WK17: Diversity and Inclusion


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WK17: Diversity and Inclusion

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Agentless passive








Metonymy (social actor objectivisation)

High context cultures

Low context cultures

Click and drag

Functionalisation (what people do) Identification (social cetegories: gender, class, relation to other social actor ie. boss)

Need to make all information explicit for communication to be meaningful. Very rule oriented

Social actors are completely excluded (suppressed) in clauses with infinitives (to do something@) or present participles (doing something) that function as grammtical participants ie. Belief is the cornerstone of empowering associates' (who empowers them?) Another way of exclusion is backgrounding actors who the audience can still infer 'The suspect is remanded into custody'

Rely heavily on shared understandings and norms, implicit information that comes from tradition and social conventions. Very relationship oriented

Grammatical constructions that denote that someone is impacted by an action but it is not spelled out who carries out the action. ie. how staff can be involved

When they perform action

Can be achieved through a grammatical twist by which social actors are turned into non social actors by changing word classes. ie. nominalisation- verbs are turned into nouns

Taking a part to represent the whole or the whole to represent a part (This is beneficial for the crown)

Dynamics of difference and the solidarities of sameness in the context of antidiscrimination and social movement politics. The main thought here is that we cannot focus on race or gender or any other on its own but need to recognise that these categories interact leading to similar experiences of discrimination among diverse people but thereby also affording solidarity between them in resisting such discrimination

Nomination (using name/surname)

When they are the subject or beneficiaries of an action,. Subjection is a strategy when social actoes are represented as passive goals of someone else's action. When people are beneficialised, they are still at the receiving end of an someone else's action but the action is positive for them

Systematic disparities between participants in power and control over goals, resources, and outcomes, workplace decisions such as how to organise work oppurtunities for promotion and interesting work, security in employment and benefits, pay and other montary rewards, respect, and pleasure in work and work relations