问题 阅读理解

阅读理解。

     Employment practices often reflect the needs of employers several decades ago. Times have changed.

And so too has the Canadian workforce. Yet many employment practices have not kept pace with this

change. For example, some work environments and washrooms designed for able-bodied workers seldom

accommodate people who use a wheelchair.

     Modernizing these practices is what employment equality is about. For example, making sure work

benches and washrooms are adapted for disabled people entering the workplace, paving the way for workers

who become disabled on the job. By doing so, any given group of people formerly discriminated against-now

has access to better employment opportunities.

     The objective, of course, is to make the workplace reflect Canadian society. However, this does not

necessarily mean setting and enforcing quotas (配额). Rather, it means identifying the barriers to employment

and designing measures, with achievable goals and clear timetables, to remove them.

     For example, according to the Canadian Union of Public Employees-Canada's largest union, it would be

unrealistic in the short term to insist that because half of the working age population is women, half of the

employees of an engineering firm should be women. At this moment, there would not be enough qualified

female engineers. 

     A reasonable numerical goal would be based on the number of women who actually are engineers (8%)

and those who are studying to become engineers (25% ). A short term goal of 13% would be appropriate

without running the risk of hiring unqualified people.

     Equally important is to ensure people who have been disadvantaged the chance to become qualified for

new opportunities. If aboriginal people (土著居民), for example, can't qualify for certain jobs because they

haven't had access to appropriate educational opportunities, then an employment equality program would

have to address that problem with training programs.

     Employment laws in this country cannot be considered displeasing if they guarantee all Canadians fair

and equal access to the workforce.

1. The passage is mainly about how to _____.

A. modernize equipment for the disabled at work

B. achieve equality of employment opportunities

C. protect women's rights in employment

D. complete a job training program

2. The underlined word "them" in Paragraph 3 refers to _____.

A. barriers

B. measures

C. goals

D. timetables

3. The example of women shows that _____.

A. only a small percentage of women engineers will get promoted

B. 13% of the working age women should be hired as engineers

C. policy makers should adopt a practical and flexible approach

D. the quota of women for employment should be raised

4. The underlined word "address" in Paragraph 6 probably means _____.

A. put forward

B. run into

C. find out

D. deal with

答案

1-4: B A C D

多项选择题
多项选择题

案例六


一般资料:求助者,女,25岁,未婚,中学教师,经济状况良好。
求助者主诉:最近半年以来我情绪很低落,经常觉得自己很委屈,有时候偷偷地哭,觉得社会的现实太残酷了,对大部分事情都无精打采的,对工作和生活都提不起兴趣,对未来的生活感到悲观失望,认为自己的人生已经走到尽头了,生活在悔恨和痛苦中。现在每天不想吃饭,失眠,工作的时候无法集中注意力,记忆力大不如以前,脾气急躁,一点小事就会发脾气。自己最近一直在调节自己的情绪,但是还是摆脱不了,只好前来咨询,希望咨询师可以帮助自己。
心理咨询师了解的情况:求助者身体一直健康,没有疾病史。在大人的眼中求助者是一个好孩子,性格内向,做什么事情都让父母放心。求助者的父母对她要求严格,但是很关心她。22岁的时候谈过一个男朋友,半年以前男友与别的女孩子亲热,她感觉一切就此完了,很生气,悔恨交加,与男友大吵。男友向求助者道歉,但求助者还是怀恨男友。曾想过分手,但是考虑的因素太多:分手了以后该怎么办,自己已经不是处女了,还有人要自己吗大家一定会笑话自己。不分手的话自己心里一直有阴影。求助者在这种心理矛盾之下,渐渐地憔悴了,情绪也很低落,脾气越来越暴躁。听到有人谈论男女朋友的事情,就很敏感、脆弱。虽然还能坚持工作,但积极主动性较以前降低很多,生活兴趣也不如以前了。

本案例中咨询师了解的情况有( )。

A.求助者的工作环境

B.求助者的成长经历

C.求助者的症状表现

D.求助者的性格特征