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Can a school or daycare legally reject a child from enrolling due to the child not being potty trained?In the USA, for the most part, yes, with one major exception.If it’s a private pre-school (before the age where children are legally required to enter school) or a privately owned daycare center, no private provider is legally required to accept any child — they may have a limited capacity for enrollment, and not be able to devote the resources needed, for instance. A government-run provider which literally holds itself out as open to all comers who meet the age requirements and, say, parental status requirements (a care center for children of employees of a particular government agency, for instance) MAY have a duty to accept all appropriate-age children of eligible parents, or may run afoul of anti-discrimination laws. If they don’t have the resources or capacity presently, they may have to expand, if this is seen as an entitlement to all who meet the qualifications — just as the public schools have to do, for all regular school-age students.Once a child reaches mandatory school age, again a private school is not required to accept any particular student, as long as they do not make a habit of refusing admittance for invidiously discriminatory reasons. An applicant’s physical or mental disability may be considered such an invidious reason. But that doesn’t necessarily answer the factual question of whether a given student’s lack of “potty training” is due to a physical or mental disability, or just due to lax / undisciplined parents.If a child of school age is unable to use a toilet on their own, though, or requires a diaper, in almost all cases I would guess (but not presume — it still depends on the actual facts) that this condition amounts to a physical or mental disability which should not be the basis for denying that child an appropriate educational experience, just as it should not for any other handicap or disability.What a public school would have to do, therefore, is provide the child with an evaluation, and, if qualified, issue an Individualized Educational Plan (IEP) for that child, and then provide the child with the services required per that IEP to allow the child to receive an appropriate education. If possible, the child should be mainstreamed into the general school population to the extent the child is able. If the services required are too time-consuming or disruptive to general education, the IEP program for that child may call for a separate special-education placement.Even the most profoundly disabled children are entitled to a free public education in the USA. School systems know this, and (should) have the institutions, staff, and mechanisms in place to provide this for any child.Hope this helps answer OP’s question. Thanks for the A2A.

Yes, it is very hard to get accepted into the University of the Philippines. It is even harder to get into the UP in Diliman, the flagship campus of the UP System.You have to pass the UPCAT — it is so tough, there is a whole thriving industry of review centers and reviewers to prepare students to take it. You need to have good literacy skills in Pilipino and English as well as above average numeracy skills.Not all students on the honor roll in high school pass the UPCAT and passing the UPCAT is only one part of the admissions process. Your grades in high school are a factor. Whether you come from a public or private high school is also a factor. Whether you come from the province or from Metro Manila is also a factor. All these are inputted into what is called the UPG — the UP Predicted Grade.The choice of course and campus also determines whether you will be admitted into UP and UP Diliman. Some courses are offered only in one campus. For instance, Accountancy is available in Diliman but not in Manila. Intarmed (the seven-year medical school program) is available only in UP Manila. Only the top 10 % of UPCAT passers can be admitted into the Intarmed Program. For this reason, UP Manila is the campus where those who scored highest on the UPCAT go. Only UP Diliman offers a degree course in European Languages. Only UP Diliman offers a degree course in Anthropology.Some courses are quota courses (they have limited slots but there is a high demand among applicants). There is also a cut-off grade. For instance, if your UPG is 2.7, you may pass the UPCAT but you will not be admitted into UP because the college course you may have applied for will have a high cut-off (they only accept applicants who scored 2.5 or better). This is why the application form asks you to put two choices of campuses and three choices of courses. Or, you may be admitted as DPWAS into any “degree program with an available slot”. You will have to go from collegel to college looking for a degree program that will accept you because they have an available slot — the person who passed the UPCAT and was given that slot decided not enroll in UP. You can be given their slot instead. Yes, there are people who take and pass the UPCAT but they enroll elsewhere for a variety of reasons.I had a lengthy conversation with an employee at the Office of the University Registrar one day, and she said, “Hindi po komo't hindi tinanggap sa UP ay hindi na matalino. Mga honor students po ang mga kumukuha ng UPCAT. Kaya lang hindi natatanggap ay dahil sa kakaonti lang po talaga ang slot. Sa buong system po, mga 10,000 students lang ang matatanggap kada taon, eh, mga 75,000 po ang nag-a-apply.”Smart and ambitious people want to get into UP because for them, it is the most prestigious educational institution in the country.I know a thing or two about getting into UP Diliman. We are five siblings, all of us studied in UP and all of us graduated from UP Diliman. Two siblings qualified for UP Manila initially but they got sick being in the congested city of Manila and had to transfer to UP Diliman. One brother qualified for UP Baguio but he ended up in Diliman. Only one of us qualified directly into UP Diliman. My two children took the UPCAT, only one qualified into UP. That one got into UP Manila. One other kid had to wait one year and apply to transfer into UP (this was a much more difficult process, transferring, as there's an interview involved). My husband qualified for UP Diliman but he went to another university altogether. Let me give you the wealth of my knowledge and insight on the subject, you can take it or leave it.Why is it difficult to get into UP? Competition.So many people want to get into UP. Most of them want to get into Diliman. Have you been to their lovely campus? All that green grows on you. And all that space, it makes you feel insignificant and at the same time, lucky to be part of the vastness of the universe that is UP Diliman. Guess, what? 87,000 other high school seniors want to be part of that, too. Why do so many people want to get into UP? Why do so many people want to get into UP Diliman?Testing fee. UP charges applicants P450 testing fee. The Ateneo charges P600. UP is a public school and the fees are friendly to the public.Subsidized tuition. In my husband's time, one semester's tuition in UPD cost P189 (he paid P45 a month at the dorm, and his food allowance was about P20 a week). At the Jesuit University just down the road a bit where he went during his undergrad, one semester cost P700 (and this was only because he had grants-in-aid of 25% or he would have paid P1000 per semester — a princely sum in the 1970s). In my time in the 1980s, I paid P100 per unit; multiply that by 15 units, I paid P1500 tuition and about P700 for miscellaneous fees. When I was a junior, they raised the tuition to P300 per unit. There was an uproar. When I got to UP Law, I paid P7,000 per semester for 12 units. For my kids, I pay P1000 per unit; multiply that by 15 units, that's P15,000; plus miscellaneous fees, I pay around P18,000 per semester per kid. At a Catholic University along España Avenue, I paid P48,000 for 15 units for one child before that child qualified to transfer to UP.Free tuition. For two semesters now, I have not paid any tuition for my children (one in UP Diliman and the other in UP Manila). Do you wonder why so many want to get into UP?UP Diliman, UP Los Baños, and UP Manila are the only public universities in the Philippines that consistently rank high internationally. The rankings are based on number of research papers published, number of research grants provided, number of citations in scholarly journals, number of international students accepted, number of UP students cross-enrolling in other international universities. UP-PGH researchers made lagundi a mainstream remedy for cough. It was too bad that they couldn't patent it because it was not an invention. UP-PGH uses a cheap way to test for uterine and cervical cancer using vinegar. This makes cancer tests really cheap to administer. If you dream of studying further abroad, a degree from these universities can help you get accepted.No uniforms, no dress code. My kids were so sick and tired of wearing school uniforms, they wanted to go to a university where they did not have to wear uniforms. In my time, people came to class in t-shirts, in sundresses, halter tops, jeans and slippers — no one cared what you wore. The AS 101 kids (the rich mestizo students) wore Lacoste. There was this one mestizo candidate for USC vice chair who came to a rally in a white shirt (everyone was supposed to come in a white shirt) — his white shirt was Hanes. No one cared. No prescribed shoes, no prescribed haircut. UP doesn't care if you dress only in tattoos. Heck, some guys streak through the campus in their birthday suits but with a brown paper bag over their heads — go figure.Academic freedom. I don't know how to define what this is, but let me describe it to you — I had a professor who was a Martial Law detainee. He came to class to rant about Martial Law, about Marcos, about the US-Marcos dictatorship. His reading list was 10 pages long and he asked students to write a reaction paper for every one of the articles listed in it. He never taught a thing, but, boy, did I learn from the readings (I read Renato Constantino the way a person with bulimia binged on junk food). I had a teacher in Psych who only required us to come to class five times (the orientation lecture, the faculty evaluation day, and three lectures in total). The rest of the semester, we were to read the assigned textbook and other readings, we were to take a weekly test on ten of the chapters (15 minutes tops per test on 10 chapters of our choice) and answer at least three surveys (for the papers she was writing) and turn in 2 essays (how I fell in love & how I fell out of love). One professor required my kid to do a walkabout in Quiapo and Binondo, interviewing people. Another required him to attend two rallies. One professor made them spend one week in a rural community, living with rural folk and administering a survey. One kid went and observed an evangelical worship service.Academic freedom (part 2). UP profs are of every political stripe and color. They come from different social classes (I had wives of foreign diplomats for professors). They come from varied religious backgrounds (I took a Basic Latin course and the professor was a priest). In turn, UP accepts people no matter their political or religious beliefs. I had a professor who insisted on critiquing every classic novel on the reading list from a feminist perspective. I had a professor who smoked as much as he swore in class. I had a professor who told green jokes and only green jokes in class. We read Rizal with a “green” perspective.What academic freedom means on a personal level — when no one tells you what to do or how to behave, you will have to define who you are, where you are, where you've been, where you want to go and what you want to do. You will have to make sense of yourself, your past, your relationships. No one will tell you to go and study at the main library instead of taking a jeep to SM North and watch a movie. No one will make a schedule or itinerary for you. You will have to make decisions for yourself. No one will give you a timetable for getting things done. You'll be given a deadline, that's all. Sometimes, you will get a two-month or a two-week deadline, at most other times, you get a two-day deadline (it depends on whether your class is toxic or the professor is a terror). You will be given a list of things your paper needs to have in it. You will be graded according to the creativity, articulation and logic of the work you submit. The thing is, everyone is just about as smart as you (some are way smarter) so if you're used to being number one all the time with the pack way behind you, you may have a bit of cognitive readjustment to do. You will do a lot of self-assessment and re-definition of your values in UP. You will become more aware of yourself and issues that surround you. For some class valedictorians in high school, they will taste, for the first time, a tres (lowest passing grade and be proud of the fact that, at least, they passed because it was so very difficult — Math 17, Math 100), a kuwatro (conditional grade) or a cinco (flunk). Some people have to take Math 11 twice so it's become Math 22, or three times, so, for them, Math 11 became Math 33!) No will hold your hand or cheer you on when these things happen— you have to do it yourself. No one will wake you up for your 7am class. You can only rely on yourself. To a lot of people, this is scary because they have lived sheltered lives where their parents mapped out their existence for them. You will grow in UP but there is no guarantee what you will grow into. I know parents who refused to send their kids (friends of mine) to UP out of fear that they will become athiests, communists, feminists, or homosexuals. You will be forced to have an opinion on something. As long as you have facts to support your opinion and you have the strength of conviction to fight for it to be heard, you can believe and express anything you want —only, be prepared to be questioned and judged because of your opinions.Honestly, have you been to the campus? If you're stressed out or bored, just walk around the Academic Oval. If you want to know if the guy you're dating has potential to be in a long-term relationship, ask him to walk around the Academic Oval with you. You'll learn a lot about a person by what he does and says on a long walk. If you find that after one walkabout around the Oval and you have nothing to say to each other, or there is no substance or capacity for intellectual rigor or honest self-disclosure on his part, it might be best to move on. The best part of my day on the campus was around dusk when the damas de noche worked their magic. Before my night classes started (UP LAW has night classes), I'd watch the sun go down around the Oval before I trudged back into the building. I wondered to myself why I tortured myself in class —recitations were stressful-- when I could just sit in the Sunken Garden and watch a soccer match, throw a frisbee or fly a kite, or make out (if I had a boyfriend — why didn't I have one? Oh, I was a serious employee in the morning and a hardworking law student at night). In that corner between Malcolm Hall, the School of Economics and the Asian Center, the late afternoon was perfumed by dama de noche. Drink in the sweet scent, breathe it in deeply. That was the best spot to be.UP grows on you and you take the UP experience with you long after you've graduated. You will learn the bliss of solitude and the ache of loneliness while surrounded by a crowd. UP is a world, a universe unto itself. You will have to navigate it and the skills you get from surviving UP, they will shape who you are and what you will become.

Watch your languageScrutinize and edit job descriptions for exclusionary and gendered language.I once found a job description with a line about "must report to his supervisor." There is no reason ever to publish a line like that, not in this millenium. Needless to say, I did not apply.All those "ninjas" and "rockstars" could at least be women, but that's probably not the first image in your mind or theirs.Some language in job descriptions is so subtly gendered than most people never notice it—even those who are discouraged by it. Here is one study on gendered language and its effects: You Don’t Know It, But Women See Gender Bias in Your Job Postings. The Geek Feminism Wiki further suggests in Reducing male bias in hiring:Emphasize objective, measurable, and relevant qualifications over "cultural" or male associated personality traits.Evaluate your hiring criteria and procedures carefully to make sure they are not emphasising "cultural fit" qualities that actually mean "very like us".Call out specific skills that women are socialized to be comfortable with associating with themselves: collaborative working style, interpersonal skills, time management.Be careful about listing abilities in your job descriptions, too. Does a desk job really require climbing stairs and lifting 40lbs., or could someone use a cart, an elevator, and maybe a phone to move the occasional box? If you include that requirement, you unnecessarily exclude a qualified candidate who happens to have a bad knee. (Alas, this is not a hypothetical example, either.)A requirement such as, "5-7 years experience" excludes older workers, yet it is all but ubiquitous.The rest of your public image and recruitment material should support, or at least not undermine, your preference for diversity. If your website shows only token diversity in a bad stock photo, or if your last conference or trade show featured "booth babes" or landed you here (or should have), try again.Target your publicityAdvertise your job openings to the Society of Women Engineers, the Black Student Union, the Latino Student Union, and the Disability Resource Center. Many campuses have groups like these. The placement center or alumni association should be able to put you in touch.Blind auditionsI'm not the first person to suggest this. In the 1970s, orchestras began conducting auditions with a screen concealing the candidate. The proportion of women and minority candidates who were accepted leapt. It's entirely possible that you don't recognize your biases any more than those conductors did.As a first step, anonymize resumes before screening them. Various studies find that job-seekers with 'white' names get more callbacks than 'black' names (see also ‘Whitening’ the Résumé) and that resumes with men's names get better results than those with women's names. Try having a person (or computer) not involved in the screening process remove the names and any obviously identifying information (years of graduation, dates of birth, photos if they're volunteered) and see if you or your screening team comes up with a different mix of candidates to call back.There are other, subtler clues to a person's identity. One additional step is to conduct a part of the screening interview online, and to give the candidates an opportunity to take a quiz or do a puzzle or exercise online. Such a process would give candidates a way to show their stuff without showing their names, and it might also help to screen out folks who indiscriminately scatter resumes at any vaguely-promising job description on the web.Google has something along these lines. If you search for enough Python commands and tips, it pops up with an Easter egg that says "You're speaking our language. Are you up for a challenge?" If you accept, you get a series of puzzles, with increasing difficulty. If you complete some number of them, you will hear from a recruiter.All this may require changing, or at least rebalancing your tendency to hire mostly based on referrals, especially if your network of people you've always worked with wasn't very diverse to begin with.Hire interns and new gradsEvery employer in the universe wants employees who can "hit the ground running." Yet the experience which allows a job seeker to do so has to come from somewhere. Think back to how different your first job was from your formal education, about how much you learned—and how many connections you made—during your first few years on the job.This is one part of your "pipeline" that you as an employer have direct control over. If candidates from underrepresented groups have a harder time finding a job out of school, they are that much more likely to end up following a nontechnical or less-technical path.Hire older folksThere seems to be a tendency, especially in technical job descriptions, to require "five to ten years" of experience. Are employers afraid that more experienced folks will cost more? That they'll have bad habits? That they'll have outdated skills? Less time and energy to spend on work? Age is also diversity, and it usually comes with experience. We might all learn from those who have been working for awhile.Anyone spending too short a time at each company where they've worked is “job-hopping.” Anyone spending too long may be branded as not ambitious. I think the former may be a more valid criticism, depending, as always, on circumstances. (If the contract ended after three months, it could just mean the work got done.) As for longer-duration employment, what's the matter with remaining at a single company as long as one is growing and learning? Indeed, many companies used to expect it.Train and support your new peopleAs you build your team, give new people an opportunity to grow and advance. Two caveats:Don't be condescending about it. Training and orientation should be welcoming, and similar for all new hires. It should not be something that happens as a sort of punishment for those who are perceived as underperforming.Remember that your culture can grow, and become that much richer in the process. You're trying to give the new people the skills they need to achieve, which is not the same thing as pushing them to fit into your existing culture.Make sure your diverse technical staff doesn't get sidelined into supporting roles.Make sure women, especially, on technical teams don't get pigeonholed into doing things that are not as technical (ordering office supplies, technical documentation, "office mom"), or into doing cleanup work (bug fixes no one else wants, QA) instead of whatever "real" design or development work they signed on to do. Even ending up in project management might not be someone's preference, who was aiming for tech. There's a great article here on this effect as relates to women on technical teams: Women in Tech and Empathy Work. (For once, there are civilized, cogent comments, as well.)Move toward a "critical mass" of diverse team members.Critical mass does not necessarily mean gender parity or ethnicities or whatever else in proportion to the general population, or even with the pipeline. While that could be an eventual goal of diversification, critical mass simply means having enough diversity that nobody has to feel like the lone or "token" representative of a group. Jay Newton-Small discusses this point in the context of women in US politics. I think her point makes just as much sense in the context of tech teams.Diversify your leadership, tooYour senior technical staff, managers, executives, and board should all be moving in the direction of diversity. Remember, these are the people who hire, inspire, and support your technical team, and who set the company culture and direction.(Don't) Mind the GapGaps in resumes are anathema, and treated as one of the biggest "red flags" out there. Yet they may simply mean that a candidate from an underrepresented or non-traditional group had a hard time finding work. For women, especially, absences from work may also result from spending time taking care of family. Whether young children, aging parents, or others need care, women still end up doing a disproportionate amount of the caring. Either way, reconsider those resumes with a gap, and don't disregard someone or restart the clock on experience just because of some time spent out of the workforce. Anne Marie Slaughter has many wise things to say on this subject.Give real flexibility to all employees, especially for familyIt's good for families if both moms and dads take parental leave. Having dads taking their fair share of leave takes some of the pressure off new moms, and it also makes it ok for the moms to take off enough time. New parents—all of them—are sleep-deprived and likely to have their minds elsewhere. This policy needs to continue past the infant stage. If a child is sick, or it's time for a teacher conference or a big game or a school play, it needs to be ok for a parent to take a little time during the day, or to work from home. Here's one good discussion of the benefits of workplace flexibility.Work collaboratively towards building everyone up rather than tearing each other down.The article Inside Amazon: Wrestling Big Ideas in a Bruising Workplace discusses the brutal "rank and yank" policy there and some of the ways that it manifests in terms of employee retention and diversity. Contrast that with Bill McDermott's story of really helping and supporting whoever most needed it during a given month or quarter. This sort of initiative is good for retaining and growing all employees, and helping everyone achieve their potential, rather than simply beating up and throwing out those who "can't keep pace".Give your employees a mission and a purposeThis does not mean simply having a vague run-on sentence of a platitude titled "mission statement" engraved in a plaque on the wall. It means doing something that matters, and giving your employees enough latitude and ownership to really do their best.Don't disregard the pipelineTo separate the question of diversity from the “pipeline” and from social mobility and social inequality as a whole, is to miss a large part of the greater picture.Technology companies could start by making sure their contractors (janitors, cafeteria workers, bus drivers, etc.) and the people working in their supply chains are paid living wages, have safe and humane working conditions, and that they have health coverage.They could let universities know that they're interested in a more diverse selection of candidates. They could sponsor scholarships and even college testing and application fees.They could reach out to K-12 education in many ways, whether by encouraging employees to judge science fairs, or sponsoring science camps for kids, or working with schools on projects like the FIRST Robotics competition. Sponsoring a Maker Fair or maker space in a community would also make a big difference.Of course, the pipeline is a much larger question and outside the scope of the details of this question. My point is that it is not so far removed as much of the corporate world seems to believe.