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You’ve been given a project to solicit recent travelers to enroll into the Business rewards program. Assume these travelers work for companies already registered into Business Rewards program but the travelers have not individually enrolled. Emirates research shows travelers enrolled into the rewards program yield higher levels of revenue compared to those that haven’t enrolled. Your marketing manager requested from the database team a random and representative sample file (see first tab of excel file) of travelers that have taken at least 1 flight in the last 12-months, to solicit for enrollment into the rewards program. The file contains 1,000 records and breaks out their business and leisure flights and revenue over the last 3 years. The file also provides their most recent flight date. Destination and arrival data are not given. Present the finding by PPT

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overlays and the use of electronic reading pens. One important effect of the EA is the requirement for schools to ‘advance equality of opportunity’ between pupils with disabilities and their non-disabled peers. Reasonable adjustments can be a good way of addressing this issue.

The duty of an educational institution is to determine whether their provision places a disabled student at a major disadvantage in contrast with non-disabled students. A major or a substantial disadvantage is explained in the Equality Act as one that is more than inconsequential or minor. As a result, the main objective of the duty is not to confer an inequitable advantage on disabled students, but to eliminate barriers to learning, where it is reasonable to do so. The duty imposed on an educational institution (herein after referred as EI) is anticipatory and the EI should not wait until adjustments are suggested, but to make sure, wherever possible, that adjustments or alterations to policies, procedures and practices have been made in advance to stop disabled students being at a major disadvantage. No legal defence is available for an EI for its failure to make a reasonable adjustment, and it would be regarded as discrimination under section 21 of the EA 2010.

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