LODENS WHEEL OF DIVERSITY.pptx

discussion and quiz
fb: Abegail Pagador
ig: abby_gir1

1. GOOD AFTERNOON! Foundation in Special & Inclusive Education

2. Competencies: a. discuss the meaning and significance of diversity; b. demonstrate the use of Loden's Wheel of Diversity, and c. support diversity as a positive component of relationships, education and organizations.

3. CLASS RULES Keep your phones away. B e ready to learn. Work smart and do your best! W hen someone else is talking, LISTEN. 01 02 03 04

4. S tand up!

5. I. LODEN’S DIVERSITY WHEEL

6. The Diversity Wheel pointed to the significance of our social characters and the ways in which people develop their identity when they are able to establish a connection with a specific group of people. A bility refers to the possession of the qualities required to do something; necessary skill or competence, or power. The wheel consists of primary or core and secondary dimensions of diversity. The categories put forward the effect of these differences on a person's beliefs, expectations, and life experiences. The dimensions are the components that comprise the whole person. 1.

7. 1.Internal Diversity – types that are related to a person that they are born into, they are things that none of us can change. “relating or belonging to or existing within the person”. • Race • Ethnicity • Age • National origin • Sexual Orientation • Cultural Identity FOUR (4) TYPES OF DIVERSITY

8. FOUR (4) TYPES OF DIVERSITY 2. External Diversity - It means things that are related to a person but the characteristics are not born with to the person but can be heavily influenced and controlled by us. “situated outside, apart, or beyond”.   • Interest • Education • Experiences • Citizenship • Religion • Relationship Status • Geographic Location

9. FOUR (4) TYPES OF DIVERSITY 3 .Organizational Diversity - relates to the differences between people that are assigned to them by an organization essentially, these are the characteristics within a workplace that distinguish one employee from another. Also called functional diversity •Job function • Employment status • Management status • Pay type • Place of work

10. FOUR (4) TYPES OF DIVERSITY 4.Worldview Diversity- The last type of diversity is usually factors that we observe, we feel, we experience that shape our world views. • Cultural events • History knowledge • Politics

11. Figure 1. Loden and Rosener's Diversity Wheel ( Loden 1991).

12. Marilyn Loden American writer Judy Rosener , a professor at the graduate school in the University of California

13. In 1991 Loden and Rosener published the book “Workforce America”! Managing Employee Diversity as a Vital Resource. In this book, the original version of the diversity wheel was introduced. Loden recognized the demand for an instrument that would help people understand better how group based differences influence people’s Identity.

14. “I wanted to identify the differences that make a major difference.” She explains, “to show which dimensions of diversity are important in people’s lives, acknowledge their power so that people who wanted to talk about them would be supported by the model.”

15. In the last 20 years, the global context for business and the workplace has become much more clear, and diversity right along with it. To help make diversity discussion more relevant in this global context, Marilyn Loden decided the model needed an update.

16. “I think diversity discussions are really understanding our social identities, acknowledging what is important and learning to integrate into society so that no sub group feels excluded or down.

17. Loden’s Diversity Wheel: The Primary/core is the most powerful and sustaining differences. In the original model, Loden’s presented six primary dimensions: age, ethnicity, physical abilities/qualities, race, and sexual orientation. Secondary dimension defined the other important differences that acquired later in life. The Secondary dimension included: educational background, income, marital status, work experience, military experience, religion and geographic location

18. ITERATIONS OF THE MODEL Lee Gardenswartz and Anita Rowe (Diversity Consultant), changed the original language of core and secondary diversity dimensions to ‘’internal and external dimension’’, they also added two additional concentric circles, personality and organizational dimensions. Adding factors like ‘’personal habits’’ as an external dimension of a person’s social identity. Renamed the model called ‘’the four layers of Diversity’’.

19. Loden’s piece of advice to people using the model is to open up the diversity conversation so that everyone at the table can identify with some dimension. “The Diversity Wheel is useful in explaining how group-based differences contribute to individual identities’’. Loden’s defines the four principles: respect, inclusion, cooperation, and responsibility- or RICR. LODEN’S ADVICE FOR USING THE MODEL

20. Core to a person

21. How Diverse Is Your Class?

22. Respect Inclusion Cooperation Responsibility

23. The four principles are respect, inclusion, cooperation, and responsibility or RICR" ( Loden 1996). Treating others the way they wish to be treated respect Treating others the way they wish to be treated

24. The four principles are respect, inclusion, cooperation, and responsibility or RICR" ( Loden 1996). Making certain everyone on the team is truly a part of the team's decision-making process inclusion

25. The four principles are respect, inclusion, cooperation, and responsibility or RICR" ( Loden 1996). Actively helping others succeed rather than competing attempting to one-up someone cooperation

26. The four principles are respect, inclusion, cooperation, and responsibility or RICR" ( Loden 1996). Managing personal behavior to maintain a diversity-positive environment and questioning inappropriate behavior when it occurs responsibility

27. II. ABILITY AND DISABILITY AS A DIMENSION OF DIVERSITY

28. Ability- Refers to the possession of the qualities required to do something; necessary skill or competence, or power. - Collins English Dictionary

29. Disability - the umbrella term for impairments, activity limitations, and participation restrictions, referring to the negative aspects of the interaction between an individual (with a health condition) and that individual's contextual factors (environmental and personal factors). -World Health Organization (WHO n.d. )

30. “a person with a disability is a person who has a physical or mental impairment that substantially limits one or more major life activity” The American Disabilities Act of 1990 (ADA)

31. “ Disabilities may affect one's senses or one's mobility; they may be static or progressive, congenital or acquired, formal (affecting the shape of the body) or functional, visible or invisible" ( Couser 2005).

32. A person’s disability makes him or her a unique individual who is at times, shunned from places and activities. They have to be acknowledged as a part of spectrum of diversity.

33. They have to be recognized as human beings who should not be discriminated against, but rather understood and tolerated. They have to be accorded to their rights

34. III. THE DILEMMA OF DIVERSITY

35. In this age of fast paced development where diversity plays a unique role, there are still challenges that confront a lot of people who have been identified as "different.

36. Problems encounter on Diersity In some workplaces, women and people of color are still discriminated against and not given positions in management or administration. People of a certain race are stereotyped to be of a specific character. Children from indigenous groups have to go through an educational system that does not consider their ethnic background, needs, and values.

37. COMMUNICATION ISSUE

38. CULTURAL MISUNDERSTANDING

39. GENERATION GAP

40. Diversity is an issue we have to face and conquer. As our communities become more diverse, it is imperative that we make an effort to understand the different dimensions of diversity, which is not just all about accepting, understanding, and tolerating one's uniqueness. Accepting and celebrating the uniqueness of each individual will allow for respecting different experiences and qualities of individuals that will open up more avenues to solve problems and innovate. Collaboration and communication are skills that are needed to develop and succeed. It is, therefore, important that we understand our differences and master how these could be used to harness tolerance, cooperation, and unity that will lead to productivity.

41. THANK YOU!

42. c. SOUCER a. COUSER Who said that “ Disabilities may affect one's senses or one's mobility; they may be static or progressive, congenital or acquired, formal (affecting the shape of the body) or functional, visible or invisible“? b. CESORE

43. These are the factors that make society unequal, except one: a. stereotypes b. exclusivity c. prejudices

44. MAIN CHALLENGE IN DIVERSITY a. Communication Issue b. Generation Gap c. Cultural Misunderstanding

45. a. Respect b. Inclusion c. Cooperation Managing personal behavior to maintain a diversity-positive environment and questioning inappropriate behavior when it occurs

46. a. Respect b. Inclusion c. Cooperation Treating others the way they wish to be treated

47. a. Respect b. Inclusion c. Cooperation Making certain everyone on the team is truly a part of the team's decision-making process

48. a. Respect b. Inclusion c. Cooperation Actively helping others succeed rather than competing attempting to one-up someone

49. National Origin Identify which dimension does the following word belong? Internal Dimension External Dimension Organizational Dimesion

50. Educational Background Identify which dimension does the following word belong? Internal Dimension External Dimension Organizational Dimesion

51. Management Status Identify which dimension does the following word belong? Internal Dimension External Dimension Organizational Dimesion

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