2. To provide a training program in key themes and
issues in diversity management to support personal
and professional competence in dealing confidently
with human and social difference in contexts of
recording and referring racist incidents.
Outline of cultural, socio-economic and diversity issues
Analysis of diversity management issues and strategies in
contexts of changing societies
Analysis of best practice in understanding and dealing with
prejudice and discrimination
3. Background to equality and diversity in contemporary
society
Conflict, communications and culture
Legal, social and economic dimensions of inequality
Changing nature of Irish society
Learning needs in a changing environment
Description of origin and nature of racism
Learning and applying interculturalism
Diversity as springboard for innovation and collaboration
Developing knowledge and practice
From legal obligation to innovative advantage
4. • Self-awareness on bias, stereotypes,
discrimination and prejudices about diverse groups
• Understanding key elements in human difference
• Cross cultural communications
• Interculturalism and institutional discrimination
• Diversity competence and dealing with racism
• Organizational culture: equal opportunities
• Techniques and methods in managing diversity
• Engaging with diversity – specific recording,
analytical and advocacy issues
5. Conceptual backgrounds
Contours of change
Interculturalism and the Other
Understanding diversity
Shaping required competencies
Engaging with rights - best practice
7. Francis Galton (1822-1911): eugenics and
degeneration
Social darwinism and Spengler: degraded
jazz and negro dancing
Gobineau (1855): race and inequality
Lapouge (1854-1936): Aryans-Caucasians
Madison Grant (1916): basis for Immigration
Act (1924)
Human zoos and Nazis
16. Globalization
process and impact
Labour market and work
innovation, competitiveness, adaptability
Paradigms of inclusion
equality and diversity
Standards, skills, transferability and inclusion
learning and development in unequal environments
17. Seismic shift in human relationships
Competitive pressures
New forms of work organization
New diversities
Instant, multidimensional communications
Quality standards
18. Patterns of constant change
Permanent migration mobility
Identity and threat: where are we?
Threat and reaction to threat
End of welfare: demographic time-bombs
Knowledge, innovation and democratic deficit
Structural inequalities
19. Rights of Man: Liberty, Equality, Fraternity
Thematic mythologies - social inclusion
and mainstreaming
Legacies of struggle
Hidden pasts:
colonialism, fascism, exterminism
20. Constitutional rights:
Life, Liberty,the Pursuit of Happiness
All men are created equal… but…
Final frontiers: immigration, assimilation, success,
opportunity
Hidden poisons - slavery, race, eugenics
Back to the future -
Abu Ghraib to Guantanamo… and Arizona
21. Persistence and increase in inequality
Permanent hopelessness of excluded
Embedded violence
Internal underclass
Invisibility and ethnic difference
22. What are the key factors in Irish society that
drive social change?
23. Rate of change
Rural to urban > Boom to bust
Monocultural stereotypes
Inward migration and new demographics
Re-defined Irishness
International standards and ethics
24. Interaction
Empathy
Communication
Knowledge
Removal of prejudice
Linked themes: gender, power, violence,
values
26. Vladimir Spidla (9.6.08)
Promoting tolerance not enough
Racism requires policies on diversity, laws,
anti-discrimination measures
Ongoing issues around cost implications,
ambiguities, resistance, rights
27. Agreed definition of multicultural
Adjustment and accommodation
Melting pot or mosaic
Separate development
Beliefs, values and practices
Symbols, language and behaviour
28. Radical re-structuring of world economy
Interconnected information/communication
Differential access to resources
Professional competence
Dealing with transformational change
Ensuring recognition and respect
29. Mutual interaction or structured exclusion?
Community values or communal rituals?
Linkage to realities or past models?
Shared memories or shared hatreds?
30. What should an intercultural Ireland look like?
How can this be constructed?
31. New frameworks of social difference
Classical formulations
Challenges and conflict
Integration or assimilation
Discovery and engagement
35. Attitudes
Organized through experience
Shaped by background
Enduring disposition towards
people/objects/events
Exerts dynamic influence
May be both negative and positive
Not permanent - can be changed
36. Stereotypes
Pre-established expectation about
individual or group
Mental shortcut
Sees all within a group as the same
In-group and out-group
Affects perceiver and perceived
37. Prejudice
Negative attitude based on perception of group
membership
Inflexible
Learned through socialization
Ignorant - but not illegal
42. Diversity vs. equality
Role of legislation
Relationship to community
Justice and enforcement
Tokenism and surface approaches
Ascertaining facts
43. Interculturalism training
Disability awareness competence
Mentoring: diversity champions
Researched best practice: reviewed
Linguistic skills
Comfort with difference: trust
Contact and observational listening
44. What is our role in developing trust?
What is our role in developing shred
communication?
What is advocacy? How do we act as
advocates? Should we act as advocates?
45. New issues - new opportunities
Applied learning and research
Active partnership with diverse communities
Impact of integration will produce change - plan and
prepare
How do we record incidents?
How do we understand what we record?
Can we be objective?
What happens to our records?
Why do we record?
46. Valued diversity
Democratic engagement
Community empowerment
Mutual benefit
Legislative underpinning
From tolerance to recognition
Shared learning
Acknowledged pasts - shared futures
47. Challenging norms - what is indigenous culture?
Challenging stereotypes
Talent, competence and communicative empathy
Engagement with difference
Embedded vision
Recognition - seeing the Other
seeing ourselves