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Multicultural collaboration involves two or more groups from different backgrounds working together. It is important because it gets everyone involved, emphasizes common goals over differences, improves communication between groups, increases cultural awareness, creates a sense of community, and leads to a more just society. Organizations should commit to multicultural collaboration when diverse groups are affected by an issue but not involved in addressing it, when multiple groups with shared aims are working at cross-purposes, or when problems arise between different communities. Guidelines for effective multicultural collaboration include learning without stereotyping, listening actively, respecting others' views, and being aware of cultural differences.
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27.7 2
This document discusses building culturally competent organizations. It defines culture and cultural competence, noting that cultural competence includes cultural knowledge, awareness, and sensitivity as well as operational effectiveness. It identifies types of diversity like ethnicity, gender, sexual orientation. It explains that cultural competence is important for increased respect, creativity, participation and trust. The document provides steps for organizations to assess their cultural competence, including forming committees, research, training, and leadership to manage diversity dynamics.
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27.11 2
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The PAR Approach to use for Facilitators/Trainers of this Training Package
Principles-Presenting concepts that you want DSPs to know and understand and what skills to develop. Sharing several nuggets of important information about a specific topic's) from the slide participants are viewing.
Actions/Activities-Listing what “in-classroom” exercises (e.g., small and large group discussion, role playing, simulation, reflection, etc.) to do and what handout(s) to use; cite any outside “homework” you suggest that will reinforce the principles and help learners reach their outcomes.
Resources-Listing the specific handouts or other materials you are drawing upon for this slide. Identifying any additional resources (e.g., web sites, books, articles, other curricula, etc.) learners can use to (or that you used) to enhance the principles they are learning and skills they are developing.
Trainer
Principles:
Create a warm, inviting learning environment for the participants.
Provide a capsule statement of what you hope to accomplish by the end of the Training
Actions/Activities:
Pre-workshop:
Have participants sign in.
Hand out a folder with the “Power Point slide presentation notes, a set of handouts for the training, a list of attendees
Workshop:
Welcome everyone to the Find, Choose, and Keep Great DSPs training workshop.
Introduce yourselves as the facilitators for the workshop.
Share with the group: We are very excited to have you all here today to share your stories and learn about this Great new product, entitled, find, choose, and keep great dsps.
Resources:
LCD projector for the computer and screen or white wall
Both versions of the Find/Choose/Keep Toolkits
White board or flip chart with markers
Food/drinks for participants
Folders, name tags, pens, and paper for participants
CD player with a variety of music (e.g. soft classical, folk, Cuban, African, rock, country). Play music for participants as they get their folders and sign in.
27.9 2
Conflict transformation is the process of resolving conflicts and using them to build equitable relationships and promote harmony through systems change. Transforming conflicts in diverse communities is important to overcome differences, histories of discrimination, and misinformed stereotypes. Conflicts can be transformed through acknowledgement, reconciliation, envisioning strategies, and sustainability, though it faces challenges like requiring significant time and resources, overwhelming system changes, and linguistic barriers between groups.
Bonner Directors 2016 - Student Learning Outcomes
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The document discusses building an inclusive culture through diversity and managing diversity effectively. It defines diversity and lists different diversity factors like gender, age, ethnicity, etc. It discusses the benefits of a diverse workforce, challenges of managing diversity, and strategies for overcoming biases and resolving conflicts. It emphasizes the importance of inclusion and distinguishing performance issues from diversity issues. It provides steps to implement effective diversity training programs, which include starting with a vision statement, conducting a cultural audit, and designing training content and methods.
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The document outlines the process and plan for developing a new diversity, equity, and inclusion strategic plan called "Pathways to Equity" at a university. It involved convening groups starting in 2018, conducting a climate study in 2019, and refining goals and strategies through 2020. The plan structure includes institutional and division plans, and units will develop their own equity plans. It identifies goals of advancing institutional equity capacity, a diverse community, and inclusive climate. Specific actions are outlined for university offices, while units will report annually on progress. The aspirations are to fully integrate DEI and address disparities by 2026.
Chapter 4 - Promoting Inclusive Culture.ppt
This document defines and discusses inclusive culture. It states that an inclusive culture fully integrates diverse people where they live and work through representation, receptivity, and equitable access. It identifies three dimensions of inclusive culture: universal design, recruitment and training opportunities, and workplace accessibility policies. Building an inclusive community establishes respect, equal treatment, empowerment, and values diversity. Key values of inclusion are access, attitude, choice, partnership, communication, policy, and opportunity. Indigenous knowledge and practices can also support inclusion if treated carefully and avoid harm.
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This document summarizes a workshop aimed at helping international graduates adjust to the Canadian workplace. The workshop covered defining culture and comparing Canadian culture to other countries using Hofstede's cultural dimensions. It also addressed adapting to culture shock, Canadian workplace expectations, and transitioning from school to work. Evaluation results showed participants felt more prepared to assess workplace culture and manage their careers after attending. Next steps included following up with participants and expanding the workshop's reach.
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- 1. Copyright © 2014 by The University of Kansas Multicultural Collaboration
- 2. Copyright © 2014 by The University of Kansas What is multicultural collaboration? • Two or more groups or organizations comprised of different backgrounds
- 3. Copyright © 2014 by The University of Kansas Why is multicultural collaboration important? • It gets everyone involved • It emphasizes common interest, not differences • It makes for more effective communication between groups • It makes people aware of other cultures • It creates a community • It makes a more just society
- 4. Copyright © 2014 by The University of Kansas When should you commit to multicultural collaboration? • When people affected by a problem are not involved in the solution • When various organizations with common goals are pulling in different directions • When there are problems between diverse groups • Before any problems arise
- 5. Copyright © 2014 by The University of Kansas Guidelines for multicultural collaboration: • Learn from generalization, but don't stereotype • Practice • Don't assume that our way is the right way • Listen actively and empathetically • Respect the opinion of others • Be aware of different cultures and values
- 6. Copyright © 2014 by The University of Kansas How to build a multicultural collaboration: • State objectives clearly • Conduct strategic outreach and membership development • Establish and structure operating procedures that reinforce equality • Practice new and various modes of communication and special support • Create leadership positions for everyone • Engage in culturally sensitive activities