StepIn! Building Inclusive Societies through Active Citizenship LLP DE-GRUNDTVIG-GMP / Module 2
|
|
- Solomon Anthony
- 5 years ago
- Views:
Transcription
1 Module 2 Intercultural training, activities and materials supporting the inclusion of excluded groups and migrants in education Written by P4: University of Nicosia, Department of Education, Cyprus
2 Table of content Table of content... 2 Addressees... 3 Aims... 3 Timing... 3 Requirements... 3 Contents... 3 Theory... 4 Difference... 4 Management of diversity... 4 Equal opportunities and management of diversity... 5 Understanding of attitudes and perceptions... 5 Interculturalism and cultural competence... 8 Multiculturalism - a difficult concept... 8 Interculturalism... 9 What is cultural competence? Here a didactic commentary is missing yet. Activities Warm-up activity Reflexion activity Evaluation activity Wrap-up activity Annex... 15
3 Addressees Adult education trainers Aims The trainers will develop skills and knowledge related to difference be able to deal efficiently with immigrants Understand and use practices of intercultural education Timing 15 hours Requirements Contents Introduction to difference - What is difference and how we deal with it? The experience of interculturalism today Related policies in Europe Good practices in dealing with difference Intercultural communication
4 Theory Difference Diversity is a term with several meanings. Generally, diversity refers to 'differences' and the ways in which people can differ. Maybe this sounds simple, but a closer view will show the determination of the meaning of this term in a difficult task since people differ in many ways- for example, differences based on gender, physical and mental ability, to national origin, sexual identity, religion, level of education, age, family status, economic status, etc. These differences may also find expression in terms of experiences, values, ways of thinking, behavior, communication and working. Probably all have heard the word 'diversity' and we have related it to the 'variety'. Until now, however, we may have associated this term with issues related to the functioning of an organization- if we do this, probably is a fairly recent addition to the specific vocabulary relating to organizational issues. Equality and diversity are central to every human transaction. Understanding the basic principles of equality and diversity is important for everyone, regardless of the type of organization for which they work and the role they have to play. Both equality and diversity are issues that impinge on every activity undertaken by an organization and are important in the process of action. The approach to an organization's equality and diversity has implications for organizational success -this assessment developed more recently and led to a more systematic identification and exploration of this topic. Management of diversity Diversity management focuses on the ways in which people differ, for example, through the different ways of working, thinking and communicating with others arising from differences in age, social background, education, gender, ethnic origin, religion, sexual orientation, etc. Ensuring diversity in organizations becomes apparent through human relationships, and it is a source of creativity which makes continuous organizational improvement. It is obvious that the management of diversity requires a positive perception of the differences between people and creates a commitment to a positive evaluation, not only for social and moral, but also for operational reasons. The positive assessment of diversity management assists in the fight against prejudice, discrimination, stereotyping, harassment and injustice and creates the foundation to support people in order to provide them with the opportunity to offer the best of their abilities, gain satisfaction in the workplace and to develop understanding of the impact of their choices on others.
5 The development of knowledge held by an agency in connection with the application of these principles in their daily operation, in contrast to the case where the application of these principles is an "additional element of reflection and planning', increases the benefits that can be reaped. Indeed, more and more, organizations are forced (by customers, suppliers, employees and society more generally)to demonstrate that equality and respect for diversity are key pillars in its policies and practices. Equal opportunities and management of diversity At the same time respect for diversity refers not only to equality between people regardless of the characteristics that differentiate them (such as the age, gender, and ethnicity) and the adoption of policies such as the policy of equal opportunities. To undergo equal opportunities is essential to have recognition and respect for diversity. Equal opportunities relate to the fair and impartial treatment of all people and create conditions that encourage and respect diversity, and ensure the dignity, both in the workplace and in the wider society. An equal opportunities policy is also adopted to counter false statements that were allowed in the past and to ensure that our dealings with customers, partners and suppliers are conducted in a creative way that leaves no room for non-justified discrimination, and encourages the participation of all. Generally, we can understand the rationale for both the management of diversity and for the adoption of a policy for the management of diversity based on three different approaches: ethical approach supranational legal approach approach that anticipates, manages and benefit from the change. Understanding of attitudes and perceptions We have already discussed the broader concepts of equality and diversity. It is important to focus briefly on how human relationships affect our own beliefs - or otherwise, on how they affect our 'attitudes and perceptions. It is important to properly assess this effect (by individuals and organizations) in order to have efficient implementation measures for improvement on issues related to equality and diversity. On a basic level, there are three categories of thought and action which receive frequent reference in this field: 1. Bias Bias is a result from a view based on unsatisfactory evidence. It is often the view of an
6 individual formed after an initial experience that has insufficient basis for drawing conclusions. The bias can be of either positive or negative nature. 2. Stereotype A stable and garbled generalization to all members of a particular group - a relentless crisis which ignores the 'here and now'. Take the next two minutes to think about the stereotypes you face in your everyday life! 3. Discrimination Choosing a negative approach (or good behavior) which is addressed solely to a particular person or group.
7 StepIn! Building Inclusive Societies through Active Citizenship Discrimination Stereotype Discrimination This model describes how prejudice, stereotypes and discrimination are related. Using the analogy of an iceberg, we observe that the term 'bias' is located at the base, below the water surface. Despite the fact that the bias is not easily visible, however, has a significant effect on our behavior - and on our actions. The ratio shows the 'stereotype' in the water. The stereotypes we shape are influenced by our prejudices - as well as the prejudices that are promoted through television, newspapers, our parents, our friends, etc. - which in turn affect our behavior. The term discrimination is at the top of the iceberg - is out of the water and seen clearly. In this case there is a reference to a practice of discriminatory behaviour. In fact, 90% of an iceberg is below the
8 water surface. Similarly our behavior is determined at 90% of prejudices and stereotypes. It is often said that "bias is the thought and discrimination is the act. Prejudices and beliefs are at the core of who we are - they determine our behavior. Although the bias is hidden, however, it defines the rights we give to others and to ourselves, and how we behave. This ratio indicates: (a) the ways in which our behavior is influenced by our own biases or the prejudices of those around us, and the stereotypes that are created based on these biases (b) the manner in which our perceptions can affect our daily transactions, and the impact of these transactions. Interculturalism and cultural competence Multiculturalism - a difficult concept With the large-scale migration in Europe multiculturalism has become an important topic. The terms 'multiculturalism' and 'multicultural society' can be used as concepts that have the potential to clarify the ways in which European societies are not spaces with homogeneous populations or spaces where everyone participates in the same way within a wider culture. Many use the term 'multicultural society' as a model for the description of societies whose populations have become increasingly multinational as a result of the large scale immigration. With this approach, the concepts of 'multiculturalism' and 'multicultural society' are useful as they describe generally the society as a whole. However, such a use of the term 'multiculturalism' and 'multicultural society' not only can help in the effort to clarify the way in which we approach issues related to diversity but can also lead to confusion. This can happen because the terms are used in multiple ways. Some popular ways of using these terms include: The most common and most useful way that the terms 'multiculturalism' or 'multicultural society' are used is as indicators of social change, which refers to the changing of the ethnic composition of the population, a situation in which a relatively homogeneous population has become more diverse. In this aspect the 'multicultural society' makes up a descriptive category. These terms can be used in a way that describes an attitude that reflects tolerance towards others: as a friendly and supportive attitude towards immigrants, as a liberal and democratic attitude that is based on (among others) learning from the mistakes and the fatal consequences of nationalism, of chauvinism and ethnic intolerance.
9 Multiculturalism can also be used as an approach to the concept of culture where there is no 'true' and 'original' culture. Every culture has incorporated elements of other cultures, and civilizations are the result of interaction. Culture is a continuous process and change. From this perspective, the cultures of immigrants are treated as opportunities to enrich the local culture. On a more superficial level, multiculturalism can be seen as a position that looks certain aspects of the culture of immigrants (for example, folklore, food, etc.) and see these reports as potential sources of enrichment of 'our' culture. Very often, based on a romantic approach, immigrants are viewed as people with properties that 'we lost' (emotions, stable social relationships, spontaneity, etc.) Based on such an understanding we can learn from them again. Multiculturalism can be understood as a political-constitutional authority, referred to national identities as important basis for political and state organization for the distribution of rights and resources. It implies strengthening the national pluralism, the ethnic autonomy, and takes a position against integration or assimilation and against an 'official language'. A different approach to the term multiculturalism is the one that understands the term as well-intentioned but based on an illusion since it ignores the need for a common culture, a language, and an identification of the subjects of the state in order to allow social unity and stability. The results of unity and homogeneity of the nation-state are considered as an achievement not easily replaced. Interculturalism By the late 1990's, the concept of interculturalism as a European concept turned to encourage dialogue between different cultural groups in order to reduce bias. Today, the European Commission considers interculturalism as a dialogue between different cultural groups, and suggests that this type of dialogue will enable European citizens to acquire 'knowledge and skills in order to face an open and complex environment. This was the first goal of the European Year of 2008 for the promotion of intercultural dialogue. Unlike multiculturalism that asks for the equal treatment and promotion all cultures that coexist in one country, interculturalism aims to develop a common political culture based on the values of democracy, freedom and human rights, as identified through a liberal political discourse. Interculturalism encourages interaction between the communities living in the same country. The intercultural approach implies the preservation of individual rights, without distinction. This means in particular that all people have the right to be members of ethnic groups to which they belong and to preserve and exhibit their cultural and religious identities in public life. At the same
10 time, society is bounded by the same fundamental rights and obligations, without exception. This approach can be understood as a way of life based on a conception of the equality of people regardless of differences that may characterize their lifestyles. It is thus an attitude that is contrary to ethnocentrism and is characterized by tolerance for personal choices and little tolerance for theocratic systems. What is cultural competence? It is important to note from the beginning that there is no commonly accepted definition for the term cultural competence. Although there are various definitions for the concept of cultural competence, and corresponding models for its development, however, one stands out from these definitions that are most commonly accepted since receiving the most referrals. Cross et al (1989) define cultural competence as a set of compatible behaviors, attitudes, and policies that converge in one system, department, or among professionals, enabling this system, department or professionals to work effectively within intercultural situations. Some clarifying examples include the following: Cultural competence is related to the acceptance and respect of diversity, continuous selfcriticism in relation to culture, the understanding of the dynamics created by diversity, continuous development of cultural knowledge and the available resources, and the flexibility of delivery services to meet the needs of minorities. We can also approach the issue of cultural competence at a purely functional level. Through such an approach cultural competence is related to the integration and transformation of knowledge, information, and data related to people from other cultural groups in order to develop new skills and approaches in relation to interculturalism. Cultural competence has nothing to do with the establishment or maintenance of diversity. The concept of adequacy is not associated with numbers and issues of representation but with the skills to meet the needs of people with different cultural characteristics. Learning to respect and value different cultural identities. The systems should provide services to 'customers' that are characterized by different values, beliefs, and behaviors, including the adjustment of the way of service in order to take into account the social, cultural, and linguistic needs of the 'client'.
11 Activities Warm-up activity Name of activity Description of the activity Vocabulary explanations To help participants to focus on the meanings of these phenomena and to understand the difficulty of an effort to determine the above terms and the implications of choosing one definition rather than another. Duration of the activity 3 hours Aims of the activity participants shall appreciate the importance of precise and careful language in discussions on multicultural issues and social justice, participants shall the way in which the process of defining concepts serve to better understand the conditions. Materials needed to perform activity Requirements Methodology to implement and develop activity Guidance once the activity is over The facilitator will divide the participants into groups of 6-10 people to ensure the participation of all. The facilitator of each group will give the floor to each participant to explain the definition of the word 'bias'. The team will continue the same process in relation to 'discrimination' and 'racism' trying to reach a commonly accepted definition of the terms. (Rarely will agree on a specific definition) All definitions will be discussed. At the end there will be a discussion among all participants. Facilitator Notes (1) Definitions Bias -The bias is a result form a view based on unsatisfactory evidence. It is often the view of an individual formed after an initial experience that is insufficient basis for drawing conclusions. The bias can be of either positive or negative nature. Discrimination - The choice of a negative approach (or good behaviour) which is exclusively directed towards a particular person or a group. Racism - is the belief that race is the primary determinant of human traits and capacities and those racial differences produce an inherent superiority of a particular racial group. (2) An issue often raised is whether prejudice and discrimination can be positive (I'm biased towards my children, I have bias towards food).it is important to note that the topics are discussed in the context of social justice, where for any bias directed at one person there is a corresponding bias directed at another person. (3) Based on the above definitions, anyone can be racist or sexist. It is very important to discuss the issue of power. For example, one definition of racism can be ' somebody is biased or he/she discriminates because of a race, and he/she has the power to enforce it. In this case someone may argue that only men are sexists and only whites are racists. This view has a significant impact on several people who answer that 'others' are
12 equally racists. This response gives us a good opportunity to distinguish between the individual racist behaviour and the racist behaviour of an institution. (4) Should be devoted enough time to discuss the issue of power. Many participants find it difficult to understand its importance. They should discuss examples of racism as they appear from the behaviour of people. They should also compare and contrast the racist behaviour of a body or department in which different economic, class, and social issues are involved. In this way the issue of power can be better understood. Some groups do not hold the political, economic, or social power to incorporate a racist behaviour in the way an organization functions. It is important to recognize that we all have personal power on a personal level and that what is important is how it is used: In defence of the 'right' issues? Who creates the rules and who benefit from them? (question of institutional power). (5) The main point of this exercise is to open the debate on the difficult concepts that are the subject of this exercise and the development of an understanding of how different people use the same words but attach different meanings to them and they mean different things. Evaluation (6) Note that when you do not understand the meaning of a word, look for its meaning in the dictionary, and accept this explanation as an absolute truth. Challenge the participants to explore the meanings of the words 'black' and 'white' and watch their connotations. Reflexion activity Name of activity Description of the activity Perceptions and views analysis Learners will see the optical illusion pictures, as well as the ambiguous and abstract images, and they are asked to describe what they see Duration of the activity 3 hours Aims of the activity To develop the perception that biases influence the interpretation and reality Materials needed to A series of images whose size can be used for slide show (see Annex) perform activity Requirements Methodology to Observe each image for a short time and give a detailed explanation of implement and develop each picture. activity Guidance once the activity is over Evaluation Logic: We tend to see only what we expect or want to see. Our personal beliefs and opinions affect the way we experience reality. Stereotypes, generalizations and prejudices reduce our contact with the world. By understanding this process, students will be able to broaden their perspectives reconsidering their initial estimates and expectations, thus becoming more flexible and tolerant.
13 Evaluation activity Name of activity Evaluation Description of the The students work in groups and discuss the meaning of a vignette activity Duration of the activity 1 hour Aims of the activity To evaluate their intercultural competences Materials needed to One vignette perform activity Requirements Methodology to Students are divided into groups of 4. They read the vignette and discuss implement and develop the meanings and implications of it for intercultural education. Then they activity report to the whole group. Guidance once the Vignette activity is over I am looking for friends. What does that mean -- tame?" "It is an act too often neglected," said the fox. "It means to establish ties." "To establish ties?" "Just that," said the fox. "To me, you are still nothing more than a little boy who is just like a hundred thousand other little boys. And I have no need of you. And you, on your part, have no need of me. To you I am nothing more than a fox like a hundred thousand other foxes. But if you tame me, then we shall need each other. To me, you will be unique in the entire world. To you, I shall be unique in the entire world... Evaluation Antoine de Saint-Exupéry, The Little Prince
14 Wrap-up activity Name of activity Description of the activity Duration of the activity Aims of the activity Materials needed to perform activity Requirements Methodology to implement and develop activity Guidance once the activity is over Evaluation
15 Annex What do you see? Description Description Description Description Description Description Description Description Description Description Description Description
Staffing Equal Employment Opportunities (EEO) and Diversity Policy
Staffing Equal Employment Opportunities (EEO) and Diversity Policy Policy Number 5.3 Link to CCQA Principles QIAS Quality Practices Guide 2005 Principles 1.6, 2.1, 7.2, 7.3, 7.4 Rationale Blackmans Bay
More informationDiversity & Social Inclusion Strategy
Diversity & Social Inclusion Strategy 2018 2021 Diversity and social inclusion are at the heart of our YMCA and our commitment to building healthy and inclusive communities. Race Physical /Mental Ability
More informationValuing Diversity. Clarendon Primary School
Valuing Diversity Clarendon Primary School Summer 2016 CONTENTS Page No 1. Valuing Diversity 2 2. Employment strategy statement 3 3. Disability strategy statement 4 4. Women s equality strategy statement
More informationVolunteerism for the Next Generation
Valuing and Achieving Diversity in Volunteer Management The goal of achieving organizational diversity is more than a moral or legal issue; it makes good sense! Diversity strengthens and enhances the effectiveness
More informationStereotyping Awareness and Ethical Management Decisions. An Individual Case Analysis Paper. Submitted to Dr. Sharon Johnson. Savannah State University
Stereotyping Awareness and Ethical Management Decisions An Individual Case Analysis Paper Submitted to Dr. Sharon Johnson of Savannah State University in Partial Fulfillment of the Requirement for Organizational
More informationDiversity: human characteristics that make people different from one another
Diversity: human characteristics that make people different from one another This includes all the differences we bring to our workplace, such as: Gender Religion Thinking Style Local Knowledge Physical
More informationKENT MUSIC Equality and Diversity Policy
KENT MUSIC Equality and Diversity Policy October 2017 1.0 Commitment 1.1 Kent Music is committed to achieving equality of opportunity, access and outcomes for all, through: recognising and redressing the
More informationPart 5 Job Satisfaction. Chapter 20 Diversity and Rights in the Workplace
Part 5 Job Satisfaction Chapter 20 Diversity and Rights in the Workplace Diversity Trends in the United States Factors that cause population differences include: Cultural heritage. Language. Religion.
More informationMODULE 4 BEST PRACTICES FOR DIVERSITY-COMPETENCE IN NON-PROFIT HUMAN SERVICE ORGANIZATIONS: HUMAN RESOURCES MANAGEMENT
MODULE 4 BEST PRACTICES FOR DIVERSITY-COMPETENCE IN NON-PROFIT HUMAN SERVICE ORGANIZATIONS: HUMAN RESOURCES MANAGEMENT SUMMARY OF MODULE PURPOSE The purpose of this module is to help participants understand
More informationEQUALITY AND DIVERSITY POLICY
EQUALITY AND DIVERSITY POLICY All reference to personnel includes both paid employees and volunteers. Anglia Care Trust is committed to eliminating discrimination and encouraging diversity amongst our
More informationThis document sets out the College s commitment to equal opportunities and the encouragement of diversity.
The Royal College of Surgeons of England Equality and Diversity INTRODUCTION The Royal College of Surgeons of England is committed to complying with relevant equality legislation, the Equality Act 2010,
More informationMISSION STATEMENT (revised SEPTEMBER 2002)
COLLEGE-MONTROSE CHILDREN'S PLACE MISSION STATEMENT (revised SEPTEMBER 2002) We are a family resource programme that addresses the changing needs of diverse families. We create connections between children,
More informationScotch Plains-Fanwood School District Global Competency Matrix Draft: May 16, 2012
Scotch Plains-Fanwood School District Global Competency Matrix Draft: May 16, 2012 District Goal Global Awareness: Our students will have a global perspective. Part 1. Rationale: What is a global perspective
More informationMANAGING DIVERSITY POLICY
MANAGING DIVERSITY POLICY Purpose of Policy FACT (Foundation of Art & Creative Technology) is committed to valuing and promoting Diversity in all areas or recruitment, employment, training and promotion.
More informationCreating an inclusive volunteering environment
Creating an inclusive volunteering environment Why is creating an inclusive environment important? Understanding the needs of all of your volunteers and making sure they feel valued and respected increases
More informationNDP.001 Version 1.0 when instructing or using other suppliers Prepared by: Stuart Hanson Approved by: Andrew Buckingham Page 1 of 17
Code NDP.001 Title when instructing or using Status Active Prepared by Stuart Hanson Approved by Andrew Buckingham Date Approved 09.11.17 Revision Number Version 1.0 Date last amended 09.11.17 Date of
More information1.1 What is Ethics? Why is it important to apply this Code?.. 2
PPI CODE OF ETHICS CONTENT 1. Our Code of Ethics 2 1.1 What is Ethics? 2 1.2 Why is it important to apply this Code?.. 2 2. Ethic Principles.3 2.1 Respect.4 2.2 Equality and non-discrimination....4 2.3
More informationSTOCKTON UNIVERSITY MSW PROGRAM MISSION, GOALS, COMPETENCIES, AND PRACTICE BEHAVIORS
1 STOCKTON UNIVERSITY MSW PROGRAM MISSION, GOALS, COMPETENCIES, AND PRACTICE BEHAVIORS Mission The mission of Stockton s MSW Program is to educate social workers who are prepared for advanced-level practice
More informationBSBDIV301 WORK EFFECTIVELY WITH DIVERSITY LEARNER RESOURCE
BSBDIV301 WORK EFFECTIVELY WITH DIVERSITY LEARNER RESOURCE Developed by Enhance Your Future Pty Ltd 1 T A B L E OF C O N T E N T S TABLE OF CONTENTS... 2 COURSE INTRODUCTION... 4 ABOUT THIS GUIDE... 4
More informationAddressing the -isms Privilege, Bias and Oppression In Our Organizations: Language and Frameworks
Addressing the -isms Privilege, Bias and Oppression In Our Organizations: Language and Frameworks There are many concepts in the world of -isms /diversity/multicultural work, and there are many frameworks
More informationEquality and Inclusion policy
Equality and Inclusion policy Version: 2.0 : March 2017 Our commitment Alzheimer s Society recognises that dementia does not discriminate. It impacts upon the lives of individuals, groups, and communities,
More informationPolicy Section: Community Relations
Policy Statement It is the policy of the Keewatin-Patricia District School Board (the Board) that the principles of the Equity and Inclusive Education Strategy policy shall guide all aspects of board operations,
More informationEquality & Diversity Policy
Equality & Diversity Policy Staff reviewer: Kerry Burnham Scrutinised by link Governor: Philip Jenkinson Date signed off at Committee: Date approved at Board: Next review date: 03.07.18 May 2019 1 Purpose
More informationEquality & Diversity Policy
Equality & Diversity Policy Staff reviewer: Kerry Burnham Scrutinised by link Governor: Philip Jenkinson Date signed off at Committee: Date approved at Board: Next review date: - 06.07.17 May 2018 1 Purpose
More informationThe ClimateQUAL : OCDA survey measures the following organizational climates:
The ClimateQUAL : OCDA survey measures the following organizational climates: ORGANIZATIONAL CLIMATE Organizational climate refers to the interpretative frameworks shared by employees regarding the priorities
More informationCOREPER is invited to recommend to the Council (General Affairs) to adopt the Council conclusions as set out in the Annex to this Note.
COUNCIL OF THE EUROPEAN UNION Brussels, 20 May 2011 10139/1/11 REV 1 FREMP 53 JAI 318 COHOM 131 JUSTCIV 128 JURINFO 30 NOTE from: Presidency to: COREPER/COUNCIL No prev. doc. 9008/2/11 REV 2 FREMP 34 JAI
More information2017 Cultural Competency & Diversity Training. Promoting Excellence Through Training
2017 Cultural Competency & Diversity Training Learning Objectives After completing this training, you will be able to: Define and describe Cultural and Linguistic Competency and Cultural Diversity Properly
More informationEqual Opportunities and Diversity Policy
Policy Code: HR8 Policy Start Date: July 2015 Policy Review Date: April 2018 Please read this policy in conjunction with the policies listed below: TL1 Access to Fair Assessment Policy SW6 Anti-Bullying
More informationCODE OF ETHICS AND CONDUCT OF THE TELECOM ITALIA GROUP
CODE OF ETHICS AND CONDUCT OF THE TELECOM ITALIA GROUP 6 December 2012 CONTENTS Article 1 - Premise 2 Article 2 - Founding values 2 Article 3 - Internal control and risk management system 3 Article 4 -
More informationEquality and Diversity Policy
Equality and Diversity Policy 1.0 PRINCIPLES ON WHICH THIS POLICY IS BASED: It is our belief that the Academy should be free of discrimination, harassment or victimisation on the grounds of race, gender,
More informationEquality and Diversity Policy
Equality and Diversity Policy Contents 1. Our Equality and Diversity Principles 2. Statement on Equality, Diversity & Inclusion 3. Introduction & Aims 4. Scope of the Policy 5. Customers, suppliers and
More informationKING S COLLEGE LONDON EQUALITY ANALYSIS GUIDANCE
Human Resources Diversity & Inclusion KING S COLLEGE LONDON EQUALITY ANALYSIS GUIDANCE Why do I need to know about this? Conducting an Equality Analysis (EA) will help you to consider the impact that a
More informationArticle ADAPTING CULTURAL DIVERSITY By Hal Mahera Ahmad
Article ADAPTING CULTURAL DIVERSITY By Hal Mahera Ahmad In Lyrical and Critical Essays, Albert Camus 1 wrote, Men express themselves in harmony with their land. And superiority, as far as culture is concerned,
More informationBristol City Council's
Bristol City Council's Summary of Equalities Policy Equal Opportunities and Anti Harassment Bristol is a city of increasing diversity, which brings positive benefits to us all. It is crucial that the
More informationSSG Equality and Diversity Policy (Incorporating Equality Act 2010) SSG SUPPORT SERVICES GROUP LIMITED
Equality and Diversity Policy (Incorporating Equality Act 2010) SSG SUPPORT SERVICES GROUP LIMITED Policy Statement SSG Support Services Group Ltd is committed to eliminate discrimination, promoting diversity
More informationEqual Opportunities and Diversity Policy Version 4. Author: A Talbot Date: October 2017
Cerebral Palsy Sport No: CPS041 Equal Opportunities and Diversity Policy Version 4 Author: A Talbot Date: October 2017 Purpose: Cerebral Palsy Sport believes that sound policies in the following areas
More informationDiversity, Inclusion and Intersectionality Report
Diversity, Inclusion and Intersectionality 2018 Report In 2015, Culture Amp and Paradigm developed the Diversity and Inclusion Survey. It was an open-source collaboration designed to be the gold standard
More informationEqual Opportunity, Anti-Racism and Anti-Discrimination
Equal Opportunity, Anti-Racism and Anti-Discrimination POLICY The Hamilton Police Service is committed to fostering a strong culture of Human Rights and inclusiveness in policing within the City of Hamilton.
More informationCity of Dover Human Relations Commission Strategic Plan
I. INTRODUCTION The establishment, purpose, powers and duties of the City of Dover Human Relations Commission (hereinafter, the Commission ) are provided for in Part II of the Dover, Delaware Code of Ordinances,
More informationKey Priorities for Quality Apprenticeships
European Apprentices Network Key Priorities for Quality Apprenticeships Introduction The European Apprentices Network (EAN), established in 2017 by the European Youth Forum and the Organising Bureau of
More informationEqual Opportunities POLICY AND PROCEDURE. Solihull Life Opportunities INTRODUCTION
Solihull Life Opportunities POLICY AND PROCEDURE Equal Opportunities 38 Walnut Close, Chelmsley Wood, Birmingham, B37 7PU Charity No. 1102297 England Company No. 5025939 INTRODUCTION Solihull Life Opportunities
More informationSDE EQUAL OPPORTUNITIES POLICY
SDE EQUAL OPPORTUNITIES POLICY A) STATEMENT OF POLICY 1. xxxxxx recognises that we live in a society where discrimination still operates to the disadvantage of many groups in society. 2. xxxx believes
More informationOur Equal Opportunities and Diversity Policy. Pollard Thomas Edwards architects revised Nov 2010
Our Equal Opportunities and Diversity Policy Pollard Thomas Edwards architects revised Nov 2010 2 contents 2010 Equal Opportunities 3 and Diversity Policy 1.00 Statement of Policy 3 2.00 Why does PTEa
More informationEmpowering People Inspiring Communities Ltd. Equality and Diversity Policy
Empowering People Inspiring Communities Ltd Equality and Diversity Policy Date submitted to Board: 22 nd March 2007 Policy to take effect from: 1 st April 2007 To be reviewed: 1 st April 2010 Version no.
More information2. Diversity is about understanding, recognising, respecting and valuing differences.
Acas EQUALITY AND DIVERSITY POLICY Underlying principle 1. Everyone is different and has something unique to offer. Acas wants to respect and understand these differences and to make the most of everyone
More informationTHE POLICY FRAMEWORK FOR Substantive Equality
Department of the Premier and Cabinet Equal Opportunity Commission Office of Equal Employment Opportunity Department of Indigenous Affairs Office of Multicultural Interests THE POLICY FRAMEWORK FOR Substantive
More informationFundamentals of Organizational Behavior
Fundamentals of Organizational Behavior Chapter 1 What is organizational Behavior Defining organizational behavior Field that studies how individuals, groups, and structure affect behavior within organizations
More informationArkansas State University Department of Social Work Competencies and Advanced Practice Behaviors
1 Arkansas State University Department of Social Work Competencies and Advanced Practice Behaviors Educational Policy 2.1.1 Identify as a professional social worker and conduct oneself accordingly. Social
More informationNHS Isle of Wight Clinical Commissioning Group: Governing Body
NHS Isle of Wight Clinical Commissioning Group: Governing Body Date of Meeting: 21 March 2013 Agenda Item: 6.2 Paper number: GB13/020 EQUALITY AND DIVERSITY POLICY Sponsor: Caroline Morris, Head of Corporate
More informationCode of Business Conduct
Fluorsid S.p.A. Area Industriale di Cagliari 2a Strada Macchiareddu 09032 Assemini (CA) - Italia Tel. +39 070 246321 Fax +39 070 2463235 Organisation, Management and Control Model according to the D. Lgs.
More informationWelcome to Stockton University. Online Seminar in Field Instruction (SIFI) UNIT 6: Cultural Competence
Welcome to Stockton University Online Seminar in Field Instruction (SIFI) UNIT 6: Cultural Competence Stockton MSW Program Mission As reported in the first session of this Seminar in Field Instruction:
More informationEquality and Diversity Policy Including the British Values Statement
Equality and Diversity Policy Including the British Values Statement Replacing the Single Equality Policy Context: The legal and local framework for this policy is: Race Relations Act 1976 (as amended
More informationJ McCann & Co Limited
POLICY This policy applies to all employees, workers, visitors, subcontractors, suppliers, ex-employees and persons applying for employment with J McCann & Co Limited. It is designed to attract the finest
More informationInformation Session. Cultural Awareness. Susan A. Lill, SPHR Align HR Services. Align HR 1
Information Session Cultural Awareness Susan A. Lill, SPHR Align HR Services Align HR 1 Session Objectives Learn terminology - culture and diversity Understand demographics and the impact on our workplace
More informationEquality & Diversity Policy
Equality & Diversity Policy Policy Reference: Approved by: Policy/HR001 Issue 3 Senior Management Team Date approved: 19 October 2017 A Scope and objectives bpha recognises our service-led imperative to
More informationWhen Recognition Matters CODE OF ETHICS PO1-PECB Code of Ethics Version: 2.0 Revised:
When Recognition Matters CODE OF ETHICS www.pecb.com 05000-PO1-PECB Code of Ethics Version: 2.0 Revised: 2017-12-19 Foreword PECB is fully committed to adhere to the highest ethical conducts and values.
More informationCultural Competency Training For Health Care Providers HEALTHPLAN.ORG
Cultural Competency Training For Health Care Providers HEALTHPLAN.ORG Our Mission Established as a community health maintenance organization, The Health Plan delivers a clinically-driven, technology-enhanced,
More informationEQUAL OPPORTUNITIES POLICY
EQUAL OPPORTUNITIES POLICY POLICY STATEMENT The Scottish Federation of Housing Associations (SFHA) wishes to be seen as an exemplar in pursuing equality, to encourage high standards of practice among its
More informationEqual Opportunities and Diversity Policy for Staff
Policy Code: HR8A Policy Start Date: March 2017 Policy Review Date: March 2020 Please read this policy in conjunction with the policies listed below: TL1 Access to Fair Assessment Policy SW6 Anti-Bullying
More informationTogether. Chapter 8 Management Essentials 8.1: Learning to Work
Chapter 8 Management Essentials 8.1: Learning to Work Together Identify differences between school and the workplace in terms of diversity, stereotypes, and cultural influences What is management s role
More informationEqual Opportunities & Race Equality Policy September 2005
Equal Opportunities & Race Equality Policy September 2005 1. EQUAL OPPORTUNITIES POLICY Our Commitment We are committed to the achievement of equal opportunities. This is central to our mission as a University
More informationEMPLOYMENT EQUITY POLICY
EMPLOYMENT EQUITY POLICY 1) Approved by the COUNCIL on 11 March 2005 2) Revised July 2011 TABLE OF CONTENTS 1 Preamble 1 2 Purpose of the Policy. 3 3 Application 3 4 Guiding principles... 3 5 Implementation
More informationHandbuch Code of Conduct url:consense://produktiv/d Our success is based on satisfied customers
This defines the principles and requirements of GEMÜ Group incl. all subsidiaries around the world regarding their responsibility for people and the environment. Our success is based on satisfied customers
More informationDRAFT EQUALITIES STATEMENT
DRAFT EQUALITIES STATEMENT 1 Our commitment Fairfield High School is committed to ensuring equality of opportunity and inclusivity for all members of our school community: pupils who attend the school,
More informationThe policy reflects national legislation and guidelines on good practice:
WBTC EQUALITY, DIVERSITY AND INCLUSION POLICY This policy is a high level overarching policy and sits on top of detailed policies/procedures and guidance as specified in point 8 - Associated Policies.
More informationMind Equalities Statement
Mind Equalities Statement Equalities Statement Equality and diversity are essential to Mind s mission. As a whole organisation, we will seek to implement this priority in all our work. We are committed
More informationCatch22 policy Equality and Diversity
Catch22 policy Equality and Diversity Contents 1. What is the Equality & Diversity policy statement about? 2 2. What is the policy for? 2 3. Policy statement 2 4. Definitions 3 5. Legislation 4 6. How
More informationCORPORATE SOCIAL RESPONSIBILITY (CSR) POLICY
CORPORATE SOCIAL RESPONSIBILITY (CSR) POLICY ELTEK BELIEVES THAT A STRONG FOCUS ON CORPORATE SOCIAL RESPONSIBILITY CREATES LONG-TERM BENEFITS FOR OUR BUSINESS AND FOR THE GLOBAL COMMUNITIES WE OPERATE
More informationExperiential Learning Portfolio for Introduction to Diversity Studies
Experiential Learning Portfolio for 10809172 Introduction to Diversity Studies Student Contact Information: Name: Student ID# Email: Phone: It is highly recommended that you speak with the Academic Dean
More informationACCA Paper F1 Accountant in Business
ACCA Paper F1 Accountant in Business Today s Class Chapter 12 Recruitment and Selection Chapter 13 Diversity and Equal Opportunities Chapter 14 Individuals, Groups and Teams A systematic approach to selection
More informationWorkforce & Organisational Development Committee
Betsi Cadwaladr University Health Board Committee Paper : WOD12/98 Name of Committee: Subject: Workforce & Organisational Development Committee WP8 Equality & Diversity Policy Summary or Issues of Significance
More informationGROUP EQUALITY & DIVERSITY POLICY
GROUP EQUALITY & DIVERSITY POLICY Group Equality & Diversity Policy Introduction Fair treatment is a moral and legal duty. Employers who treat employees fairly and flexibly will be best placed to recruit
More informationInter-cultural management Nestlé Case MBA ESG INTERCULTURAL MANAGEMENT NESTLE CASE
INTERCULTURAL MANAGEMENT NESTLE CASE APRIL 2008 1 What lessons can be derived from the case about organizational communications and intercultural management? Reading this case about Nestlé, we learned
More informationField Education Planning
Dear Colleagues: Field Education Planning The purpose of this document is to inform you of the process and timeline of matching social work students with practicum agencies, and to identify the learning
More informationThis is a brief summary of both the University s broad Equal Opportunities Policy and Race Equality Policy.
Equal Opportunity Policies This is a brief summary of both the University s broad Equal Opportunities Policy and Race Equality Policy. Scope The University seeks to ensure equality of opportunity and treatment
More informationGuidelines Intercultural Dossier Bachelor G. 1. Aims of your stay abroad and the Intercultural Dossier
Guidelines Intercultural Dossier Bachelor G 1. Aims of your stay abroad and the Intercultural Dossier Your stay abroad and the subsequent documentation of your experiences in the form of an Intercultural
More informationChapter 4: Valuing a Diverse Workforce
Chapter 4: Valuing a Diverse Workforce 1 2 Learning Objectives After completing this chapter, students will be able to: Define workplace diversity and explain why managing it is so important. Develop your
More informationEqualities policy. Page 1 of 8
Equalities policy WCVA recognises that discrimination, prejudice and disadvantage exist in our Society. We are committed to making our contribution to help eliminate this by working positively to promote
More informationEtiquette & Respect. Etiquette & Respect. A Little Respect Goes a Long Way
A Little Respect Goes a Long Way Etiquette is defined as the forms, manners, and ceremonies established by convention as acceptable or required in social relations, in a profession, or in official life.
More informationDiversity Made Simple for Managers. Support Materials
Diversity Made Simple for Managers Government Version Support Materials TrainingABC 2016 Video Transcript Diversity Made Simple for Managers Embracing the talents of people from all cultures, races, ethnicities,
More informationCODE OF ETHICS of Local Civil Servants and Employees
Union of Municipalities of Montenegro BUILDING CONFIDANCE CODE OF ETHICS of Local Civil Servants and Employees This Model is prepared with the expert help and support of Organization for Security and Co-operation
More informationPOLICY P.098.CUR EQUITY AND INCLUSIVE EDUCATION. Date Issued: 30 April 2001 Last Revised: 12 April 2011 Authorization: Board: 26 March 2001
POLICY P.098.CUR TITLE: EQUITY AND INCLUSIVE EDUCATION Date Issued: 30 April 2001 Last Revised: 12 April 2011 Authorization: Board: 26 March 2001 1.0 OBJECTIVE To ensure equity of opportunity and equity
More informationEQUALITY and DIVERSITY POLICY
EQUALITY and DIVERSITY POLICY 2017 Every attempt is made to base our practices and procedures on the fundamental belief that all the children have the same rights irrespective of their current educational
More informationFareham College Equality and Diversity Policy
Fareham College Equality and Diversity Policy Fareham College Core Values Respect Innovate Excel Policy Statement Fareham College aims to ensure that all actual or potential employees and students are
More informationEquality & Diversity Policy
Citizens Advice Equality & Diversity Policy 1. Introduction 1.1 Citizens Advice is committed to providing a supportive and inclusive culture for: all those who need our services our volunteers our staff
More informationSW 701 Foundation Field Practicum. Learning Contract Supplement: A Guide to Completing the Learning Contract
SW 701 Foundation Field Practicum Learning Contract Supplement: A Guide to Completing the Learning Contract Welcome to Practicum! Practicum is a time for blending classroom lecture and assignments to actual
More informationEquality and Diversity Policy Statement
Equality and Diversity Policy Statement Introduction: Belief in equality of opportunity forms the basis of the Skillnet Group s philosophy. We recognise that in our society, groups and individuals continue
More information2017 Cultural Competency Plan
2017 Cultural Competency Plan Concordia Behavioral Health (Concordia) serves a uniquely diverse, multi-cultural population in Florida and continually strives to grow throughout the U.S. Our primary focus
More informationTitle Issue Date May 2017 Review Date May 2019 Total Number of Pages 10 Owner. Equality and Diversity Policy. Bernie White Distribution.
Definition(s) E&D - Equality and Diversity RRA - Race Relations Act POVA - Protection of Vulnerable Adults CP - Child Protection DDA - Disability Discrimination Act MCA - Mental Capacity Act Purpose Purpose
More informationWork Environment Policy Legal & Compliance, Work Environment Policy
Work Environment Policy Itiviti Group AB 04-28-2016 1 Table of Content Introduction... 3 Work Environment Objectives... 4 Work Environment... 4 Development... 4 Diversity and Equality... 4 Gender Equality...
More informationEquality and Diversity Policy
RCCG/GB/14/176i Equality and Diversity Policy Version No Author Date Comments Approved by V1.0 Becky Jones 2-10-14 APPROVED Quality and Risk Committee 1 Reader Information Reference Title ED001 Equality
More informationEQUAL OPPORTUNITIES POLICY
The St Marylebone CE Bridge School A Special Free School for pupils with Speech, Language and Communication Needs 17-23 Third Avenue London W10 4RS EQUAL OPPORTUNITIES POLICY Committee: Governing Body
More informationHIGÈA. Limited company with sole shareholder ETHICAL CODE
HIGÈA Limited company with sole shareholder ETHICAL CODE 1 of 6 ARTICLE 1 - FOREWORD Higèa SpA (hereafter referred to as "HIGÈA") models its own external and internal operations in accordance with the
More informationSINGLE EQUALITY POLICY
SINGLE EQUALITY POLICY 1 CONTENTS A: POLICY 1. Introduction Page 3 2. College Values Page 3 3. Legal Framework Page 4 4. Scope Page 4 5. Structures Page 4 6. Monitoring Page 5 7. Reporting Page 5 8. Positive
More informationDepartment of Social Work Florida Gulf Coast University Fort Myers, Florida BSW GENERALIST YEAR FALL SEMESTER FIELD EVALUATION
Department of Social Work Florida Gulf Coast University Fort Myers, Florida 96 BSW GENERALIST YEAR FALL SEMESTER FIELD EVALUATION Student Name: Field Instructor: Task Instructor: Faculty Liaison: To the
More informationDIVERSITY AND INCLUSION IN SCOUTING. WOSM s Position Paper. Diversity and Inclusion. WSB Inc. / Nuno Perestrelo
DIVERSITY AND INCLUSION IN SCOUTING WSB Inc. / Nuno Perestrelo WOSM s Position Paper Diversity and Inclusion World Scout Bureau Inc. Diversity and Inclusion May 2017 World Scout Bureau Global Support Centre
More informationImsimbi Training is a fully accredited training provider with the Services Seta, number 2147, as well as a Level 2 Contributor BBBEE company.
Imsimbi Training proudly presents Diversity Management 2 DAYS Imsimbi Training is a fully accredited training provider with the Services Seta, number 2147, as well as a Level 2 Contributor BBBEE company.
More informationBeltane Fire Society Equality and Diversity Policy
1. Introduction Beltane Fire Society volunteers and staff come from a wide range of backgrounds, skills, attitudes and experiences and we believe that engaging with these will make our festivals as a whole
More information