Role of Facilitators as Diversity Promoters

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(Created page with "Facilitators of different working groups are a great source of empowering and developing social diversity. developing awareness of diversity and incorporating it into training ...")
 
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First we have to understand and question ''our own habits and culture''. Then we have to realize and interprete ''our team’s habits and cultures'' as well as those of ''our participants''. Finally, we have to consider and reflect on ''societal structures'' that impede or slow down processes of change towards equality and participation.. Let’s incorporate diversity consciousness into our seminars, projects, and civil involvement.  
 
First we have to understand and question ''our own habits and culture''. Then we have to realize and interprete ''our team’s habits and cultures'' as well as those of ''our participants''. Finally, we have to consider and reflect on ''societal structures'' that impede or slow down processes of change towards equality and participation.. Let’s incorporate diversity consciousness into our seminars, projects, and civil involvement.  
  
''”Listen to other perspectives and be surprised that things can be seen in a totally different way”''. The impact of a teaching, learning or facilitating  method lies in the facilitator’s attitude, not in the method itself.
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''”Listen to other perspectives and be surprised that things can be seen in a totally different way”''. The impact of a teaching, learning or facilitating  method lies in the facilitator’s attitude, not in the method itself.
 
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In our daily work, we experience many ways of dealing with diversity: Some people don’t know what diversity is and don’t implement it. some are not aware that they are actually implementing it.
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In terms of diversity-oriented attitudes we can distinguish among four categories: unconscious incompetence. In this category, we don’t know anything about the concept of diversity, we don’t see its relevance, By starting to address the topic and read about it, we reach the level of conscious incompetence. The next level is reached by training, by discussion, and by “daily work”: conscious competence. We have attended trainings, applied tools, and developed attitudes in the seminar already, we have deep discussions with a range of participants and are starting to increase our sense of empathy and to become an advocate for this specific topic. On this level we have to concentrate on applying all the things we have learned. We forget about all our conscious efforts and we simply know how to apply diversity in the training context and how to put our attitudes into practice. But sometimes we still have problems in teaching others how to deal with diversity: we need explicit knowledge to gain awareness and be able to train others. And that is why some people who reach this level are still not able to teach diversity without making additional efforts.
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Revision as of 12:01, 7 July 2015

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