Questões de Vestibular de Inglês - Interpretação de texto | Reading comprehension

         The perils of counterfeit drugs go way beyond being ripped off by dubious online pill-pushers. The World Health Organization (WHO) estimates that 50 per cent of all medicines sold online are worthless counterfeits. In developing nations fake pills may account for as much as 30 per cent of all drugs on the market. Even in the developed world, 1 per cent of medicines bought over the counter are fakes.

        Some key events illustrate the risk these pose. In Nigeria, 2500 children died in 1995 after receiving fake meningitis vaccines. In Haiti, Bangladesh and Nigeria, around 400 people died in 1998 after being given paracetamol that had been prepared with diethylene glycol – a solvent used in wallpaper stripper. The fakers are nothing if not market-aware: in the face of an outbreak of H5N1 bird flu in 2005, they began offering fake Tamiflu.

         What can be done? The WHO coordinates an umbrella body called the International Medical Products Anti-Counterfeiting Taskforce (IMPACT), an industry initiative that issues alerts when it finds anomalies in the medicine supply chain. Such events include sudden drops in wholesale prices, hinting at fakes coming onto the market, or the mimicking of anti-counterfeiting features on packaging, such as holograms or barcodes, says Nimo Ahmed, head of intelligence at the UK’s Medicine and Healthcare Products Regulatory Agency.

New Scientist, 10 July 2010, p. 18. Adaptado.

TEXT 7

Disponível em: http://www.100resilientcities.org/#/-_/. Acesso em: 10/05/2017. Texto adaptado.

TEXT 7

Disponível em: http://www.100resilientcities.org/#/-_/. Acesso em: 10/05/2017. Texto adaptado.

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Minority ethnic Britons face ‘shocking’ job discrimination

Haroon Siddique

Thu 17 Jan 2019 17.00 GMT Last modified on Fri 18 Jan 2019 00.50 GMT

A study by experts based at the Centre for Social Investigation at Nuffield College, University of Oxford, found applicants from minority ethnic backgrounds had to send 80% more applications to get a positive response from an employer than a white person of British origin.

A linked study by the same researchers, comparing their results with similar field experiments dating back to 1969, found discrimination against black Britons and those of south Asian origin – particularly Pakistanis – unchanged over almost 50 years.

The research, part of a larger cross-national project funded by the European Union and shared exclusively with the Guardian before its official launch, prompted concerns that race relations legislation had failed.

It echoes findings published as part of the Guardian’s Bias in Britain series that people from minority ethnic backgrounds face discrimination when seeking a room to rent. In a snapshot survey of online flatshare ads the Guardian found that an applicant called Muhammad was significantly less likely to receive a positive response than an applicant called David.

Prof Anthony Heath, co-author and emeritus fellow of Nuffield College, said: “The absence of any real decline in discrimination against black British and people of Pakistani background is a disturbing finding, which calls into question the effectiveness of previous policies. Ethnic inequality remains a burning injustice and there needs to be a radical rethink about how to tackle it.”

Dr Zubaida Haque, the deputy director of the race equality thinktank Runnymede, described the  findings as shocking. They demonstrated that “it’s not just covert racism or unconscious bias that we need to worry about; it’s overt and conscious racism, where applicants are getting shortlisted on the basis of their ethnicity and/or name”, she said.

“It’s clear that race relations legislation is not sufficient to hold employers to account. There are no real consequences for employers of racially discriminating in subtle ways, but for BME* applicants or employees it means higher unemployment, lower wages, poorer conditions and less security in work and life.” 

<https://tinyurl.com/y9nohdte>  Acesso em: 07.10.2019. Adaptado.

*BME – Black and Minority Ethnicity

Leia o texto para responder a questão.

Minority ethnic Britons face ‘shocking’ job discrimination

Haroon Siddique

Thu 17 Jan 2019 17.00 GMT Last modified on Fri 18 Jan 2019 00.50 GMT

A study by experts based at the Centre for Social Investigation at Nuffield College, University of Oxford, found applicants from minority ethnic backgrounds had to send 80% more applications to get a positive response from an employer than a white person of British origin.

A linked study by the same researchers, comparing their results with similar field experiments dating back to 1969, found discrimination against black Britons and those of south Asian origin – particularly Pakistanis – unchanged over almost 50 years.

The research, part of a larger cross-national project funded by the European Union and shared exclusively with the Guardian before its official launch, prompted concerns that race relations legislation had failed.

It echoes findings published as part of the Guardian’s Bias in Britain series that people from minority ethnic backgrounds face discrimination when seeking a room to rent. In a snapshot survey of online flatshare ads the Guardian found that an applicant called Muhammad was significantly less likely to receive a positive response than an applicant called David.

Prof Anthony Heath, co-author and emeritus fellow of Nuffield College, said: “The absence of any real decline in discrimination against black British and people of Pakistani background is a disturbing finding, which calls into question the effectiveness of previous policies. Ethnic inequality remains a burning injustice and there needs to be a radical rethink about how to tackle it.”

Dr Zubaida Haque, the deputy director of the race equality thinktank Runnymede, described the  findings as shocking. They demonstrated that “it’s not just covert racism or unconscious bias that we need to worry about; it’s overt and conscious racism, where applicants are getting shortlisted on the basis of their ethnicity and/or name”, she said.

“It’s clear that race relations legislation is not sufficient to hold employers to account. There are no real consequences for employers of racially discriminating in subtle ways, but for BME* applicants or employees it means higher unemployment, lower wages, poorer conditions and less security in work and life.” 

<https://tinyurl.com/y9nohdte>  Acesso em: 07.10.2019. Adaptado.

*BME – Black and Minority Ethnicity