Race and Ethnicity Sample Clauses

Race and Ethnicity. Definitions of Race: White: A person having origins in any of the original peoples of Europe, the Middle East, or North Africa. Black or African-American: A person having origins in any of the black racial groups of Africa. Asian: A person having origins in any of the original peoples of the Far East, Southeast Asia, or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand, and Vietnam. American Indian or Alaska Native: A person having origins in any of the original peoples of North and South America (including Central America), and who maintains tribal affiliation or community attachment. Native Hawaiian or Other Pacific Islander: A person having origins in any of the original people of Hawaii, Guam, Samoa, or other Pacific Islands.
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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%.
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. Figure 3: Amish Population by County in Parkview Service Area
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]
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.
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%.
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. Figure 3: Amish Population by County in Parkview Service Area
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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”.

Related to Race and Ethnicity

  • Ethnicity 3. Gender

  • 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.

  • 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.

  • New Teacher Orientation The Association shall have the opportunity to participate in the opening in-service day including speakers for the sole purpose of greeting new faculty members and informing them of the opportunities available to them through joining their professional association.

  • 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).

  • 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.

  • 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.

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