The article is based off the 2005 enrollment of students in schools. The report of the NCES, focus on diversity as a “minority” issue, based solely on ethnicity. They compare and list other educational links, and state exactly what we in California know already. “We are seen a large increase in schools, with a very large diverse community”. The article goes on to explain other findings by the NCES report. Lastly, they did find that teacher mobility is twice as high in higher poverty schools.
Did you know that there is a magazine devoted to the topic of diversity? Included in this crazy yet interesting magazine were many articles that stunned and fascinated me at the same time. The mission statement of the magazine is “to bring education and clarity to the business benefits of diversity”. The profile states “We define diversity management as the proactive management of race/culture, gender, orientation, disability and age to ensure equal outcome in relationships with employees, customers, investors and suppliers. We feel that the first two factors (race and gender) are the most important because they impact the treatment of the other three factors and are the most dominant loci of discrimination.” So here are a few topics I glanced through: Remember your 5 Black Presidents, (How many Pres. hid their heritage?) Slavery Ties “The Bush Long-held Family Secret”. This online magazine also has special news sections such as, “Ask the White Guy” Corporate Communications, and a pretty interesting group of articles from the “Work Force”. You can receive everything from legal advice, career advice, diversity management info to information on the Top 50 Diverse Companies. Not so sure about any of this, but it was at least interesting to skim through!
http://vocserve.Berkeley.edu/CW82/Diversity.html “Diversity Initiatives in the Workplace” is a summary of the work being done by Rose Mary Wentling at the University of Illinois. Wentling defines diversity in the broadest form seeking to include all workers bringing their individual differences to the table. She also describes the reason behind organizations incorporate diversity: to maintain and increase profit within a national and global market, as well as the notion of fairness and morality. Wentling states: “ Perhaps the strongest rationale for incorporating diversity is to increase productivity among all workers.” The article goes on to outline strategies for working with diversity calling for training and education, guidance and planning. I found this article interesting as it spoke to the BIG picture of globalization and how economically it is sound to strengthen the organizations base by recognizing and enhancing its diversity. Rose Mary Wentling’s research interests lie in diversity in education and the workplace.
Copple, C. (2003). A world of difference. Washington, D.C.: National Association for the Education of Young Children
The resource I chose is a publication distributed by the National Association for the Education of Young Children (NAEYC) titled A World of Difference: Readings on Teaching Young Children in a Diverse Society. People today encounter a greater influence from cultures, languages, ethnic backgrounds, religions, perspectives, and ways of living. Examples are the inclusion classroom and bilingual education. According to the author, the goal of this publication is create reflection and discussion on cultural differences and how they affect children at different points in their development. Topics broached are religion, antibias education, gender equity, social class, and family diversity. Additional resources are also included.
www.nwlink.com/~donclark/leader/diverse.html Diversity and Leadership
This article describes diversity as a way of empowering people and promoting the human spirit. An organization can be more effective by capitalizing on the strenghs of each employee. It also states that diversity is about understanding, valuing, and making the most of the individual differences found in each and every person.
In my opinion, I could see this as a challenge for any organization because it means changing one's own attitude about the way they may approach co-workers who they may see as a threat rather than an asset of ideas or information to accomplish the teams goals.
"The Role and Responsibilities of Effective Leaders in Culturally Diverse Schools" by Dr. Camille A. Smith, Education Programs Consultant, California Department of Education. Published in CALIFORNIA CURRICULUM NEWS REPORT- A Publication of the Curriculum & Instruction Steering Comittee, Volume 30- Number 2- December 2004
You can contact the author at: CaSmith@cde.ca.gov
-The article discusses five main reference areas:
-Becoming Culturally Competent
-Developing a Strong Collaborative School Culture
-Create and Sustain Inclusive Environments
-Set Direction
-Provide Instructional Leadership
"Leaders who model culturally competent behavior, develop strong collaborative shool cultures, create inclusive environments, articulate a vision that describes the best methods of teaching and learning, and provide strong instructional leadership are leaders who are putting forth the best practices in working with culturally diverse students."
Diversity Training Programs and Disability awareness
As a business, and education is definately a business, all bosses, or leaders should be aware of how to meet, to greet, to sell, to hire and coach diverse individuals or groups. Diversity training programs and disabilities awareness training programs are having a huge impact on many sectors of our society. On this web site directory, you will find diverse training programs and documentaries designed to enable your organization to more effectively develop and support a diverse workforce. This is great informational website. Check it out!!
This blog relates to Professional Learning Communities (PLCs). It speaks to a different type of diversity, the diversity of instruction. The article stresses the importance of teachers agreeing to teach certain concepts within the same window of time so that all students will be prepared for the common assessment. The advocates of PLCs agree to the diversity of instruction. Teachers can make instructional decisions and keep their creativity. Members of the learning communities can then begin to observe which techniques are most effective in helping students achieve the intended outcomes. Other teachers may borrow techniques for reteaching purposes once they see the success.
Diversity and Leadership is an article I came across on the internet which grabbed my attention. It discussed the challenges and reasons why it is important to embrace diversity.Diversity is about empowering people and promoting the human spirit. It makes an organization effective by capitalizing on all the strengths of each employee.Diversity is about understanding, valuing, and making the most of the individual differences found in each and every person. Also, the fact that when we reach the point of acceptance and unity is when we will take our first steps toward reaching the same goal.
Did you hear about the student who was shot and killed by another student, in Oxnard, in Feb.? According to this article in the LA Times, he was killed by a fellow student after he revealed his sexual orientation. The article is about a new piece of legislature that is being introduced by Eng that would ensure protocol procedures for administrators and teachers in situations where violence may occur due to issues of student "diversity." I would be interested in hearing what some of you think about the bill proposal, especially after reading Robert's definition of diversity. This was certainly not a case of acceptance of differences or empowerment. Do you think Eng's bill will help?
The research concluded in this study supports, "claims about the educational significance of race in higher education, as well as the complexity of its interaction with contextual and individual factors."
The study re-examines several commonly agreed upon ideas with a few added elements. This study was published in Psychological Science.
This article by Susan Heathfield involves developing effective working relationships with diverse people at work. She believes that we should start with our similarities, not our differences, among people when you build relationships. She goes on to say that in the past we emphasized honoring and appreciating the diverse needs, skills, talents, and contributions of people. While this is critical, she goes on to say, don’t let the pendulum swing too far in this direction. She claims that we are in danger of forgetting to honor and appreciate our similarities. I agree with Ms. Heathfield for the fact that we in our daily lives are drawn to people because of our similarities. After we make friends, which I feel is based on some sort of common similarity, i.e., baseball, golfing, church, biking, and so on, then we are able to share our differences. Once we establish a ‘comfort zone’ with our friends and colleagues, we are able to step out of our comfort zone and share our differences, once we know it is safe to do so. By acknowledging our similarities and likenesses, we create a starting point for understanding and appreciating diversity in the work place.
http://newdelhi.usembassy.gov/pr1125.html I must confess I have had the most difficult time with this topic. Here is a speech I ran across while looking for a diversity resource. I had a difficult time finding a resource that wasn’t connected to someone trying to sell something. I found this speech interesting. I submit it for your consideration. You may agree with the speaker and then again you may not “It is the mark of an educated mind to be able to entertain a thought without accepting it” - Aristotle
This site addresses many aspects of diversity in the workplace. It is geared to the business community. One particular page that I found interesting was http://www.boston.com/jobs/diversity/032004/moreinfo.shtml#buyingpower . This page shows a number of graphs that illustrate what inroads many minority groups are making. The categories range from women as directors of Fortune 500 companies to the buying power of different ethnic groups.
Leading for Diversity: How School Leaders Promote Positive Interethnic Relations University of California, Berkeley
This paper discusses a study conducted to learn what proactive school leaders do to create positive interethnic environments. The study found that school leaders can indeed make a positive difference in racial or ethnic relations. They give definitions for race and ethnicity. It states that “race is a concept that is socially constructed, even though it is not biologically valid. There are more genetic differences within so-called races than there are between them.”
This article includes several checklists to help determine to what extent your school has difficulties dealing with race or ethnic issues, and outlines what school leaders can do to promote more positive interethnic relations. Go to the conclusions page for an outline of steps school leaders can take to create a positive school environment and allow all voices to be heard.
Department for children, schools, and family What is Diversity Article that focused on what are some ways school use diversity. It made comment on several ways but I narrowed in on collaboration, since it is the “new” school. Collaborating School diversity has the potential to benefit all students in a community when schools work together to share their resources and expertise. As schools develop their individual strengths, and standards of teaching and learning improve they can then contribute to raising standards in the wider system. The rationale for promoting school diversity is based on sound evidence that schools with a mission and a clear focus are successful in raising standards. As schools develop their specific areas of expertise they should then be contributing to the wider system through a local network, or 'community of schools'.
17 comments:
www.stateline.org/live/ViewPage.action?siteNodeId=136&languageId=1&contentId=35088
Diversity fuels student enrollment boom
The article is based off the 2005 enrollment of students in schools. The report of the NCES, focus on diversity as a “minority” issue, based solely on ethnicity. They compare and list other educational links, and state exactly what we in California know already. “We are seen a large increase in schools, with a very large diverse community”. The article goes on to explain other findings by the NCES report. Lastly, they did find that teacher mobility is twice as high in higher poverty schools.
Website: www.DiversityInc.com
Did you know that there is a magazine devoted to the topic of diversity? Included in this crazy yet interesting magazine were many articles that stunned and fascinated me at the same time. The mission statement of the magazine is “to bring education and clarity to the business benefits of diversity”. The profile states “We define diversity management as the proactive management of race/culture, gender, orientation, disability and age to ensure equal outcome in relationships with employees, customers, investors and suppliers. We feel that the first two factors (race and gender) are the most important because they impact the treatment of the other three factors and are the most dominant loci of discrimination.”
So here are a few topics I glanced through: Remember your 5 Black Presidents, (How many Pres. hid their heritage?) Slavery Ties “The Bush Long-held Family Secret”. This online magazine also has special news sections such as, “Ask the White Guy” Corporate Communications, and a pretty interesting group of articles from the “Work Force”. You can receive everything from legal advice, career advice, diversity management info to information on the Top 50 Diverse Companies. Not so sure about any of this, but it was at least interesting to skim through!
http://vocserve.Berkeley.edu/CW82/Diversity.html
“Diversity Initiatives in the Workplace” is a summary of the work being done by Rose Mary Wentling at the University of Illinois.
Wentling defines diversity in the broadest form seeking to include all workers bringing their individual differences to the table.
She also describes the reason behind organizations incorporate diversity: to maintain and increase profit within a national and global market, as well as the notion of fairness and morality. Wentling states: “ Perhaps the strongest rationale for incorporating diversity is to increase productivity among all workers.”
The article goes on to outline strategies for working with diversity calling for training and education, guidance and planning.
I found this article interesting as it spoke to the BIG picture of globalization and how economically it is sound to strengthen the organizations base by recognizing and enhancing its diversity. Rose Mary Wentling’s research interests lie in diversity in education and the workplace.
Copple, C. (2003). A world of difference. Washington, D.C.: National Association for the Education of Young Children
The resource I chose is a publication distributed by the National Association for the Education of Young Children (NAEYC) titled A World of Difference: Readings on Teaching Young Children in a Diverse Society. People today encounter a greater influence from cultures, languages, ethnic backgrounds, religions, perspectives, and ways of living. Examples are the inclusion classroom and bilingual education. According to the author, the goal of this publication is create reflection and discussion on cultural differences and how they affect children at different points in their development. Topics broached are religion, antibias education, gender equity, social class, and family diversity. Additional resources are also included.
Hi Dianne, your article sounds interesting. Did it give you additional information on how a teacher could create diversity in his/her classroom?
www.nwlink.com/~donclark/leader/diverse.html
Diversity and Leadership
This article describes diversity as a way of empowering people and promoting the human spirit. An organization can be more effective by capitalizing on the strenghs of each employee. It also states that diversity is about understanding, valuing, and making the most of the individual differences found in each and every person.
In my opinion, I could see this as a challenge for any organization because it means changing one's own attitude about the way they may approach co-workers who they may see as a threat rather than an asset of ideas or information to accomplish the teams goals.
"The Role and Responsibilities of Effective Leaders in Culturally Diverse Schools" by Dr. Camille A. Smith, Education Programs Consultant, California Department of Education. Published in CALIFORNIA CURRICULUM NEWS REPORT- A Publication of the Curriculum & Instruction Steering Comittee, Volume 30- Number 2- December 2004
You can contact the author at:
CaSmith@cde.ca.gov
-The article discusses five main reference areas:
-Becoming Culturally Competent
-Developing a Strong Collaborative School Culture
-Create and Sustain Inclusive Environments
-Set Direction
-Provide Instructional Leadership
"Leaders who model culturally competent behavior, develop strong
collaborative shool cultures, create inclusive environments, articulate a vision that describes the best methods of teaching and learning, and provide strong instructional leadership are leaders who are putting forth the best practices in working with culturally diverse students."
Great ideas to put into practice.
http://www.rctm.com/divrsitydisability
Diversity Training Programs and Disability awareness
As a business, and education is definately a business, all bosses, or leaders should be aware of how to meet, to greet, to sell, to hire and coach diverse individuals or groups. Diversity training programs and disabilities awareness training programs are having a huge impact on many sectors of our society. On this web site directory, you will find diverse training programs and documentaries designed to enable your organization to more effectively develop and support a diverse workforce. This is great informational website. Check it out!!
http://www.allthingsplc.info/wordpress/?p=46
Common Formative Assessments
This blog relates to Professional Learning Communities (PLCs). It speaks to a different type of diversity, the diversity of instruction. The article stresses the importance of teachers agreeing to teach certain concepts within the same window of time so that all students will be prepared for the common assessment. The advocates of PLCs agree to the diversity of instruction. Teachers can make instructional decisions and keep their creativity. Members of the learning communities can then begin to observe which techniques are most effective in helping students achieve the intended outcomes. Other teachers may borrow techniques for reteaching purposes once they see the success.
http://www.nwlink.com/~donclark/leader/diverse.html
"Diversity and Leadership"
Diversity and Leadership is an article I came across on the internet which grabbed my attention. It discussed the challenges and reasons why it is important to embrace diversity.Diversity is about empowering people and promoting the human spirit. It makes an organization effective by capitalizing on all the strengths of each employee.Diversity is about understanding, valuing, and making the most of the individual differences found in each and every person. Also, the fact that when we reach the point of acceptance and unity is when we will take our first steps toward reaching the same goal.
www.latimes.com/news/education/la-me-hate19feb19,1,2451343.story - 38k -
Did you hear about the student who was shot and killed by another student, in Oxnard, in Feb.? According to this article in the LA Times, he was killed by a fellow student after he revealed his sexual orientation. The article is about a new piece of legislature that is being introduced by Eng that would ensure protocol procedures for administrators and teachers in situations where violence may occur due to issues of student "diversity." I would be interested in hearing what some of you think about the bill proposal, especially after reading Robert's definition of diversity. This was certainly not a case of acceptance of differences or empowerment. Do you think Eng's bill will help?
http://www.stanford.edu/group/diversity/
The Racial Diversity Experiment
The research concluded in this study supports, "claims about the educational significance of race in higher education, as well as the complexity of its interaction with contextual and individual factors."
The study re-examines several commonly agreed upon ideas with a few added elements. This study was published in Psychological Science.
http://humanresources.about.com/od/diversity/a/diversity.html
This article by Susan Heathfield involves developing effective working relationships with diverse people at work. She believes that we should start with our similarities, not our differences, among people when you build relationships. She goes on to say that in the past we emphasized honoring and appreciating the diverse needs, skills, talents, and contributions of people. While this is critical, she goes on to say, don’t let the pendulum swing too far in this direction. She claims that we are in danger of forgetting to honor and appreciate our similarities. I agree with Ms. Heathfield for the fact that we in our daily lives are drawn to people because of our similarities. After we make friends, which I feel is based on some sort of common similarity, i.e., baseball, golfing, church, biking, and so on, then we are able to share our differences. Once we establish a ‘comfort zone’ with our friends and colleagues, we are able to step out of our comfort zone and share our differences, once we know it is safe to do so. By acknowledging our similarities and likenesses, we create a starting point for understanding and appreciating diversity in the work place.
http://newdelhi.usembassy.gov/pr1125.html
I must confess I have had the most difficult time with this topic. Here is a speech I ran across while looking for a diversity resource. I had a difficult time finding a resource that wasn’t connected to someone trying to sell something. I found this speech interesting. I submit it for your consideration. You may agree with the speaker and then again you may not
“It is the mark of an educated mind to be able to entertain a thought without accepting it” - Aristotle
http://www.boston.com/jobs/diversity/032004/index.shtml
Winning with Diversity.
This site addresses many aspects of diversity in the workplace. It is geared to the business community. One particular page that I found interesting was http://www.boston.com/jobs/diversity/032004/moreinfo.shtml#buyingpower . This page shows a number of graphs that illustrate what inroads many minority groups are making. The categories range from women as directors of Fortune 500 companies to the buying power of different ethnic groups.
http://repositories.cdlib.org/cgi/viewcontent.
cgi?article=1128&context=crede
Leading for Diversity: How School Leaders Promote Positive Interethnic Relations
University of California, Berkeley
This paper discusses a study conducted to learn what proactive school leaders do to create positive interethnic environments. The study found that school leaders can indeed make a positive difference in racial or ethnic relations. They give definitions for race and ethnicity. It states that “race is a concept that is socially constructed, even though it is not biologically valid. There are more genetic differences within so-called races than there are between them.”
This article includes several checklists to help determine to what extent your school has difficulties dealing with race or ethnic issues, and outlines what school leaders can do to promote more positive interethnic relations. Go to the conclusions page for an outline of steps school leaders can take to create a positive school environment and allow all voices to be heard.
Department for children, schools, and family
What is Diversity
Article that focused on what are some ways school use diversity. It made comment on several ways but I narrowed in on collaboration, since it is the “new” school.
Collaborating
School diversity has the potential to benefit all students in a community when schools work together to share their resources and expertise. As schools develop their individual strengths, and standards of teaching and learning improve they can then contribute to raising standards in the wider system.
The rationale for promoting school diversity is based on sound evidence that schools with a mission and a clear focus are successful in raising standards. As schools develop their specific areas of expertise they should then be contributing to the wider system through a local network, or 'community of schools'.
Post a Comment