Questões: Faculdade de Tecnologia do Estado de São Paulo (FATEC) — com gabarito

Leia os textos I e II para responder a questão.

Texto I

O branco açúcar que adoçará meu café

Nesta manhã de Ipanema

Não foi produzido por mim

Nem surgiu dentro do açucareiro por milagre

Vejo-o puro

E afável ao paladar

Como beijo de moça, água

Na pele, flor

Que se dissolve na boca. Mas este açúcar

Não foi feito por mim.

Este açúcar veio

Da mercearia da esquina e tampouco o fez o Oliveira,

Dono da mercearia.

Este açúcar veio

De uma usina de açúcar em Pernambuco

Ou no Estado do Rio

E tampouco o fez o dono da usina.

Este açúcar era cana

E veio dos canaviais extensos

Que não nascem por acaso

No regaço do vale.

Em lugares distantes,onde não há hospital

Nem escola,

Homens que não sabem ler e morrem de fome

Aos 27 anos

Plantaram e colheram a cana

Que viraria açúcar.

Em usinas escuras,

Homens de vida amarga

E dura

Produziram este açúcar

Branco e puro

Com que adoço meu café esta manhã em Ipanema.

GULLAR, F. “O Açúcar”. Toda poesia. Rio de Janeiro, Civilização Brasileira, 1980.

Texto II

<https://tinyurl.com/y4ur7lhb> Acesso em: 18.10.2019. Original colorido

Leia o gráfico que apresenta a distribuição do trabalho informal no Brasil, em milhões de trabalhadores, referente ao segundo trimestre de 2019.

Segundo o gráfico, a porcentagem aproximada de trabalhadores empregados no setor privado sem carteira assinada, em relação ao total de trabalhadores informais, é

Observe o gráfico.

Fonte dos dados <https://tinyurl/yyu562xp> Acesso em: 05.10.2019.

A leitura do gráfico permite concluir, corretamente, que o período de queda demográfica mais acentuada na Europa ocorreu

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

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

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

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

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