement, and developmentally appropriate disciplinary methods that promote positive and healthy school climates, i.e., Senate Bill 100 training topics. Board Self-Evaluation The Board will conduct periodic self-evaluations with the goal of continuous improvement. New Board Member Orientation The orientation process for newly elected or appointed Board members includes:

  • Technical and Organizational Measures The following sections define SAP’s current technical and organizational measures. SAP may change these at any time without notice so long as it maintains a comparable or better level of security. Individual measures may be replaced by new measures that serve the same purpose without diminishing the security level protecting Personal Data.

  • Staffing Levels To the extent legislative appropriations and PIN authorizations allow, safe staffing levels will be maintained in all institutions where employees have patient, client, inmate or student care responsibilities. In July of each year, the Secretary or Deputy Secretary of each agency will, upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In August of each year, the Secretary or Deputy Secretary of Budget and Management will, upon request, meet with the Union to hear the employees’ views regarding the Governor’s budget request.

  • Corrective Measures If the Participating Generator fails to meet or maintain the requirements set forth in this Agreement and/or the CAISO Tariff, the CAISO shall be permitted to take any of the measures, contained or referenced in the CAISO Tariff, which the CAISO deems to be necessary to correct the situation.

  • Continuing Professional Development The Official Agency shall provide appropriate training for staff performing official controls, enabling them to undertake their duties competently and to carry out official controls in a consistent manner, as per legislative requirements. The Official Agency shall identify training needs for staff performing official controls and ensure that staff carrying out official controls are kept up to date in their area of competence and develop specialised expertise, in partnership with the Authority and other Local Authorities. While the provision of training is the primary responsibility of the Official Agency, the Authority may provide training interventions where the Official Agency has highlighted areas where training is required. The Authority will endeavour to facilitate networking and collaboration with other Official Agencies to assist in improving knowledge in such areas. The Authority will provide e-learning resources and training for official control staff so as to promote a consistent understanding and application of new legislation, guidance or procedures, as appropriate. The Official Agency shall support participants in using e-learning resources, disseminating knowledge or skills acquired and encourage the application of learning gained through the Authority’s training in official control activities. The Official Agency shall ensure that contractors used in the performance of the Service Contract provide evidence of Continuous Professional Development and Compliance with this section. Where staff from the Official Agency need to travel outside the Official Agency functional area to attend training courses/meetings, this shall be facilitated by the Official Agency. The Official Agency in partnership with the Authority shall develop and implement training programmes for all staff engaged in the performance of the Service Contract. Where staff have participated in Better Training for Safer Food (BTSF) the training content shall be disseminated to relevant staff/contractors in the Official Agency and other local authorities in partnership with the Authority.

  • CORRECTIVE MEASURE The contractor shall repair any deficiencies in excess of the performance guideline.

  • CONSULTATION REGARDING MAJOR WORKPLACE CHANGE 8.1 Consultation Prior to a Definite Decision Being Made

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  • Staffing Levels to deal with Potential Violence The Employer agrees that, where there is a risk of violence, an adequate level of trained employees should be present. The Employer recognizes that workloads can lead to fatigue and a diminished ability both to identify and to subsequently deal with potentially violent situations.

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