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LODEN'S DIVERSITY WHEEL. powerpoint presentation
- 1. LODEN’S DIVERSITY WHEEL ED-205 Foundationsof Special Education and Inclusive Education Reporters: MECHAILA NACASABOG ARIES LABUYO BSED 2-C
- 2. 1 2 3 Today, you’ll learn about the following: Discuss the meaningand significance of diversity Demonstrate the use of Loden’s Wheel of Diversity Support diversity as a positive component of relationships, educations and organizations
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- 4. What is diversity? -itmeans understanding each individual is unique and recognizing our individual differences. -It is the practice or equity of including or involving people from a range of different genders.
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- 9. • In 1990,Marilyn Loden and Judy Rosener developed a framework for thinking about the different dimensions of diversity within individuals and institutions. Marilyn Loden Judy Rosener
- 10. In 1991, Lodenand Rosener published the book “Workforce America”! Managing Employee Diversity as a Vital Resource. In this book, the original version of the diversity wheel was introduced. Loden recognized the demand for an instrument that would help people understand better how group based differences influence people’s identity. LET’S READ AND PONDER “I wanted to identify the differences that make a major difference.” she explains, “to show which dimensions of diversity are important in people’s lives, acknowledge their power so that people who wanted to talk about them would be supported by the model”.
- 11. In the last20 years, the global context for business and the workplace has become much more clear, and diversity right along with it. To help make diversity discussion more relevant in this global context, Marilyn Loden decided the model needed an update. LET’S READ AND PONDER ““I think diversity discussions are really understanding our social identities, acknowledging what is important and learning to integrate into social so that no sub group feels excluded or down”.”.
- 12. it includes thefollowing types of diversities, age, gender, identity or expresssion, gender, nationality origin, sexual orientation, mental and physical ability, race and ethnicity, education. LODEN’S DIVERSITY WHEEL
- 13. LODEN’S DIVERSITY WHEEL Thewheel consists of two circles: 1. primary or core dimensions 2. secondary dimensions
- 14. LODEN’S DIVERSITY WHEEL PRIMARY/COREDIMENSIONS • They are found in inner embedded sphere in which we as humans do not have any control since they are part of our diversity.
- 15. LODEN’S DIVERSITY WHEEL SECONDARYDIMENSIONS • Other important differences that are acquired later in life and presumably have less influence in defining who we are.
- 16. Diverse groups have agreater range of perspectives and also able to generate more high solutions. Groups with greater diversity were shown to have greater innovation and creativity Greater opportunity as individual and in professional growth. POSITIVE
- 17. Different understanding of professional etiquettes. A lotof communications or difficult to understand across language and cultures. Some may be less likely to let their voices be heard NEGATIVE
- 18. RESPECT — Treating others theway they wish to be treated 1. 4 principles to foster diversity The four(4) principles are respect, inclusion, cooperation, and responsibility or RICR (Loden, 1996)
- 19. 4 principles tofoster diversity RESPECT — Treating others the way they wish to be treated The four(4) principles are respect, inclusion, cooperation, and responsibility or RICR (Loden, 1996) INCLUSION — making certain everyone on the team is truly a part of the team’s decision-making process 1. 2.
- 20. 4 principles tofoster diversity RESPECT — Treating others the way they wish to be treated The four(4) principles are respect, inclusion, cooperation, and responsibility or RICR (Loden, 1996) 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 attempting to one-up someone 1. 2. 3.
- 21. 4 principles tofoster diversity RESPECT — Treating others the way they wish to be treated The four(4) principles are respect, inclusion, cooperation, and responsibility or RICR (Loden, 1996) 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 attempting to one-up someone RESPONSIBILITY — managing personal behavior to maintain a diversity-positive environment and questioning inappropriate behavior when it occurs 1. 2. 3. 4.
- 22. Ability — refersto the possession of the qualities required to do something; necessary skill or competence,or power -Collins English Dictionary Disability — the term for impairments, activity limitations, and participation restrictions, referring to the negative aspects of the interaction between an individual (with a health condition) and the individual’s contextual factors (environmental and personal factors). -W.H.O n.d. ABILITY and DISABILITY as a DIMENSION of DIVERSITY
- 23. A person witha disability is a person who has a physical or mental impairment that substantially limits one or more major life activity -The American Disabilities Act of 1990 (ADA) Disabilities may affect one’s senses or one’s mobility; they may be static or progressive, congenital or acquired, visible or invisible. -Couser, 2005) ABILITY and DISABILITY as a DIMENSION of DIVERSITY
- 24. A person’s disabilitymakes him or her a unique individual who is at times, shunned from places and activities. They have to be acknowledged as a part of spectrum of diversity. They have to be recognized as human beings who should not be discriminated against, but rather understood and tolerated. They have to be accorded to their rights LET’S READ AND PONDER
- 25. In this agedof fast paced development where diversity plays a unique role, there are still challenges that confront a lot of people who been identified as “different”. In some workplace, women and people of color are still discriminated against and not given positions in management or administration. People of a certain race are stereotyped to be of a specific character. Children from indigenous groups have to go through an educational system that does not consider their ethnic background, needs, and values The DILEMMA of DIVERSITY
- 26. Communication Issue The DILEMMA ofDIVERSITY
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- 29. Diversity is anissue we have to face and conquer. As our communities become more diverse, it is imperative that we make an effort to understand the different dimension of diversity, which is not just all about accepting, understanding, and tolerating one’s uniqueness. Accepting and celebrating the uniqueness of each individual will allow for respecting different experiences and qualities of individuals that will open up more avenues to solve problems and innovate. Collaboration and communication are skills that are needed to develop and succeed. it is therefore, important that we understand our differences and master howthese could be used to harness tolerance, cooperation, and unity that will lead to productivity
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- 31. REFERENCES: *Loden, M., &Rosener, J. (1991).* Workforce America! Managing Employee Diversity as a Vital Resource. (https://www.goodreads.com/book/show/1330075.Workforce_America) *Loden, M. (1996).* Implementing Diversity.( https://www.goodreads.com/book/show/1416262.Implementing_Diversity) *World Health Organization (WHO).* Disability(https://www.who.int/health-topics/disability) *The American Disabilities Act of 1990 (ADA).(https://www.ada.gov/) *Harvard Business Review (2018).* How Diversity Can Drive Innovation.( https://hbr.org/2018/01/how-diversity-can-drive-innovation) *Society for Human Resource Management (SHRM).* Managing Organizational Diversity.( https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/global-and-cultural-eff ectiveness/pages/managing-organizational-diversity.aspx )
Editor's Notes
- #14 The PRIMARY CORE is the most powerful and sustaining differences. Loden presented six(6) primary dimensions: age, ethnicity, physical abilities/qualities, race, and sexual orientation.
- #15 SECONDARY DIMENSION defined the other important differences that acquired later in life. The secondary dimension included: educational background, income, marital status, work experience, military experience, religion and geographic loacation.