What Does Diversity Mean To Me
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#truInclusion Interview: What does diversity mean to me?
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The meaning appears to have shifted sometime after Erykah Badu repeatedly used the line "I stay woke" in her song, "Master Teacher," which begins, "I am known to stay awake. The phrase went from Twitter hashtag to rallying cry. In , the rapper Meek Mill took the phrase as the top single on his album "Legends of the Summer. But the meaning of woke evolved again with the rise of " cancel culture " -- as the two terms saw increased use, they became intertwined in the public consciousness. Often, someone gets canceled after they say something insensitive — something not woke. For example:. And the case study  of a project undertaken by educators to develop processes that value and use the expertise of Aboriginal people in local communities may offer some suggestions for starting similar projects.
Interesting article, just attended a conference where this was highlighted in Ireland, and learnt about the UNICEF site which has lots of useful ideas linked to the framework as well that teachers could read. You are commenting using your WordPress. You are commenting using your Google account. You are commenting using your Twitter account. You are commenting using your Facebook account. Notify me of new comments via email. Notify me of new posts via email. There are links to cultural competence in Learning Outcome 2 — Children are connected with and contribute to their world, including: children develop a sense of belonging to groups and communities and an understanding of the reciprocal rights and responsibilities necessary for active community participation children respond to diversity with respect children become aware of fairness children become socially responsible and show respect for the environment.
What does cultural competence look like in practice? The three elements of cultural competence are: attitudes skills knowledge These are important at three levels: individual level — the knowledge, skills, values, attitudes and behaviours of individuals service level — management and operational frameworks and practices, expectations, including policies, procedures, vision statements and the voices of children, families and community the broader system level — how services relate to and respect the rest of the community, agencies, Elders, local community protocols. Ongoing reflection essential for the learning journey A learning journey of cultural competence occurs when ongoing reflection and environmental feedback involves and supports educators to move along their culturally competent learning journey.
For example: Who is advantaged when I work in this way? Who is disadvantaged? What does cultural competence mean in your practice, for children, family, community and educators? Like this: Like Loading And, you know, it's interesting, there's some research that talks about why this is the case and it's called the merit paradox. And in organizations — and this is kind of ironic — in organizations that talk about merit being their primary value-driver in terms of who they hire, they were more likely to hire dudes and more likely to pay the guys more because apparently merit is a masculine quality.
But, hey. So you guys think you've got a good read on me, you kinda think you know what's up. Can you imagine me running one of these? Can you imagine me walking in and being like, "Hey boys, this is what's up. This is how it's done. Applause Because ladies and gentlemen, that's my day job. And the cool thing about it is that it's pretty entertaining. Actually, in places like Malaysia, Muslim women on rigs isn't even comment-worthy. There are that many of them. But, it is entertaining. I remember, I was telling one of the guys, "Hey, mate, look, I really want to learn how to surf.
Why don't you start a clothing line for Muslim chicks in beaches. You can call it Youth Without Boardshorts. But, the problem is, it's kind of true because there's an intense lack of diversity in our workforce, particularly in places of influence. Now, in , The Australian National University did an experiment where they sent out 4, identical applications to entry level jobs, essentially. To get the same number of interviews as someone with an Anglo-Saxon name, if you were Chinese, you had to send out 68 percent more applications. If you were Middle Eastern — Abdel-Magied — you had to send out 64 percent, and if you're Italian, you're pretty lucky, you only have to send out 12 percent more.
In places like Silicon Valley, it's not that much better. In Google, they put out some diversity results and 61 percent white, 30 percent Asian and nine, a bunch of blacks, Hispanics, all that kind of thing. And the rest of the tech world is not that much better and they've acknowledged it, but I'm not really sure what they're doing about it. The thing is, it doesn't trickle up. In a study done by Green Park, who are a British senior exec supplier, they said that over half of the FTSE companies don't have a nonwhite leader at their board level, executive or non-executive.
And two out of every three don't have an executive who's from a minority. And most of the minorities that are at that sort of level are non-executive board directors. So their influence isn't that great. I've told you a bunch of terrible things. You're like, "Oh my god, how bad is that? What can I do about it? There's a lack of opportunity, and that's due to unconscious bias.
But you might be sitting there thinking, "I ain't brown. What's that got to do with me? And as I've said before, we live in a world where we're looking for an ideal. And if we want to create a world where the circumstances of your birth don't matter, we all have to be part of the solution. And interestingly, the author of the lab resume experiment offered some sort of a solution. She said the one thing that brought the successful women together, the one thing that they had in common, was the fact that they had good mentors.
So mentoring, we've all kind of heard that before, it's in the vernacular. Here's another challenge for you. I challenge each and every one of you to mentor someone different. Think about it. Everyone wants to mentor someone who kind of is familiar, who looks like us, we have shared experiences. If I see a Muslim chick who's got a bit of attitude, I'm like, "What's up? We can hang out. But for the person in the room who has no shared experiences with you it becomes extremely difficult to find that connection.