As stated in the previous chapter connection, there are many challenges that stand in the way of urban education. The main issue discussed in chapter 10 of the book “Affirming Diversity: The Sociopolitical Context of Multicultural Education” by Sonia Nieto and Patty Bode, was the issue of bilingual programs never having enough support by schools. In addition “bilingual teachers have been segregated programmatically and physically from other staff members, making both teachers and students feel isolated from the community (p.380)”. This issue has always been highly debated because while some people believe bilingual programs work, others believe the opposite. Regardless of who is right or wrong, the truth is that we live in a country that
Here at this child care we strongly feel and are committed in encouraging children and families from all social class, religion, race and disability to achieve his/her full potential. We are very aware of just how important it is to share awareness of diversity and cultural experiences to help others become aware of
Introduction An introduction to the handbook includes: data about the district, a rationale that explains why we are engaged in the work of cultural proficiency, and a theory of action that will guide the rest of the rationale by using the growth mindset model. II. The Components of Cultural Proficiency A description of the framework of Cultural Proficiency as adapted by DMPS is divided into four parts: The Guiding Principles, The Continuum, The Barriers, and The Essential Elements. Included in each description of the components are practical examples that help with understanding the concept, as well as considerations to how cultural proficiency ties into our other main district initiatives.
As an educator we should know and understand our own culture identity which is the first step to become a culturally competent practitioner. From that we will get to know how our cultural experience has moulded our own life which made us capable to acknowledge how these features impact on others. A culturally competent educator can communicate delicately and effectively with people who have different languages, cultures, religions, genders, ethnicities, disabilities, ages and sexualities and this educator will attempt to provide services which are consistent to the needs and values of the families and children by acknowledging them, and responding to them correctly. An Educator need to improve skills, knowledge, attitudes, perceptions and practices
-This is because culture is an important part of a child’s identity therefore enabling children to feel a healthy sense of who they are in relation to their culture. If you have understanding and respect for their culture you can help promote their beliefs and attitudes towards themselves in accepting their own culture as ok, respecting their culture and experiencing it as making a positive contribution to our community (Department of Education, Employment and Workplace Relations, 2010, p. 21). -it will assist in building strong partnerships with families based on trust where they feel they belong and contribute to the early childhood community and beyond too- this will empower them in their parenting and help them feel at ease with the type
Tokenism occurs when cultural diversity and difference are not affirmed and embedded in everyday practices in the program (A. Kennedy, 2010, p 17). Therefore it is important to ensure that the educator understands the child’s culture as there is the potential to be more than one culture within a country, therefore it is important not to stereotype different cultures when addressing them. When discussing these cultures with children it is important to find similarities within the cultures, which will connect the children and ensure there is not any biases towards other cultures. Tokenism can be avoided through continuing to have a close relationship with families, to ensure where change within the family dynamic is occurring, continuing to undertake
Tokenism is the act or practice of making an obligatory or minimal effort towards something. It occurs when cultural diversity and differences are not affirmed and embedded in everyday practices in the program. It is tokenistic, for example, to focus on differences by having displays of cultural artefacts from other countries if you don’t ensure they are evident in everyday practice and used by children in their learning experiences. Australian Government (2010), states that tokenism can be avoided in an early childhood setting by not focusing on a specific culture or a child’s specific culture. For example when working with a group of children there may be a number of children from a variety of backgrounds and cultures.
The world’s expanding level of globalization demands for increased interaction among individuals from a diverse spectrum of backgrounds. It is this globalization that makes maximizing and capitalizing on workplace diversity a significant component of economic success for companies. With society’s increasing demand for inclusiveness and diversity in all aspects of everyday life, a job as a chief diversity officer grows more valuable. A chief diversity officer is responsible for cultivating work environments that promote diversity by identifying where their organization is lacking in multiculturalism and taking the proper steps to ensure that these shortcomings are rectified. A career as a chief diversity officer is an ideal career choice for
The website describes using teachable moments to infuse the classroom with culture but warns against using multicultural units. Instead it suggest using multicultural diverse books and read those stories to the class and offer multiple choices in the library. The website also addresses that you should give all students the opportunity to learn about diverse cultures, even if your class is not culturally diverse. Teachers may be the only diversity exposure that students receive and they need to learn about living in a diverse world. The website describes offering books, posters, artwork, materials for various skin tones, and discussing similarities and differences that cultures share.
The legislation relating to equality, diversity and inclusion, stems both from the UK government and the European Union. It offers protection from discrimination on grounds of age, disability, gender, race and ethnic origin, religious faith or belief and sexual orientation. The legislation has implications on all workplaces, in terms of employment practice and in terms of the services provided. Compliance with the legislation must be embedded in your Equality, Diversity and Inclusion policies. You will need to adopt a very broad-based approach to ensure that all relevant legislative requirements are addressed and take full responsibility for actions in your sphere of responsibility.
Canada is comprised of many different cultures and currently holds one of the highest groups of interracial relationships. Culture can be defined as characteristics of a particular group of people, defined by religion, food language, etc. Culture is an important aspect of a community and is often the glue that holds said community together. Culture is also incorporated into people’s personal identity and one’s personal identity is hugely derived from their culture.
Recources - Equality- The selection of reources in classrooms promote equality by having a few of the same thing, and areas big enough for a group of children. The recources are all at their level so they can acces them. There is a video that children could watch to understand racism in a way they 'd understand. The video is about a box of crayons, and how the colours don 't like eachother, there is a poem/story that goes along with it, it goes like this:
Abstract According to Hays (1996, 2008), “ADDRESSING” model, consideration of age, developmental disabilities, acquired disabilities, religion, ethnicity, sexual orientation, socioeconomic status, indigenous group membership, nationality, and gender contributes to a complete understanding of cultural identity. Who I am; my beliefs, values, morals, and views on diversity are shaped based upon my upbringing, the values within the society I grew in, and the norms adopted by my culture. However, I can’t thank these sources enough for who I am; my own personal experiences and feelings have had a huge impact on my cultural views. I want to take you on a journey - my path to cultural identity.
1. I would welcome Ahmad and his family into my classroom by learning more about Ahmad’s family and their culture. I would ask Ahmad’s father what country his family is from in the Middle East. It’s very important to have cultural awareness in terms of dealing with a family from a different culture. Culture is a comprehensive term that includes the various understandings, traditions, and guidance of the groups to which we all belong, (p.12) I would incorporate his culture and family by providing activities related to teaching the other children in the class about Ahmad’s culture.
Children’s culture should be valued at such a level that the children and their families feel welcomed and belonged to the service at all time. For example, sharing a small and quick conversation with parents if they have any cultural or customs celebrations coming up or may be discussing it in a group conservation with children. This is will help children build their confidence and self-esteem for who there are and parents will feel accepted and secure that their children are at the right place. This will help the children to understand their friends and respect their values and culture and to have that understanding of the difference and diversity. In future children will have mutual respect and acceptance for all the different cultures they come