Race and Ethnicity Sample Clauses

Race and Ethnicity. Definitions of Race:
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Race and Ethnicity. The current year racial makeup of your selected area is as follows: 6.48% White, 89.40% Black, 0.09% Native American and 1.17% Asian/Pacific Islander. Compare these to US averages which are: 70.20% White, 12.89% Black, 0.19% Native American and 5.59% Asian/Pacific Islander. People of Hispanic origin are counted independently of race. People of Hispanic origin make up 3.63% of the current year population in your selected area. Compare this to the US average of 18.01%.
Sample 1Sample 2See All (5)
Race and Ethnicity. In Chart c., indicate the Race and Ethnicity of all beneficiaries receiving HOPWA Housing Subsidy Assistance as reported in Section 2, Chart a., Row 4. Report the race of all HOPWA eligible individuals in Column [A]. Report the ethnicity of all HOPWA eligible individuals in column [B]. Report the race of all other individuals who benefitted from the HOPWA housing subsidy assistance in column [C]. Report the ethnicity of all other individuals who benefitted from the HOPWA housing subsidy assistance in column [D]. The summed total of columns [A] and [C] equals the total number of beneficiaries reported above in Section 2, Chart a., Row 4. Category HOPWA Eligible Individuals All Other Beneficiaries [A] Race [all individuals reported in Section 2, Chart a., Row 1] [B] Ethnicity [Also identified as Hispanic or Latino] [C] Race [total of individuals reported in Section 2, Chart a., Rows 2 & 3] [D] Ethnicity [Also identified as Hispanic or Latino] 1. American Indian/Alaskan Native 2. Asian
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Race and Ethnicity. Many racial and ethnic groups often experience disparities in health and healthcare. They may also face unique challenges in accessing healthcare due to linguistic, social, or cultural differences. Culturally- inclusive interventions are important to consider when selecting those that will be most effective among various racial/ethnic populations. Noble County has the largest percentage of Hispanic/Latino population while Xxxxxxx County has the smallest (Table 2). Allen, Noble, and Kosciusko Counties have higher relative percentages of Hispanics/Latinos than the state, but far less than the nation. Blacks and African Americans make up 11.8% of the population in Xxxxx County but less than 1% in each of the other six counties. Six of the seven counties have proportionally fewer Blacks and African Americans than the state and nation. People of other races and ethnicities are most numerous in Xxxxx County (5.8%). Wabash and Xxxxxxx Counties are predominantly White; just 3.5% of their populations are nonwhite. Table 2: Percent of Population by Race and Ethnicity, 2014 Xxxxx Xxxxxxxxxx Xxxxxxxxx LaGrange Noble Wabash Xxxxxxx IN USA White 75.6% 95.8% 89.2% 93.5% 88.6% 96.5% 96.5% 80.8% 62.8% Black/ African American 11.8% 0.7% 0.8% 0.3% 0.4% 0.5% 0.3% 9.1% 12.6% Hispanic/ Latino 6.8% 1.9% 7.7% 3.5% 9.6% 2.1% 1.5% 6.3% 16.9% Other Race or Ethnicity 5.8% 1.6% 2.3% 2.7% 1.4% 0.9% 1.7% 3.8% 7.7% Source: US Census Bureau (2010-2014 5-Year Estimates) Northeast Indiana is home to a large Amish population (Note: Amish populations are reflected in the total county populations reported by the U.S. Census Bureau). According to the 2010 U.S. Religion Census, over 14,000 Amish live in LaGrange County, accounting for 37.1% of its total population, making it the second largest county (by population) for the Amish in the United States. Less than 1% of the population of Xxxxx County is Amish. The Amish face a range of health concerns that the “English” do not. Their specific health needs and practices should also be considered when concentrating healthcare efforts in areas with large Amish population. The map included as Figure 3 shows the Amish population by county in the seven-county region in northeast Indiana.
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Race and Ethnicity. What race(s) and/or ethnicities they identify with (select multiple): White; Hispanic, Latinx, or Spanish origin; Black or African American; Asian; American Indian or Alaska Native; Middle Eastern or North African; Pacific Islander, including Native Hawaiian; Another race or ethnicity (Please specify [short free text]); Prefer not to disclose; or Unknown, not collected. Gender Identity: Female; Male; Non-binary, do not identify as male or female; I am not sure yet, undetermined; Choose not to disclose; Prefer to self-describe [short free text]; or Unknown, not collected. Transgender identity: Yes; No; I am not sure yet / undetermined; Choose not to disclose; or Unknown, not collected. Sexual Orientation I am not sure yet; Straight or heterosexual; Lesbian or gay; Bisexual; Choose not to disclose; Prefer to self-describe (e.g. queer, pansexual, asexual) [free text]; or Unknown, not collected. County [drop down list of counties]; Drug(s) of choice at admission [free text]; Date of last use at admission [date]; Basic needs, culturally and developmentally appropriate: Housing, stably housed [Y/N]; Access to food, clean water, toiletries [Y/N]; Transportation [Y/N]; Education [Y/N]; and/or Employment [Y/N]; Flexible Funding, how was the funding utilized to establish safe & stable housing, explain:
Sample 1
Race and Ethnicity. Column A. Total This Report Enter the actual total beneficiaries assisted during this reportingperiod, identified by race and ethnicity:  TOTAL POP: Summarized by total population for each race, enter the number of the actual total beneficiaries assisted during this reporting period.  HISPANIC: Summarized by ethnicity for each race, enter the number of the actual total beneficiaries assisted during this reporting period. Column B. Total Cumulative Enter the race of the actual total beneficiaries for the project to date (including all reporting periods, identified by race and ethnicity:  TOTAL POP: Summarized by total population for each race, enter the number of the actual total beneficiaries assisted during this reporting period.  HISPANIC: Summarized by ethnicity for each race, enter the number of the actual total beneficiaries assisted during this reporting period.  Attach a separate page to report on activities with more than one national objective if beneficiaries differ.  Housing Recipients: Report the race and ethnicity based on the head of household for each unit assisted or each household assisted.
Sample 1
Race and Ethnicity. Many racial and ethnic groups often experience disparities in health and healthcare. They may also face unique challenges in accessing healthcare due to linguistic, social or cultural differences. Culturally inclusive interventions are important to consider when selecting those that will be most effective among various racial/ethnic populations. Noble County has the largest percentage of Hispanic/Latino population while Xxxxxxx County has the smallest (Table 2). Blacks and African Americans make up 11.8% of the population in Xxxxx County but less than 1% in each of the other six counties. Six of the seven counties have proportionally fewer Blacks and African Americans than the state and nation. People of other races and ethnicities are most numerous in Xxxxx County (5.8%). Wabash and Xxxxxxx Counties are predominantly White; just 3.5% of their populations are nonwhite. Table 2: Percent of Population by Race and Ethnicity, 2014 Xxxxx Xxxxxxxxxx Kosciusko LaGrange Noble Wabash Xxxxxxx IN USA White 75.6% 95.8% 89.2% 93.5% 88.6% 96.5% 96.5% 80.8% 62.8% Black/ African American 11.8% 0.7% 0.8% 0.3% 0.4% 0.5% 0.3% 9.1% 12.6% Hispanic/ Latino 6.8% 1.9% 7.7% 3.5% 9.6% 2.1% 1.5% 6.3% 16.9% Other Race or Ethnicity 5.8% 1.6% 2.3% 2.7% 1.4% 0.9% 1.7% 3.8% 7.7% Source: US Census Bureau (2010-2014 5-Year Estimates) Northeast Indiana is home to a large Amish population (Note: Amish populations are reflected in the total county populations reported by the U.S. Census Bureau). According to the 2010 U.S. Religion Census, more than 14,000 Amish live in LaGrange County, accounting for 37.1% of its total population, making it the second largest county (by population) for the Amish in the United States. The Amish face a range of health concerns that the “English” do not. Their specific health needs and practices should also be considered when concentrating healthcare efforts in areas with large Amish population. The map included as Figure 3 shows the Amish population by county in the seven-county region in northeast Indiana.
Sample 1
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Race and Ethnicity. Race, ethnicity, and the age-related changes in rates among particular racial and ethnic groups are also covered in the subsection “Epidemiology”.
Sample 1
Race and Ethnicity.  Housing Recipients: Enter the total number of households benefited based on their annual incomes as they relate to the HUD income limits located at: xxxx://xxx.xxxxxxx.xxx/datasets/il.html.  Economic Program Recipients: Enter the total number of persons benefited based on their annual incomes as they relate to the HUD income limits located at: xxxx://xxx.xxxxxxx.xxx/datasets/il.html.  Other Program Recipients: If you conducted a survey and collected the information, enter the total number of persons benefited based on their annual incomes as they relate to the HUD income limits located at: xxxx://xxx.xxxxxxx.xxx/datasets/il.html. Do not duplicate numbers. Count each person only once within the income range they fall between. If the survey did not include the income levels, enter the LMI number into Number of Incomes between 50-80% AMI” and non LMI persons into the Number of Incomes at or above 81%.
Sample 1

Related to Race and Ethnicity

  • Orientation The Employer shall provide planned and paid Orientation Programs of such content and duration as it deems appropriate taking into consideration the needs of the Employer and the Nurses involved. Such Nurses will not be considered part of core staffing during their Orientation Program nor will they be provided with primary assignments.

  • Environmental and Social Safeguards In carrying out Sub-projects, the Recipient shall: ensure that the proceeds of Disaster Management Kelurahan Grants shall not be used to finance the acquisition of land; take measures to avoid or minimize the acquisition of land or assets of villagers, and to avoid the displacement of such villagers; shall apply, and shall ensure that each Participating Kelurahan shall apply, the Land Acquisition and Resettlement Framework to Sub-project implementation, including: taking all appropriate measures to avoid or minimize the acquisition of land or assets of people and to avoid the displacement of such people; where the acquisition of land or assets or the displacement of people is unavoidable under a proposed Sub-project, ensuring that all Displaced Persons thereunder shall have been compensated and provided with resettlement and rehabilitation measures prior to the implementation of such Sub-project and in accordance with the provisions of the Land Acquisition and Resettlement Framework; and in the case of the physical displacement of persons involving the displacement of more than 200 people as a result of a Sub-project, ensure: (A) preparing a Land Acquisition and Resettlement Action Plan in accordance with the Land Acquisition and Resettlement Framework and furnish such plan to the World Bank for approval; and (B) prior to the carrying out of the Sub-project, ensuring that all Displaced Persons shall have been compensated and provided with applicable resettlement and rehabilitation benefits in accordance with the provisions of such plan. In carrying out Sub-projects, the Recipient shall apply, and shall ensure that each Participating Kelurahan shall apply, the Isolated and Vulnerable Peoples Framework to Sub-project implementation, including: avoid, and, if not possible, minimize cultural, social and economic adverse effects on Isolated and Vulnerable People, caused or likely to be caused by the Project, by taking appropriate mitigating measures; and

  • Orientation and Training A transferring employee will be orientated separately to both or their new home in accordance with Article 20 the collective agreement of the designated employer.

  • Workplace Harassment The Hospital and the Union are committed to ensuring a work environment that is free from harassment. Harassment is defined as a “course of vexatious comment or conduct that is known or ought reasonably to be known to be unwelcome”, that denies individual dignity and respect on the basis of the grounds such as gender, disability, race, colour, sexual orientation or other prohibited grounds, as stated in the Ontario Human Rights Code. All employees are expected to treat others with courtesy and consideration and to discourage harassment. ref. Ontario Human Rights Code, Sec. 10(1). Harassment may take many forms including verbal, physical or visual. It may involve a threat, an implied threat or be perceived as a condition of employment. The Parties agree that harassment is in no way to be construed as properly discharged supervisory responsibilities, including the delegation of work assignments and/or the assessment of discipline. If an employee believes that she/he has been harassed and/or discriminated against on the basis of any prohibited ground of discrimination, there are specific actions that may be undertaken. The employee should request the harasser to stop the unwanted behaviour by informing the harassing individual(s) that the behaviour is unwanted and unwelcome. Should the employee not feel comfortable addressing the harasser directly, she/he may request the assistance of the manager or a Union representative. If the unwelcome behaviour was to continue, the employee will consult the Hospital policy on harassment and will be free to pursue all avenues including the complaint investigation and resolution. The Parties agree that an employee may have a representative of the Union with her/him throughout the process, if requested.

  • Respectful Workplace a. The Employer is committed to taking appropriate measures to create and maintain a workplace that is respectful and free from inappropriate workplace behavior for all Agency employees pursuant to the statewide policy titled ‘Maintaining a Professional Workplace Policy’ (50.010.03). b. If an Agency employee believes an Agency employee, supervisor or manager has violated the statewide policy titled ‘Maintaining a Professional Workplace’ (50.010.03), the employee shall submit a complaint pursuant to the process outlined in the policy. The Agency complaint form will be accessible to all employees both online and through the Agency’s Human Resources Office. c. The employee may have a Union representative present during regular work hours when reporting inappropriate workplace behavior and through the process outlined in this section. d. The Agency shall investigate the complaint and shall provide a written response to the employee filing the complaint within thirty (30) calendar days of the complaint being filed. When circumstances warrant it, the Agency may take additional time to complete the investigation in blocks of additional thirty (30) calendar days with notice to the Union. The response will include whether the complaint was substantiated and any relevant non confidential information pertaining to the remedial steps taken, if any. Repeated behavior or conduct shall be reported to the Agency Human Resource Office. e. For purposes of this Section, the grievance procedure in Subsection 6 replaces the grievance procedure outlined in the local agreement. (1) If the employee who filed the complaint believes that the Agency did not respond to the complaint or the complaint process was not followed, the Union, on behalf of the employee, may file a grievance directly with the Agency Head. The Agency Head or designee shall respond to the grievance within thirty (30) calendar days from the date of receipt of the grievance. (2) If the employee continues to believe the Agency did not respond to the complaint or did not follow the complaint process, the Union, on behalf of the employee may, within fifteen (15) calendar days of the Agency Head or designee’s response, file the grievance with the Department of Administrative Services Labor Relations Unit. The grievance will be investigated and a response provided within thirty (30) calendar days from the date the grievance was appealed to the Department of Administrative Services. (3) If the Department of Administrative Services Labor Relations Unit’s response did not respond to the complaint or did not address whether the complaint process was followed, the Union may, within fifteen (15) calendar days, file an arbitration request with the Department of Administrative Services and send a copy to the Employment Relations Board asking for a list of seven

  • Employee Orientation Each and every person working for a contractor, including sub- contractors, will be given an orientation to familiarize them with the site safety program. Unless otherwise specified, each sub-contractor is responsible for the orientation of their workers.

  • Searchability Offering searchability capabilities on the Directory Services is optional but if offered by the Registry Operator it shall comply with the specification described in this section. 1.10.1 Registry Operator will offer searchability on the web-­‐based Directory Service. 1.10.2 Registry Operator will offer partial match capabilities, at least, on the following fields: domain name, contacts and registrant’s name, and contact and registrant’s postal address, including all the sub-­‐fields described in EPP (e.g., street, city, state or province, etc.). 1.10.3 Registry Operator will offer exact-­‐match capabilities, at least, on the following fields: registrar id, name server name, and name server’s IP address (only applies to IP addresses stored by the registry, i.e., glue records). 1.10.4 Registry Operator will offer Boolean search capabilities supporting, at least, the following logical operators to join a set of search criteria: AND, OR, NOT. 1.10.5 Search results will include domain names matching the search criteria. 1.10.6 Registry Operator will: 1) implement appropriate measures to avoid abuse of this feature (e.g., permitting access only to legitimate authorized users); and 2) ensure the feature is in compliance with any applicable privacy laws or policies.

  • Rosters 8.1 As far as practically possible, the Employer will draw up a roster 1 week in advance. Changes to rosters may occur with 24 hours notice or, subject to the availability of the Employee, with less notice if by mutual consent. 8.2 The Employer will ordinarily roster Employees in a manner that is both fair and equitable to ensure that, where applicable, the allocation of weekend and public holiday hours are equally divided between Employees on a rotating basis.

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