Katrijn D’hamers
19/03/2014, Antwerp
PARTICIPANTS
 MAS
 KADOC
 KMSKA
 Middelheimmuseum
 Red Star Line Museum
 Erfgoedcel Mechelen
 FARO
DO WE ACTUALLY NEED A DIVERSITY PLAN?
 Important that diversity is part of strategic plan
 Don’t let it slip of the agen...
PROCESS
 Start from small activities
 End goal is inclusion in all parts of the organisaties
 Everybody should be ware
...
NETWORKING AND OUTREACHING
 Go for specific actions in stead of many
• Try out (Mechelen)
 Valuate collaborations in ter...
NETWORKING AND OUTREACHING
 Many good practices:
• Summer school and portraits (KMSKA)
• Demention (Middelheimmuseum)
• C...
MANAGEMENT AND PERSONNEL
 Change is going slow
 Budget cuts
 Make personnel aware by training, projects, …
 Need of br...
FROM THE UK TO FLANDERS
 Constructivistic approach: make it together
 Let the public contribute (online feedback)
 Give...
FROM FLANDERS TO THE UK
 Help regional archives in how diversity is represented in the
collections
 Make a survey of onl...
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Verslag brainstormsessies

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Verslag brainstormsessies

  1. 1. Katrijn D’hamers 19/03/2014, Antwerp
  2. 2. PARTICIPANTS  MAS  KADOC  KMSKA  Middelheimmuseum  Red Star Line Museum  Erfgoedcel Mechelen  FARO
  3. 3. DO WE ACTUALLY NEED A DIVERSITY PLAN?  Important that diversity is part of strategic plan  Don’t let it slip of the agenda  Depending on organisation what works best: separate or part of general plan  Mainstream should become normality  Heritage is sharing
  4. 4. PROCESS  Start from small activities  End goal is inclusion in all parts of the organisaties  Everybody should be ware  Within regular budget
  5. 5. NETWORKING AND OUTREACHING  Go for specific actions in stead of many • Try out (Mechelen)  Valuate collaborations in terms of investment of personnel, time, budget  Include different perspectives from the audiences in stead of the wish to pass on historical knowledge  Use opportunities  Get involved in the city  YOU have to reach out  Other functions for your space
  6. 6. NETWORKING AND OUTREACHING  Many good practices: • Summer school and portraits (KMSKA) • Demention (Middelheimmuseum) • Creating an artwork with neighboorhood (Middelheimmuseum) • Let young people decide (KMSKA) • People in poverty (KMSKA) • Training courses for guides (KMSKA) • Prisoners and psychiatric patiens (KADOC) • Guides (Red Star Line) • Dock workers (MAS) • Moroccon and Chinese communities (MAS) • Hearing city museum (Erfgoedcel Mechelen) • …
  7. 7. MANAGEMENT AND PERSONNEL  Change is going slow  Budget cuts  Make personnel aware by training, projects, …  Need of bringing in other expertises • Psycho-medical help  Look for opportunities • Internships • Volunteers • students
  8. 8. FROM THE UK TO FLANDERS  Constructivistic approach: make it together  Let the public contribute (online feedback)  Give people the feling they actually can help  Give training to the personeel  Importance of diversity in every level of the organisation  Beware of tokenism  Work with specific targets in stead of many  Take diversity for serious, keep it on the agenda, in any level  Flickr  Reconsider collections from the potential for diversity
  9. 9. FROM FLANDERS TO THE UK  Help regional archives in how diversity is represented in the collections  Make a survey of online and target audiences  Use the classic audiences in the reading room as intermediates (also diverse?)  Use volunteers (they have time to talk with visitors)  Create someting with the audiences in the public space  Systematic registration and advice of minorities at THEIR siege  Use internships for diverse communities
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