Questões de Vestibular FATEC 2019 para Vestibular, Primeiro Semestre
Foram encontradas 54 questões
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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.”
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.”
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.”
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.”
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.”
Além disso, Amanda sabe que
• a plataforma do aplicativo retém um quarto do valor pago pelo passageiro; • terá um custo de combustível no valor de R$ 0,28 por quilômetro rodado.
Suponha que ela realizará apenas viagens de 5 km, com duração de 10 minutos cada.
Considerando que Amanda deseja receber mensalmente o valor líquido mínimo de R$ 2.190,00, o menor número de viagens mensais, como motorista de aplicativo, que Amanda precisa fazer é
O valor máximo arrecadado por essa empresa, numa dessas viagens, é
Assim, o valor N é
A probabilidade do aprendiz obter uma poção sem efeito reativo é
Na figura temos um mapa onde se localiza a Praça Tales de Mileto. A prefeitura pretende cobri-la completamente com grama.
Considere retilíneos esses trechos de ruas e avenidas
Admita que a medida do ângulo agudo formado entre a Rua Fibonacci e a Avenida Descartes é igual a 60º, e que a Avenida Bhaskara é paralela à Avenida Descartes.
Nessas condições, o total da área a ser gramada é, em metros quadrados, igual a
Considere o gráfico de velocidade vertical por tempo
Considerando-se um sistema de referência ideal orientado de cima para baixo, podemos associar o gráfico ao movimento
aproximado de
Obs.: Imagem fora de escala. Uma espaçonave de 100 toneladas, navegando a uma velocidade tangencial aproximada de 28,8 mil km/h, acopla-se ao cabo citado de 100 km de extensão ancorado em um asteroide (considerado aqui como um ponto material em repouso).
Assumindo que a massa do cabo seja desprezível em relação ao sistema, podemos afirmar, corretamente, que a força centrípeta aplicada na extremidade do cabo ligada ao veículo espacial, em newtons, é
Lembre-se de que ac = V2 / R
<http;//. Acesso em: 10.10.2019. Adaptado.
Sobre o eclipse referido, é correto afirmar que
Isso só é possível devido ao fato de o motor ser alimentado por uma mistura de hidrogênio e oxigênio. Esse motor “suga” o ar à sua frente fazendo com que os gases, antes de entrarem no combustor, sejam resfriados por um sistema denominado pre-cooler. Esse dispositivo consegue resfriar os gases variando a temperatura 1 000 K em cerca de 50 ms. Assim, ele aumenta a eficiência de combustível.
Com base nessas informações, podemos afirmar que a taxa de variação de resfriamento térmico, em °C/s, é
No entanto, a cobertura vacinal no Brasil está em queda. Números do PNI analisados pela BBC Brasil, em 2017, mostram que o governo tem tido cada vez mais dificuldades em bater a meta de vacinar a maior parte da população. Um exemplo é a poliomielite: a doença, responsável pela paralisia infantil, está erradicada no País desde 1990.
Para o governo, é cedo para dizer se há tendência de queda real ou se são oscilações por mudanças em curso no sistema de notificação; porém, os números já preocupam. “Ainda é muito precoce para dizer se há oscilação real, mas estamos preocupados, sim. O sinal amarelo acendeu,” afirma a coordenadora do PNI.
O que o governo mais teme é que a redução de pessoas vacinadas crie bolsões de indivíduos suscetíveis a doenças antigas e controladas no País. <https://tinyurl.com/y8ur2re7> Acesso em: 10.10.2019. Adaptado.
Uma consequência do problema abordado é
Conheça nossos planos