5050-group.com Report : Visit Site


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    The main IP address: 195.8.196.34,Your server United Kingdom,Stockton-on-Tees ISP:UK WEB.SOLUTIONS Direct Ltd  TLD:com CountryCode:GB

    The description :search main menu skip to primary content skip to secondary content home 5050 in the media 5050 pictures about the 5050 group list of authors post navigation ← older posts the 50-50 group seeking equal...

    This report updates in 02-Jul-2018

Created Date:2010-11-26
Changed Date:2015-11-17

Technical data of the 5050-group.com


Geo IP provides you such as latitude, longitude and ISP (Internet Service Provider) etc. informations. Our GeoIP service found where is host 5050-group.com. Currently, hosted in United Kingdom and its service provider is UK WEB.SOLUTIONS Direct Ltd .

Latitude: 54.568481445312
Longitude: -1.3186999559402
Country: United Kingdom (GB)
City: Stockton-on-Tees
Region: England
ISP: UK WEB.SOLUTIONS Direct Ltd

HTTP Header Analysis


HTTP Header information is a part of HTTP protocol that a user's browser sends to called Apache/2.4.12 (Unix) OpenSSL/1.0.1e-fips mod_bwlimited/1.4 containing the details of what the browser wants and will accept back from the web server.

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Date:Mon, 02 Jul 2018 05:08:41 GMT
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DNS

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HtmlToText

search main menu skip to primary content skip to secondary content home 5050 in the media 5050 pictures about the 5050 group list of authors post navigation ← older posts the 50-50 group seeking equal political representation posted on november 13, 2017 by colette finn 50 per cent of ireland’s population is female. yet, little over 22 per cent of the dáil consists of women. this places ireland 82 nd (out of 189 ranked positions) on a world classification list compiled by the inter- parliamentary union (2017) [1] . our vision of change gender parity in irish politics who we are? the 50-50 group is a single issue national advocacy group dedicated to achieving equal representation in irish politics. the 50-50 group is a fully inclusive organisation and politically non-aligned provided parties support gender equality. the 50-50 group welcomes both men and women as members. the 50-50 group endorses both male and female candidates who support measures to redress the under-representation of women in the irish parliament (oireachtas). the 50-50 group believes that the under-representation of women in irish politics is an affront to the democratic ideals of justice and equality. what we do? advocate for the implementation of measures to redress the gender imbalance of irish politics. support the candidate selection gender quota legislation adopted by the oireachtas in 2012. this requires all political parties in receipt of state funding to select at least 30% women candidates and 30% male candidates. this was recommended by the oireachtas sub-committee on women in politics which reported in november 2009. lobby to extend the legislative gender quota to local elections by amending the electoral act 1997, art 17 sec 3, to allocate state funding to qualified parties based on their first preference vote at the preceding general election and the preceding local election (e.g. 60-40 split). this would allow for a minimum 30% gender quota for the 2019 local elections and 40% for the 2024 local elections. why gender quotas for local elections? analysis of irish elections reveals that previ­ous experience in local office is a key springboard to higher office for both men and women [2] . however, few women have an opportunity to harness their local office experience and associated skills (such as building local networks and enhancing name recognition) as men are over-represented in irish local government. currently men make up 79% of local councillors. not all political parties are successful in meeting voluntary gender targets. for the 2014 local elections, neither fianna fáil nor fine gael reached their self-imposed voluntary gender quotas of 33% and 25% respectively [3] . international research shows that the adoption of electoral gender quotas is associated with increases in the overall quality of female and male politicians elected and those women elected via a gender quota are no less qualified than their non-quota colleagues [4] . for further information please email: [email protected] or [email protected] or [email protected] or [email protected] follow the group’s activities on our blog site: http://5050-group.com/blog twitter: www.twitter.com/5050-group facebook: www.facebook.com/the5050group [1] http://archive.ipu.org/wmn-e/classif.htm (accessed 8 november 2017) [2] fiona buckley, mack mariani, claire mcging, and timothy j. white (2015) ‘is local office a spring­board for women to dáil éireann?’ journal of women, politics and policy vol.36, no.3, pp. 311–35. [3] just 17% of fianna fáil’s candidates were women. the corresponding proportion for fine gael was 23%. [4] for example see: paulo júlio and josé tavares (2017) ‘the good, the bad and the different: can gender quotas raise the quality of politicians?’ economica , vol 84, no 335, pp. 454–479 and allen, peter; david cutts and rosie campbell (2016) ‘measuring the quality of politicians elected via gender quotas – are they any different?’ political studies , vol. 64, no 1, pp.143-163 posted in 50:50 local groups , 50/50 strategy , gender politics if you can’t find a spouse who supports your career, stay single! posted on october 29, 2017 by colette finn i am a huge fan of avivah wittenburg cox. she writes for the harvard business review. she is talking about women in the corporate world. however, i think her views are also relevant to women who work primarily in the home. avivah wittenburg cox writes: i was at a dinner with eight highly successful professional women recently, ranging in age from 35 to 74. their stories were typical of research i have been conducting on dual-career couples. one had just been given a huge promotion opportunity in another country, but had struggled for several months to get her spouse to agree to join her. another had decided that to save her marriage, she would take a yearlong sabbatical and go back to school, giving the family some balance and a breather from two high-powered jobs. a third had tried to work part-time for her law firm but quickly realized she was being professionally sidelined. she opted for a doctorate instead. her husband continued his career. this experience underlines the conclusion i’ve drawn from years of research and experience: professionally ambitious women really only have two options when it comes to their personal partners — a super-supportive partner or no partner at all. anything in between ends up being a morale- and career-sapping morass. this is the reality of the half-baked transition we are in when it comes to women in the workplace. the 20th century saw the rise of women. the 21st century will see the adaptation (or not) of men to the consequences of that rise. the reality is that the transition is not smooth and the backlashes will be regular, but the benefits are potentially huge. so far, a small minority of men and companies are at the forefront of the shift. as melinda gates recently wrote , we are still “sending our daughters into companies designed for our dads.” and into marriages billed as equal, as long as the man’s career isn’t disturbed by his wife’s success. (while i’ve occasionally heard stories of career-stifling spouses from same-sex couples, the vast majority i’ve heard are from heterosexual couples, and it’s almost always the woman whose career comes second.) it’s not that these husbands aren’t progressive, supportive spouses. they certainly see themselves that way — as do many of the ceos and leaders of companies i work with. but they are often caught out by trade-offs they were not expecting. they are happy to have successful, high-earning wives. they applaud and support them — until it starts to interfere with their own careers. a study by pamela stone and meg lovejoy found that husbands were a key factor in two-thirds of women’s decisions to quit the workforce, often because the wives had to fill a so-called parenting vacuum. “while the women almost unanimously described their husbands as supportive,” writes joan williams of the study, “they also told how those husbands refused to alter their own work schedule or increase their participation in caregiving.” as one woman put it, “he has always said to me, ‘you can do whatever you want to do.’ but he’s not there to pick up any load.” the women are left shocked and surprised. they had thought the rules of engagement were clear, that well-educated couples would be mutually supportive and take turns, helping each other become all they can be. a survey of harvard business school graduates emphasizes the disconnect : more than half the men expected their careers to take precedence over their wives’ careers, while most women expected egalitarian marriages. (almost no women expected their own careers to come first.) millennial men are often portrayed as more enlightened, but data complicates this picture: surveys have shown that younger men may be even less committed to equality than their elders. even for couples who are committed to equality, it takes two exc

URL analysis for 5050-group.com


http://5050-group.com/blog/about/list-of-authors/
http://5050-group.com/blog/if-you-cant-find-a-spouse-who-supports-your-career-stay-single/
http://5050-group.com/blog/about/
http://5050-group.com/blog/the-50-50-group-seeking-equal-political-representation/
http://5050-group.com/blog/media/
http://5050-group.com/blog/category/5050-local-groups/
http://5050-group.com/blog/author/colette-finn/
http://5050-group.com/blog/#secondary
http://5050-group.com/blog/page/2/
http://5050-group.com/blog/do-some-women-choose-to-remainbecome-subservient-to-their-man/
http://5050-group.com/blog/#_ftnref4
http://5050-group.com/blog/category/5050-strategy/
http://5050-group.com/blog/#_ftnref2
http://5050-group.com/blog/#_ftnref3
http://5050-group.com/blog/#_ftnref1

Whois Information


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Domain Name: 5050-GROUP.COM
Registry Domain ID: 1627379768_DOMAIN_COM-VRSN
Registrar WHOIS Server: whois.123-reg.co.uk
Registrar URL: http://www.meshdigital.com
Updated Date: 2015-11-17T05:55:48Z
Creation Date: 2010-11-26T08:05:03Z
Registry Expiry Date: 2017-11-26T08:05:03Z
Registrar: 123-Reg Limited
Registrar IANA ID: 1515
Registrar Abuse Contact Email:
Registrar Abuse Contact Phone:
Domain Status: clientDeleteProhibited https://icann.org/epp#clientDeleteProhibited
Domain Status: clientTransferProhibited https://icann.org/epp#clientTransferProhibited
Domain Status: clientUpdateProhibited https://icann.org/epp#clientUpdateProhibited
Name Server: NS1.UKWEBSOLUTIONSDIRECT.COM
Name Server: NS2.UKWEBSOLUTIONSDIRECT.COM
DNSSEC: unsigned
URL of the ICANN Whois Inaccuracy Complaint Form: https://www.icann.org/wicf/
>>> Last update of whois database: 2017-08-22T01:47:39Z <<<

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  REGISTRAR 123-Reg Limited

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  TYPE domain

DOMAIN

  NAME 5050-group.com

  CHANGED 2015-11-17

  CREATED 2010-11-26

STATUS
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NSERVER

  NS1.UKWEBSOLUTIONSDIRECT.COM 193.189.74.254

  NS2.UKWEBSOLUTIONSDIRECT.COM 195.8.196.254

  REGISTERED yes

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