Foram encontradas 150 questões.
2353353
Ano: 2018
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Provas:
Universities have too few women at the top. How can they redress the balance?
It’s well known that female representation on boards in FTSE 100 companies is woefully low. The picture is sadly no different in universities, which have been set a target of 40% female representation on boards by 2020 in England. In Scotland last month, all public boards, including universities, were asked to comprise 50% women by 2020. Yet present women make up just 36% of boards and chair just 19% of them across the UK. To have any chance meeting these targets, universities will have to really step up progress over the next year.
Diversifying boards matters because a range of perspectives, expertise and experiences strengthen their effectiveness, combating unconscious bias and “groupthink”. It also helps inspire a future generation from diverse backgrounds to get involved. As universities widen participation to students from different socioeconomic backgrounds, ethnicities and geographical regions, it’s important that governing bodies mirror their diversity.
Despite goodwill in higher education, and a recognition of the need for change, recruitment practices mean that the usual suspects from a narrow demographic are too often appointed boards. A recent internal survey conducted by the Leadership Foundation found that more than 50% of board vacancies are not publicly advertised, relying on the networks of board members to identify suitable candidates.
Although this can be an effective way of securing strong candidates who would have otherwise not considered a university board appointment, this isn’t democratic. It narrows the pool of candidates to those in the board’s immediate network and risks marginalising those beyond.
Potential candidates who have not built networks in higher education lack the necessary visibility and are less likely to be made aware of opportunities. Couple this the tendency to hire people like themselves – only 19% of those chairing boards are female – and the result is a hiring norm which perpetuates rather than tackles inequality.
Higher education needs to start making tangible changes to achieve board diversity. As board recruitment processes can last months, to meet the government target universities need to take action now, or female representation will fall short by 2020.
What steps can they take?
(Fonte: https://www.theguardian.com/higher-education-
network/2018/mar/28/universities-government-targets-female-representation-boards - adaptação)
Which of the following sentences is FALSE, according to the article?
Provas
Questão presente nas seguintes provas
2353352
Ano: 2018
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Provas:
Universities have too few women at the top. How can they redress the balance?
It’s well known that female representation on boards in FTSE 100 companies is woefully low. The picture is sadly no different in universities(I), which have been set a target of 40% female representation on boards by 2020 in England. In Scotland last month, all public boards, including universities, were asked to comprise 50% women by 2020. Yet present women make up just 36% of boards and chair just 19% of them across the UK. To have any chance meeting these targets, universities will have to really step up progress over the next year.
Diversifying boards matters because a range of perspectives, expertise and experiences strengthen their effectiveness, combating unconscious bias and “groupthink”. It also helps inspire a future generation from diverse backgrounds to get involved. As universities widen participation to students from different socioeconomic backgrounds, ethnicities and geographical regions, it’s important that governing bodies mirror their diversity.
Despite goodwill in higher education, and a recognition of the need for change, recruitment practices mean that the usual suspects from a narrow demographic are too often appointed boards. A recent internal survey conducted by the Leadership Foundation found that more than 50% of board vacancies are not publicly advertised(II), relying on the networks of board members to identify suitable candidates.
Although this can be an effective way of securing strong candidates who would have otherwise not considered a university board appointment, this isn’t democratic(III). It narrows the pool of candidates to those in the board’s immediate network and risks marginalising those beyond.
Potential candidates who have not built networks in higher education lack the necessary visibility and are less likely to be made aware of opportunities. Couple this the tendency to hire people like themselves – only 19% of those chairing boards are female – and the result is a hiring norm which perpetuates rather than tackles inequality.
Higher education needs to start making tangible changes to achieve board diversity. As board recruitment processes can last months, to meet the government target universities need to take action now, or female representation will fall short by 2020.
What steps can they take?
(Fonte: https://www.theguardian.com/higher-education-
network/2018/mar/28/universities-government-targets-female-representation-boards - adaptação)
Read the following sentences from the text.
I. “The picture is sadly no different in universities”.
II. “more than 50% of board vacancies are not publicly advertised”.
III. “this isn’t democratic”.
II. “more than 50% of board vacancies are not publicly advertised”.
III. “this isn’t democratic”.
Which of them show(s) the author’s position regarding the topic of the article?
Provas
Questão presente nas seguintes provas
2353351
Ano: 2018
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Provas:
Universities have too few women at the top. How can they redress the balance?
It’s well known that female representation on boards in FTSE 100 companies is woefully low. The picture is sadly no different in universities, which have been set a target of 40% female representation on boards by 2020 in England. In Scotland last month, all public boards, including universities, were asked to comprise 50% women by 2020. Yet present women make up just 36% of boards and chair just 19% of them across the UK. To have any chance meeting these targets, universities will have to really step up progress over the next year.
Diversifying boards matters because a range of perspectives, expertise and experiences strengthen their effectiveness, combating unconscious bias and “groupthink”. It also helps inspire a future generation from diverse backgrounds to get involved. As universities widen participation to students from different socioeconomic backgrounds, ethnicities and geographical regions, it’s important that governing bodies mirror their diversity.
Despite goodwill in higher education, and a recognition of the need for change, recruitment practices mean that the usual suspects from a narrow demographic are too often appointed boards. A recent internal survey conducted by the Leadership Foundation found that more than 50% of board vacancies are not publicly advertised, relying on the networks of board members to identify suitable candidates.
Although this can be an effective way of securing strong candidates who would have otherwise not considered a university board appointment, this isn’t democratic. It narrows the pool of candidates to those in the board’s immediate network and risks marginalising those beyond.
Potential candidates who have not built networks in higher education lack the necessary visibility and are less likely to be made aware of opportunities. Couple this the tendency to hire people like themselves – only 19% of those chairing boards are female – and the result is a hiring norm which perpetuates rather than tackles inequality.
Higher education needs to start making tangible changes to achieve board diversity. As board recruitment processes can last months, to meet the government target universities need to take action now, or female representation will fall short by 2020.
What steps can they take?
(Fonte: https://www.theguardian.com/higher-education-
network/2018/mar/28/universities-government-targets-female-representation-boards - adaptação)
Read the following sentences about verbs followed by a to-infinitive or an -ing form and mark T (true) or F (false).
( ) The verb risk, as in ‘risks marginalizing those beyond', when followed by a verb, can be followed only by an –ing form.
( ) The verb start, as in ‘start making tangible changes', when followed by a verb, can be followed only by an –ing form.
( ) The verb need, as in ‘need to take action’, when followed by a verb, can be followed only by a to-infinitive.
( ) The verb start, as in ‘start making tangible changes', when followed by a verb, can be followed only by an –ing form.
( ) The verb need, as in ‘need to take action’, when followed by a verb, can be followed only by a to-infinitive.
The correct order, top-down, is:
Provas
Questão presente nas seguintes provas
2353350
Ano: 2018
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Provas:
Universities have too few women at the top. How can they redress the balance?
It’s well known that female representation on boards in FTSE 100 companies is woefully low. The picture is sadly no different in universities, which have been set a target of 40% female representation on boards by 2020 in England. In Scotland last month, all public boards, including universities, were asked to comprise 50% women by 2020. Yet present women make up just 36% of boards and chair just 19% of them across the UK. To have any chance meeting these targets, universities will have to really step up progress over the next year.
Diversifying(A) boards matters because a range of perspectives, expertise and experiences strengthen their effectiveness, combating unconscious bias and “groupthink”. It also helps inspire a future generation from diverse backgrounds to get involved. As universities widen participation to students from different socioeconomic backgrounds, ethnicities and geographical regions, it’s important that governing bodies mirror their diversity.
Despite goodwill in higher education, and a recognition of the need for change, recruitment practices mean that the usual suspects from a narrow demographic are too often appointed boards. A recent internal survey conducted by the Leadership Foundation found that more than 50% of board vacancies are not publicly advertised, relying(B) on the networks of board members to identify suitable candidates.
Although this can be an effective way of securing(C) strong candidates who would have otherwise not considered a university board appointment, this isn’t democratic. It narrows the pool of candidates to those in the board’s immediate network and risks marginalising(D) those beyond.
Potential candidates who have not built networks in higher education lack the necessary visibility and are less likely to be made aware of opportunities. Couple this the tendency to hire people like themselves – only 19% of those chairing boards are female – and the result is a hiring(E) norm which perpetuates rather than tackles inequality.
Higher education needs to start making tangible changes to achieve board diversity. As board recruitment processes can last months, to meet the government target universities need to take action now, or female representation will fall short by 2020.
What steps can they take?
(Fonte: https://www.theguardian.com/higher-education-
network/2018/mar/28/universities-government-targets-female-representation-boards - adaptação)
Which of the following words follow the same pattern of use as ‘governing’ in the text?
Provas
Questão presente nas seguintes provas
2353349
Ano: 2018
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Provas:
Universities have too few women at the top. How can they redress the balance?
It’s well known that female representation on boards in FTSE 100 companies is woefully low. The picture is sadly no different in universities, which have been set a target of 40% female representation on boards by 2020 in England. In Scotland last month, all public boards, including universities, were asked to comprise 50% women by 2020. Yet present women make up just 36% of boards and chair just 19% of them across the UK. To have any chance meeting these targets, universities will have to really step up progress over the next year.
Diversifying boards matters because a range of perspectives, expertise and experiences strengthen their effectiveness, combating unconscious bias and “groupthink”. It also helps inspire a future generation from diverse backgrounds to get involved. As universities widen participation to students from different socioeconomic backgrounds, ethnicities and geographical regions, it’s important that governing bodies mirror their diversity.
Despite goodwill in higher education, and a recognition of the need for change, recruitment practices mean that the usual suspects from a narrow demographic are too often appointed boards. A recent internal survey conducted by the Leadership Foundation found that more than 50% of board vacancies are not publicly advertised, relying on the networks of board members to identify suitable candidates.
Although this can be an effective way of securing strong candidates who would have otherwise not considered a university board appointment, this isn’t democratic. It narrows the pool of candidates to those in the board’s immediate network and risks marginalising those beyond.
Potential candidates who have not built networks in higher education lack the necessary visibility and are less likely to be made aware of opportunities. Couple this the tendency to hire people like themselves – only 19% of those chairing boards are female – and the result is a hiring norm which perpetuates rather than tackles inequality.
Higher education needs to start making tangible changes to achieve board diversity. As board recruitment processes can last months, to meet the government target universities need to take action now, or female representation will fall short by 2020.
What steps can they take?
(Fonte: https://www.theguardian.com/higher-education-
network/2018/mar/28/universities-government-targets-female-representation-boards - adaptação)
Match the first column to the second to connect the words to the parts of speech they belong to, according to their context of occurrence.
Column 1
1. Adverb.
2. Adjective.
3. Noun.
4. Verb.
2. Adjective.
3. Noun.
4. Verb.
Column 2
( ) known.
( ) sadly.
( ) chair.
( ) unconscious.
( ) need
( ) likely
( ) sadly.
( ) chair.
( ) unconscious.
( ) need
( ) likely
The correct order, top-down, is:
Provas
Questão presente nas seguintes provas
2353348
Ano: 2018
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Provas:
Universities have too few women at the top. How can they redress the balance?
It’s well known that female representation on boards in FTSE 100 companies is woefully low. The picture is sadly no different in universities, which have been set a target of 40% female representation on boards by 2020 in England. In Scotland last month, all public boards, including universities, were asked to comprise 50% women by 2020. Yet present women make up just 36% of boards and chair just 19% of them across the UK. To have any chance meeting these targets, universities will have to really step up progress over the next year.
Diversifying boards(I) matters because a range of perspectives, expertise and experiences strengthen their effectiveness, combating unconscious bias and “groupthink”. It(I) also helps inspire a future generation from diverse backgrounds to get involved. As universities widen participation to students from different socioeconomic backgrounds, ethnicities and geographical regions, it’s important that governing bodies mirror their diversity.
Despite goodwill in higher education(II), and a recognition of the need for change, recruitment practices mean that the usual suspects from a narrow demographic are too often appointed boards. A recent internal survey conducted by the Leadership Foundation found that more than 50% of board vacancies are not publicly advertised, relying on the networks of board members to identify suitable candidates.
Although this(II) can be an effective way of securing strong candidates who would have otherwise not considered a university board appointment(III), this isn’t democratic. It(III) narrows the pool of candidates to those in the board’s immediate network and risks marginalising those beyond.
Potential candidates who have not built networks in higher education lack the necessary visibility and are less likely to be made aware of opportunities. Couple this the tendency to hire people like themselves – only 19% of those chairing boards are female – and the result is a hiring norm which perpetuates rather than tackles inequality.
Higher education needs to start making tangible changes to achieve board diversity. As board recruitment processes can last months, to meet the government target universities need to take action now, or female representation will fall short by 2020.
What steps can they take?
(Fonte: https://www.theguardian.com/higher-education-
network/2018/mar/28/universities-government-targets-female-representation-boards - adaptação)
the following statements:
I. ‘It’ refers to ‘diversifying boards’
II. ‘This' refers to ‘goodwill in higher education’
III. ‘It’ refers to ‘university board appointment’
II. ‘This' refers to ‘goodwill in higher education’
III. ‘It’ refers to ‘university board appointment’
Which ones are correct?
Provas
Questão presente nas seguintes provas
2353347
Ano: 2018
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Provas:
Universities have too few women at the top. How can they redress the balance?
It’s well known that female representation on boards in FTSE 100 companies is woefully low. The picture is sadly no different in universities, which have been set a target of 40% female representation on boards by 2020 in England. In Scotland last month, all public boards, including universities, were asked to comprise 50% women by 2020. Yet present women make up just 36% of boards and chair just 19% of them across the UK. To have any chance meeting these targets, universities will have to really step up progress over the next year.
Diversifying boards matters because a range of perspectives, expertise and experiences strengthen their effectiveness, combating unconscious bias and “groupthink”. It also helps inspire a future generation from diverse backgrounds to get involved. As universities widen participation to students from different socioeconomic backgrounds, ethnicities and geographical regions, it’s important that governing bodies mirror their diversity.
Despite goodwill in higher education, and a recognition of the need for change, recruitment practices mean that the usual suspects from a narrow demographic are too often appointed boards. A recent internal survey conducted by the Leadership Foundation found that more than 50% of board vacancies are not publicly advertised, relying on the networks of board members to identify suitable candidates.
Although this can be an effective way of securing strong candidates who would have otherwise not considered a university board appointment, this isn’t democratic. It narrows the pool of candidates to those in the board’s immediate network and risks marginalising those beyond.
Potential candidates who have not built networks in higher education lack the necessary visibility and are less likely to be made aware of opportunities. Couple this the tendency to hire people like themselves – only 19% of those chairing boards are female – and the result is a hiring norm which perpetuates rather than tackles inequality.
Higher education needs to start making tangible changes to achieve board diversity. As board recruitment processes can last months, to meet the government target universities need to take action now, or female representation will fall short by 2020.
What steps can they take?
(Fonte: https://www.theguardian.com/higher-education-
network/2018/mar/28/universities-government-targets-female-representation-boards - adaptação)
‘Expertise' is an uncountable noun. Which of the following words is NOT an uncountable noun?
Provas
Questão presente nas seguintes provas
2353346
Ano: 2018
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Provas:
Universities have too few women at the top. How can they redress the balance?
It’s well known that female representation on boards in FTSE 100 companies is woefully(I) low. The picture is sadly no different in universities, which have been set a target of 40% female representation on boards by 2020 in England. In Scotland last month, all public boards, including universities, were asked to comprise 50% women by 2020. Yet(II) present women make up just 36% of boards and chair just 19% of them across the UK. To have any chance meeting these targets, universities will have to really step up progress over the next year.
Diversifying boards matters because a range of perspectives, expertise and experiences strengthen their effectiveness, combating unconscious bias and “groupthink”. It also helps inspire a future generation from diverse backgrounds to get involved. As universities widen participation to students from different socioeconomic backgrounds, ethnicities and geographical regions, it’s important that governing bodies mirror their diversity.
Despite goodwill in higher education, and a recognition of the need for change, recruitment practices mean that the usual suspects from a narrow(III) demographic are too often appointed boards. A recent internal survey conducted by the Leadership Foundation found that more than 50% of board vacancies are not publicly advertised, relying on the networks of board members to identify suitable candidates.
Although this can be an effective way of securing strong candidates who would have otherwise not considered a university board appointment, this isn’t democratic. It narrows the pool of candidates to those in the board’s immediate network and risks marginalising those beyond.
Potential candidates who have not built networks in higher education lack the necessary visibility and are less likely to be made aware of opportunities. Couple this the tendency to hire people like themselves – only 19% of those chairing boards are female – and the result is a hiring norm which perpetuates rather than tackles inequality.
Higher education needs to start making tangible changes to achieve board diversity. As board recruitment processes can last months, to meet the government target universities need to take action now, or female representation will fall short by 2020.
What steps can they take?
(Fonte: https://www.theguardian.com/higher-education-
network/2018/mar/28/universities-government-targets-female-representation-boards - adaptação)
Consider the statements below:
I. The word ‘woefully’ can be substituted by ‘incredibly’ without changing the meaning of the sentence.
II. ‘Yet’ means ‘nevertheless’.
III. ‘Narrow’ cannot be substituted by ‘broad’ without changing the meaning of the sentence.
II. ‘Yet’ means ‘nevertheless’.
III. ‘Narrow’ cannot be substituted by ‘broad’ without changing the meaning of the sentence.
Which ones are correct?
Provas
Questão presente nas seguintes provas
2353345
Ano: 2018
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Provas:
Universities have too few women at the top. How can they redress the balance?
It’s well known that female representation on boards in FTSE 100 companies is woefully low. The picture is sadly no different in universities, which have been set a target of 40% female representation on boards by 2020 in England. In Scotland last month, all public boards, including universities, were asked to comprise 50% women by 2020. Yet present women make up just 36% of boards and chair just 19% of them across the UK. To have any chance meeting these targets, universities will have to really step up progress over the next year.
Diversifying boards matters because a range of perspectives, expertise and experiences strengthen their effectiveness, combating unconscious bias and “groupthink”. It also helps inspire a future generation from diverse backgrounds to get involved. As universities widen participation to students from different socioeconomic backgrounds, ethnicities and geographical regions, it’s important that governing bodies mirror their diversity.
Despite goodwill in higher education, and a recognition of the need for change, recruitment practices mean that the usual suspects from a narrow demographic are too often appointed boards. A recent internal survey conducted by the Leadership Foundation found that more than 50% of board vacancies are not publicly advertised, relying on the networks of board members to identify suitable candidates.
Although this can be an effective way of securing strong candidates who would have otherwise not considered a university board appointment, this isn’t democratic. It narrows the pool of candidates to those in the board’s immediate network and risks marginalising those beyond.
Potential candidates who have not built networks in higher education lack the necessary visibility and are less likely to be made aware of opportunities. Couple this the tendency to hire people like themselves – only 19% of those chairing boards are female – and the result is a hiring norm which perpetuates rather than tackles inequality.
Higher education needs to start making tangible changes to achieve board diversity. As board recruitment processes can last months, to meet the government target universities need to take action now, or female representation will fall short by 2020.
What steps can they take?
(Fonte: https://www.theguardian.com/higher-education-
network/2018/mar/28/universities-government-targets-female-representation-boards - adaptação)
Mark the alternative that correctly and respectively fills in the blanks of the text.
Provas
Questão presente nas seguintes provas
2353344
Ano: 2018
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Disciplina: Inglês (Língua Inglesa)
Banca: FUNDATEC
Orgão: Pref. Estância Velha-RS
Provas:
Universities have too few women at the top. How can they redress the balance?
It’s well known that female representation on boards in FTSE 100 companies is woefully low. The picture is sadly no different in universities, which have been set a target of 40% female representation on boards by 2020 in England. In Scotland last month, all public boards, including universities, were asked to comprise 50% women by 2020. Yet present women make up just 36% of boards and chair just 19% of them across the UK. To have any chance meeting these targets, universities will have to really step up progress over the next year.
Diversifying boards matters because a range of perspectives, expertise and experiences strengthen their effectiveness, combating unconscious bias and “groupthink”. It also helps inspire a future generation from diverse backgrounds to get involved. As universities widen participation to students from different socioeconomic backgrounds, ethnicities and geographical regions, it’s important that governing bodies mirror their diversity.
Despite goodwill in higher education, and a recognition of the need for change, recruitment practices mean that the usual suspects from a narrow demographic are too often appointed boards. A recent internal survey conducted by the Leadership Foundation found that more than 50% of board vacancies are not publicly advertised, relying on the networks of board members to identify suitable candidates.
Although this can be an effective way of securing strong candidates who would have otherwise not considered a university board appointment, this isn’t democratic. It narrows the pool of candidates to those in the board’s immediate network and risks marginalising those beyond.
Potential candidates who have not built networks in higher education lack the necessary visibility and are less likely to be made aware of opportunities. Couple this the tendency to hire people like themselves – only 19% of those chairing boards are female – and the result is a hiring norm which perpetuates rather than tackles inequality.
Higher education needs to start making tangible changes to achieve board diversity. As board recruitment processes can last months, to meet the government target universities need to take action now, or female representation will fall short by 2020.
What steps can they take?
(Fonte: https://www.theguardian.com/higher-education-
network/2018/mar/28/universities-government-targets-female-representation-boards - adaptação)
Which of the following words or expressions can substitute the word ‘redress’ in the title, without changing the meaning of the sentence?
Provas
Questão presente nas seguintes provas
Cadernos
Caderno Container