Pen green ed last
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Professional diversity and common goals. Laura (Mole) Chapman
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This programme aims to help practitioners to develop a respectful culture and deliver better and fairer practice. Using a practice-based approach to learning, participants will reflect on their own personal understanding of inclusive practice. This programme calls for people to build belonging by securing well-being and increasing interaction with marginalised groups. Objectives • Improve participants’ understanding of equality and change. • Reflect on the personal implications of equality on personal behaviour. • Learn about systematic discrimination and accepted harassment. • Plan ways of promoting positive change in working practice. • Focus on the evidence needed to improve equality outcomes. • Undertake action planning to improve service delivery and to monitor equality outcomes. Theme Changing culture is an important component of a wider move towards environments in which people and their relationships are respected and everyone can reach and exceed expectations. Vision – remedying inequality through environmental and organisational change Current equality legislation is primarily focused on making ethical considerations part of everyday activity. Until recently, anti-discrimination compliance was understood in terms of accommodation (ie at an operational level). However, embracing diversity needs to be viewed as far more fundamental: a strategic approach to an organisational culture which supports a commitment to ethical values. By creating flexible systems workplaces become environments that enable all stakeholders to make progress. Everyone is encouraged to network with other departments and local associations so that good practice is shared, improving consistency across organisations.
Transcript of Pen green ed last
Professional diversity and common goals.
Laura (Mole) Chapman
Welcome
Ground RulesWhat do you need to participate?
Shared Outcomes:
• What do you know?
• What do you want to know?
Acceptance of Diversity: Learning and Development
• Understanding that each individual is unique, and recognising our differences.
• Everyone is entitled to dignity and respect. • It is the exploration of people’s differences that
enable a safe, positive, and nurturing environment. • It is about understanding each other and moving
beyond tolerance to embracing and celebrating the dimensions of diversity contained within each individual.
Stereotypes of Marginalised groups
Myths and assumptions Organisation & Systems
I feel I act
Community Reaction / professional behaviour
What do I need to belong?
COMMUNITIES OF BELONGING
COMMUNITIES OF BELONGING
Locality
Disabled children
Schools
Toddler groups
Outsiders
Insiders
Hard to reach
Polish people
Pockets of deprivation
Inclusive practice:
"Inclusion is a process of identifying and breaking down barriers which can be environmental, attitudinal and institutional. This process eliminates discrimination thus providing all children and young people with equal access to play.”
“Is an ongoing process of reviewing and developing practice in order to adjust and celebrate diversity. It is the journey not the destination!”
Principles of Inclusive Practice
• Equality • Diversity• Balance• Fluidity• Ethical Commitment
• Chapman, l. 2010, pg. 20
Whose slice?Inequality is best explained as a powerful social force that generates community divisions and oppression.
Inequality weakens community life, reduces trust and increases violence across populations.
Asset-Based Community Development
Positive and Possible
• Everyone can do something to contribute towards greater fairness, while not everyone will do the same thing in the same way.
• The challenge then is to accept that the change is possible if people are able to appreciate a whole diversity of positive actions.
• Rather than a step-by-step approach or a scale of difficulty, an acceptance of diverse routes to a more human experience.
Chapman, l. 2010, pg. 35
Reference • Chapman, L. (2011). A Different Perspective on Disability Equality, a practical handbook.
Huddersfield: EQT Publishing.
• Chapman, L. (2010). A Different Perspective on Equality, a practical handbook. Huddersfield: EQT Publishing.
• Chapman, L., & West-Burnham, J. (2010). Education for Social Justice. London: Continuum Press.
• Dorling, D. (2011). Injustice, why social inequality persists. Bristol: The Policy Press.
• Dweck, C. (2006). Mindset, The new psychology of success. New York: random house.
• Fullan, M. (2011). The Moral Imperative Realized. Thousand Oakes: Corwin sage.
• Gardner, H., Csikzentmihalyi, M., & Damon, W. (2001). Good Work: When Excellence and Ethics Meet. New York: Basic Books.
• Gladwell, M. (2008). Blink. London: Penguin Books.
• Kretzmann, J., & McKnight, J. (2003). Building Communities from the Inside Out. Chicago: ACTA Publications.
• Russell, C. (2012). Asset Based Community Development (ABCD). Asset Based Communtiy Development (ABCD). Glasgow: Inspiring Inclusion.
• Russell, C. (2011). Supporting Asset Based Community Development Pathfinder Initiatives: A Primer . Dublin: ABCD Institute Europe.
• Sennet, R. (2003). Respect, the formation of character in an age of inequality. London: Pengiun group.
• Shakespeare, T. (2006). Disability Rights and Wrongs. Abingdon: Routledge.
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