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S&G diversity form 2011 finals
S&G diversity form 2011 finals
S&G diversity form 2011 finals
S&G diversity form 2011 finals
S&G diversity form 2011 finals
S&G diversity form 2011 finals
S&G diversity form 2011 finals
S&G diversity form 2011 finals
S&G diversity form 2011 finals
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S&G diversity form 2011 finals

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  • 1. REVITALIZING THE S&GS: DIVERSITYPart A: Proposed AdditionGlossary of TermsDefinition of DiversityRationale: The Standards and Guidelines address competencies related to diversity; however, the term”diversity” is not defined. There is a need to provide career practitioners with a definition of diversity thatis reflective and inclusive of the full range of diversity as experienced in our communities and our practice.Example definition: The term “diversity” has been used to describe a wide-range of visible and invisibledifferences among people, including but not limited to:• Newcomers (e.g., Skilled Immigrants / Foreign-Trained Workers)• Ethnicity (e.g., Visible Minorities)• Aboriginal peoples• Religion and spiritual practice• Age• Gender (i.e., Men / Women)• Sexual orientation (e.g., Gay, Lesbian, Bisexual, Transgendered)• Generations (e.g., Gen Y, Gen X, Boomers, Traditionalists)• Persons with disabilities (e.g., mental, cognitive and physical)• Social-economic status• Social class• Family status• Educational background• Appearance• Political orientationDefinition of diversity should be added: Yes  No, changes needed Yes, with modifications: Please specify: No: Please explain why:
  • 2. REVITALIZING THE S&GS: DIVERSITYPart A: Proposed Revisions:C2 Interpersonal CompetenceC2.1 Respect Diversity Current competency: C2.1.1 recognize diversity Suggested revision: C2.1.1 recognize, understand, and support diversity. Rationale: Since 2004, there has been a wealth of information published to support practitioners to work effectively with clients from diverse backgrounds. Clients from diverse backgrounds are a rapidly growing part of the Canadian population and an increasing proportion of clients seeking career and employment services. All career development practitioners need to move beyond “recognizing” diversity to expanding their knowledge through “understanding” the multiple dimensions of diversity and “supporting” diversity in their practice of career development. This competency should be revised:  Yes as is  No, changes needed  Yes, with modifications: Please specify:  No: Please explain why: This competency is appropriate for the CORE, that is ALL career development practitioners should be able to demonstrate this competency:  Yes;  No;  Uncertain
  • 3. C2 Interpersonal CompetenceC2.1 Respect Diversity Current Competency: C2.1.2 respect diversity Suggested revision: C.2.1.2 Show respect for diversity Rationale: This is a more active practitioner requirement and implies an attitude and a demonstrated competency rather than simply an attitude. This competency should be revised:  Yes as is  No, changes needed  Yes, with modifications: Please specify:  No: Please explain why: This competency is appropriate for the CORE, that is ALL career development practitioners should be able to demonstrate this competency:  Yes;  No;  Uncertain
  • 4. Part B: Your Own Experience PleaseAs you think about your own practice with clients from diverse backgrounds, and rememberingthat these are CORE competencies, that is ALL practicing career development practitionersregardless of their setting should be able to demonstrate these competencies:WHAT IS MISSING?(N.B. We are looking for IDEAS and the wisdom of your own experience. Do not worry about how youexpress the ideas)Missing Areas that should be considered: Rationale: Why is this important for ALL career development practitioners?
  • 5. Part C: The Competency Why’s and How’sThe Competencies spell out what you need to know and do – the knowledge, attitudes and skillsneeded to be effective. Each competency also has two additional supports as follows: • A list of WHY this competency is important and • A list of HOW this competency is demonstrated and/or can be actually observedThese lists will never be complete and they are not intended to be a “final word”. They will always be awork in progress and as practice changes, the Why’s and How’s will change as well. For example, as apractitioner broadens his/her understanding of diverse cultural groups, this will be demonstrated in theinterpersonal skills he/she uses as well as his/her demonstration of respect for cultural differences.Please review the Why’s and How’s of the two diversity competencies which have been revised. Wewant to know from you: • Are the Why’s and How’s clear? Please circle any which you do not understand so we can work to clarify them. • What are we missing? What would you suggest adding? Your own experience is invaluable to these revisions.NB: Try not to get hung up on a word. The intent of the Why’s and How’s is to prompt awareness, promote reflection on your own practice and to alert you to areas where some additional professional development or supervision or reading may be needed in order for you to stay on top of current practice. Try to remain at that level in your discussions.Put a Checkmark ( ) beside any items where the meaning is not clear to you. Complete thechart below with your suggestions for why’s and how’s to add as well as any additional commentsyou can provide:C2.1.1 recognize, understand, and support diversity.Why is this competency important?   To be able to work effectively, appropriately and ethically with a diverse client group  To ensure that diversity is taken into consideration in all areas of practice (not just reserved for people with obvious differences)  To be able to balance assessment of the relevance of diversity with assessment of other factors influencing people’s career development (not all client issues are related to diversity)  To recognize the competencies required for competent practice with client from diverse cultural groups  To understand how personal socialization affects practitioner’s identities, including beliefs,
  • 6. values and assumptions about clients from diverse cultural backgrounds. (practitioners have a culture, too, that influences how they see client issues, how they set up a working relationship, and apply interventions.)  To appreciate that clients may not share practitioner’s personal or professional perspectives  To understand that clients are unique individuals and to accept and respect each individual for who they are  To provide an inclusive environment when working with clients  To understand the influence of culture on career and life development  To promote access to services by diverse clientsCheck ( ) any box where the meaning is not clear to you.How is this competency demonstrated?To demonstrate this competency, career development practitioners must recognize and assess for theinfluences of diversity, including:Cultural influences that the client Work and environment context, How various aspects of culturalbelieves is important and e.g., identity or their combination,relevant to their career issues) ,  Roles e.g., gender and socioeconomice.g: status, create diversity with  Expectations regard to: Physical ability  Physical environment Mental ability  Employment history  Values and beliefs about Emotional ability  Systemic barriers that lead work and productive roles to clients’ experiencing oppression and barriers to their full potential in their career development Disabilities  Career exploration needs Self-image/concept  Employment expectations Educational background  Economic, social and Language political issues Social barriers  Composition of workforce  Learning styles Spirituality/religion  Equity practices  Communication styles Motivations  Willingness to engage in Aspirations career-related practices Race  The needs and levels of Age interventions required by Ethnicity clients Gender Sexual orientation Socio-economic statusNOTES
  • 7. The continuous acquisition of knowledge and self-awareness is necessary to work with diverse clients.Interpersonal competence is affected by system and organizational policies and procedures, whichcareer development practitioners may influence.It is important that career development practitioners recognize that their personal characteristicsinfluence their perceptions of others.It is important that career practitioners recognize that clients hold multiple cultural identities and thatthe importance placed on culture by clients will vary across their life contexts and have differentimplications for their career development (this is not a uniform experience, depending on where clientsexperience the relevance of cultural influences, it will have different implications for their careerdevelopment, for example, a gay person in or out fully or not or in some life contexts; or a newCanadian who is expected to work out of the home but maintain traditional gender behaviour at home).Suggested Additions Other Comments
  • 8. Put a Checkmark ( ) beside any items where the meaning is not clear to you. Complete thechart below with your suggestions for why’s and how’s to add as well as any additional commentsyou can provide:C.2.1 Show respect for diversityWhy is this competency important?   To respect the dignity and equal worth of all individuals and groups that are culturally diverse groups  To work responsibly and respectfully with clients by accepting, understanding and respecting individual uniqueness  To ensure pre-judgment, biases and stereotyping are not affecting service delivery  To identify and work to overcome, change and prevent systemic biases and barriers that limit people’s career developmentCheck ( ) any box where the meaning is not clear to you.How is this competency demonstrated?To demonstrate this competency, career development practitioners must: a. be sensitive to the intra- and interpersonal dynamics of people from diverse populations:  accept and seek to understand responses that may occur, e.g., body language cues; contextual influences on clients’ levels of engagement in career practices, help-seeking beliefs, power and authority b. respond to the career development needs unique to individuals of diverse populations:  recognize and consider alternative points of view about career and career development  recognize and consider the issues unique to diverse populations  recognize and consider the various physical/mental/emotional conditions that may present barriers:  determine any assistance or solutions necessary based on individual needs, e.g., adaptive technology  recognize that people’s career concerns are often related to social , political and systemic barriers c. access appropriate methods or resources to communicate with clients with specific needs: e.g., interpreter for client with limited proficiency in local language; include significant others or community members in career decision-making processes d. work with colleagues, other professionals and community members including individuals from diverse backgrounds to:  facilitate understanding of the needs of clients with diverse characteristics in the areas of:  career exploration and education
  • 9.   employment expectations  economic and social issues  eliminate biases, prejudices and discriminatory practices in employment, education and training as per legislation, e.g. Human Rights  promote open and honest feedback  contribute to the elimination of prejudices  clearly distinguish between individual and systemic barriers  design and implement relevant interventions to address individual and systemic changeNOTESIt is important that career practitioners view culture and diversity as critical to fully understanding anyindividual or group.It may not be practical or realistic to work effectively with all clients, e.g., those with language barriers oremotional barriers. Some individuals need to be referred to an agency that can assist them moreeffectively.It is expected that career development practitioners will become familiar with the diverse populationsliving in their communities. This can be fostered through establishing both informal and formalrelationships with diverse members of communities.Suggested Additions Other Comments THANK YOU! Your feedback is much appreciated and is a true contribution to keeping the S&Gs relevant, current and an authentic guide to professional career development practice

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