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A great deal of recent academic writing claims -- but, more often, assumes -- that the American news media have a predominantly conservative bias, slanting & shaping their coverage in ways that favor right-wing foreign, economic, cultural, & social policies. Two major books pioneered this position & have gone largely uncriticized, despite their immense influence. A detailed examination of Herbert Gans's Deciding What's News & Ben Bagdikian's The Media Monopoly shows, however, that they fall far short of proving their claims about media bias. The logic of many of their arguments is highly problematic, but especially glaring is the almost complete lack of solid evidence in either book as to the purportedly conservative nature of media content. References. Adapted from the source document.

This article offers a comprehensive exploration of gender bias within the Chinese workplace, addressing its definition, manifestations, impacts, and proposed solutions. Gender bias presents itself through various channels, encompassing wage disparities, unequal opportunities, limited career progression, and diminished job satisfaction. These biases not only detrimentally affect individuals' mental well-being and professional advancement but also impede organizational performance, innovation, and reputation. Furthermore, they pose significant challenges to a nation's economic prosperity and social harmony. Given the pervasive nature and far-reaching consequences of gender bias, it becomes imperative to undertake a series of concerted measures aimed at its reduction and eventual elimination. These measures encompass the establishment of clear and unequivocal policies and procedures, provision of comprehensive employee training and education, implementation of fair and transparent recruitment and promotion mechanisms, the establishment of robust feedback channels supplemented by counseling services, cultivation of a workplace culture that actively supports gender equality, promotion of diverse leadership teams, and facilitation of government policies conducive to gender parity. Through collaborative and collective efforts, a more equitable and inclusive work environment can be fostered, thereby fostering the mutual development and progress of individuals, businesses, and society at large. By prioritizing gender equality initiatives, we lay the groundwork for a fairer and more prosperous society, wherein the talents and contributions of all individuals are recognized, valued, and rewarded equitably.

One option for addressing the bias that may result from survey nonresponse is to make greater use of the administrative records that federal and state agencies compile. Such records have been used to assess response bias but less often to correct for such error. Direct substitution of administrative records for survey data, as is done for income data in Canada, provides a means of compensating for survey nonresponse; but the limitations of such data must be recognized. Administrative records may not cover the entire population of interest, may utilize a different unit of observation, may have wide variation in data quality across items or by agency, and may have timeliness issues. In using administrative records, researchers cede control over the content of individual variables, which may differ from survey concepts and be subject to change. Furthermore, privacy protections embodied in law restrict the use of many types of administrative records.