6 Questões de Língua Inglesa do FATEC 2020

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 O estudo mencionado no texto aponta para a discriminação racial de (FATEC 2020)

1. A) negros e caucasianos.
2. B) asiáticos e latinos.
3. C) negros e latinos.
4. D) negros e asiáticos.
5. E) asiáticos e caucasianos.

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 Segundo o texto, estudos indicam que a discriminação está presente tanto na busca por emprego, quanto (FATEC 2020)

1. A) na locação de residência.
2. B) no atendimento no comércio.
3. C) na obtenção de vistos de viagem.
4. D) na garantia de oportunidade política.
5. E) na facilidade em obter seguro de vida.

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 De acordo com o Professor Anthony Heath, o que causa surpresa em relação à pesquisa apresentada é que Continuação da questão 27 (trecho da página anterior, não transcrito nesta página). (FATEC 2020)

1. A) houve aumento nos índices de xenofobia nos últimos cinquenta anos.
2. B) houve diminuição nos índices de discriminação contra negros desde 1969.
3. C) houve aumento nos índices de aceitação dos imigrantes desde a década de 1960.
4. D) não houve estabilização nos índices discriminatórios contra latinos desde 1969.
5. E) não houve diminuição nos índices de discriminação contra negros e paquistaneses.

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 Segundo a fala da Dra. Zubaida Haque, o mais preocupante é (FATEC 2020)

1. A) a xenofobia velada.
2. B) a misoginia aparente.
3. C) a sexismo inconsciente.
4. D) o antissemitismo evidente.
5. E) o racismo aberto e consciente.

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 A diretora do grupo Runnymede acredita que o panorama descrito (FATEC 2020)

1. A) incita a violência e compromete a segurança do país.
2. B) degrada as condições trabalhistas das minorias.
3. C) oferece segurança para os trabalhadores.
4. D) assusta trabalhadores e empregadores.
5. E) impede a criação de leis mais rigorosas.

Os tipos sanguíneos do sistema ABO são caracterizados pela presença ou ausência de aglutinogênios e aglutininas. O sangue tipo B, por exemplo, possui como principal característica a presença do aglutinogênio B nas hemácias e da aglutinina anti-A no plasma. Esses tipos sanguíneos são codificados pela presença de três alelos múltiplos: I^A, I^B e i. Entre os alelos I^A e I^B, ocorre codominância, ou seja, ambos os alelos se expressam. Entretanto, esses alelos são dominantes sobre o alelo i. Considere a seguinte situação: uma mulher, que possui aglutinina anti-A no seu sangue, teve um filho do grupo O. Sabendo-se que o marido tem o aglutinogênio A, podemos afirmar que os genótipos da mulher e do seu marido são, respectivamente, (FATEC 2020)

1. A) I^B i I^B i
2. B) I^B I^B I^A i
3. C) I^B i I^A i
4. D) I^A I^B I^B I^B
5. E) I^B i I^A I^A