This document discusses diversity and its significance. It defines diversity as differences between people that can be visible or invisible, including characteristics like race, gender, abilities, beliefs and more. It explains Loden's Wheel of Diversity model, which categorizes diversity into primary/core dimensions that strongly influence identity and secondary dimensions that can change. The document also discusses principles for managing diversity - respect, inclusion, cooperation and responsibility. It emphasizes that diversity should be accepted and people of all backgrounds should have equal opportunities and rights.

1. Understanding Diversity
Lesson 1
Ms. Cecille Pacis
EDSPIE130

2. Objectives for this class
1. discuss the meaning and significance of
diversity
2. explain and apply the use of Loden’s Wheel
of Diversity
3. discussed the effects of non acceptance and
acceptance of diversity in an organization

3. Activating Prior Knowledge
• Was there ever a time
you felt different from
everyone? What was
that unique
trait?
• How did others
treat you? How
did that make you
feel?

4. • There are many factors that make one person
different from other people.
• Differences can be visible and invisible. They
can refer to the color of your skin, eyes,
weight, height, age, status, personality,
intelligence and many more.
• These unique characteristics are quite
noticeable to people you meet.
• There are other differences brought about by
one’s beliefs, mindsets, values, sexual identity,
intelligence, personality and others that are
not easily evident or are invisible.

5. • You will need to get to know a person closer to
be able to observe that he/she is different from
you or other people.
• It is the uniqueness of each one that is the root
of diversity.
• Diversity is from the Latin word divertere, which
means to turn away, separate, oppose (Latin
Dictionary)

6. • The Collins dictionary defines diversity as “the
state or quality of being different or varied; a
variety or assortment; a point of difference;
inclusion of people of different races, genders,
religious in a group; there are 2 entities and
they are not identical; and property of being
numerically distinct”

7. • In the United Nations Educational, Scientific and
Cultural Organization’s (UNESCO) “Guide on
Ensuring Inclusion and Equity in Education (2017),
diversity is defined as “people’s differences which
may relate to their race, ethnicity, gender, sexual
orientation, language, culture, religion mental and
physical ability, class, and immigration status “
(UNESCO 2017)

8. • Diversity is an issue we have to face and conquer.
Presently, people recognize and consider the
differences of each person as important.
• We all live in a global village that brings about
changing demographics both in the work force
and education.
• 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 about accepting, understanding and
tolerating one’s uniqueness or differences.

9. • Since we live in a global village, it is valuable that
we discover and explore areas that can make us do
collaborative works.
• Accepting and celebrating the uniqueness of
everyone will cultivate respect for different
experiences and qualities of individuals that will
open more avenues to solve problems and
innovate.
• Collaboration and communication are skills
needed to develop and succeed so it is important
that we understand our differences and master
how these could be used to harness tolerance,
cooperation and unity that will lead to
productivity.

10. The Loden’s Diversity Wheel
• In 1990, Marilyn Loden, an American writer and
Judy Rosener, a professor at the graduate school
in the University of California, Irvine developed a
framework to respond to the flourishing
divergence in America’s labor force.
• The goal was to capacitate people to make their
voices heard by pointing to diversity and its
impact on their person, their rights and their
freedom

11. • They both published a book entitled
“Workforce America! Managing Employee
Diversity as a Vital Resource” and they
introduced the Diversity Wheel model.
• Loden recognized the demand for an
instrument that would help people better
understand how group based differences
influence people’s social identities.
• Dissatisfaction, distrust and competition
would ensue when different diversities are not
recognized.

12. • Their research led them to maximize the
workforce of a diverse group of people,
managing diversities as assets to develop
productive working relationships but the
model was revised around 1996 to cover other
aspects of differences not found on the first
version.
• Accdg to Loden “ Diversity discussions are
about understanding social identities,
acknowledging what is important and learning
to integrate into society so sub group feels
excluded or one down (1991)

13. • Diversity points our significance of social
characters and ways people develop their
identity when establishing connection with
people.
• The wheel has 2 dimensions: primary or core
dimensions and secondary dimensions of
diversity. The dimensions are the components
that comprise the whole person.

14. Loden and Rosener’s Diversity Wheel

15. The Inner Circle(Primary/Core
Dimensions)
• It is the inner circle
• These are the stronger ones and these are the
characteristics we were born with or established
by significant experiences we had or people we
interacted with.
• Distinctly persuasive who we are, our principles,
our sense of self, our image, perceptions and how
we think about others.

16. Outer Circle ( Secondary Dimensions)
• Characteristics that are part of our social
identity but they can change or be discarded
as our life experiences impact us.
• Influenced by people we encounter, places we
go or live in and experiences we go through
• Our core and secondary dimensions affect our
prior experiences, viewpoints and principles,
giving us an exclusive mind set of the world
around us, making us DISTINCT individuals.

17. Follow up Act:
• Creating of Diversity Wheel ( same dimensions
of Loden’s Wheel)
• What characteristics is only found in you and
not with other classmates?

18. • Once we find out we are different from each
other what do we do next?
• At times it would be difficult to understand and
even accept others who may be different from us.
It may be a daunting task to adjust to the culture,
spiritual beliefs and other different of other
people
• 4 principles accdg to Loden to help manage our
behavior in order to successfully interact with
people in global context: RESPECT, INCLUSION,
COOPERATION & RESPONSIBILITY
(RICR)

19. Definition of Principles:
• Respect- treating others the way they wish to be
treated
• Inclusion- making certain everyone on the team is
truly a part of the team’s decision-making process
• Cooperation- actively helping others succeed
rather than competing or attempting to one-
up(compete) someone
• Responsibility- managing personal behavior to
maintain a diversity-positive environment and
questioning inappropriate behavior when it
occurs

20. Ability and Disability as a Dimension
of Diversity

21. • Ability- refers to the possession of the qualities
required to do something; necessary skill or
competence or power. (Collin’s Dictionary)
• Disability – the umbrella of term for impairments,
activity limitations and participation restrictions,
referring to the negative aspects of the interaction
between the individual (health condition)and the
individual’s contextual factors (environmental or
personal factor). (WHO World Health Organization)

22. Disabilities may affect the ff:
• senses or mobility
• Static, stagnant or progressive
• congenital or acquired
• formal (affecting shape of body) or functional
• visible or invisible
• The person’s disability makes him unique at
times shunned from places or activities.

23. • People with disabilities have to be acknowledged
as part of the spectrum diversity
• Have to be recognized as human beings who
should not be discriminated against but rather
understood, accepted and tolerated
• They have to exercise their rights
• Disabilities have to be viewed as a natural part of
life
• They have to be perceived as accepted and w/
distinct abilities
• THEY HAVE TO IDENTIFY W/ THEIR DISABILITIES
SO THAT THE WORLD CAN ACCEPT THEM AND
CREATE VENUES FOR THEM TO LIVE IN

24. ACTIVITY:
• What do you think are the problems/
dilemmas caused by diversity???

25. The Dilemma of Diversity
• Discrimination against race, gender, age and
intellect still abound even with the laws that
uphold diversity
• In workplaces, they discriminate people of
color, religions such as Muslim is taken aside
in immigration and interrogated.
• Some schools students with special needs are
denied because of their disabilities and told
they are not suited for their school program.

26. Habem Grima
• first deafblind person to graduate from Harvard Law School. An
advocate for equal opportunities for people with disabilities, she
was named by former President Barack Obama as a White House
Champion of Change

27. • Children from indigenous groups have to go
through an educational system that does not
consider their ethnic background needs and
values
• There is still so much need to be put in so that
diversity can be accepted and respected in a lot
of areas.
• In schools, diversity is the best way to teach what
it means to be tolerant and respectful of each
other’s differences
• Government pass on laws that protect welfare of
diverse people
• DIVERSITY IS AN INTEGRAL COMPONENT OF LIFE
AND LIVING