Training for those involved in developing racist reporting system in Sligo under EU Peace III initiative.
<ul><li>1.Dr Alan Bruce Universal Learning Systems Dublin Sligo 3 September 2013 </li></ul>
<p>2. To provide a training program in key themes and issues in diversity management to support personal and professional competence in dealing confidently with human and social difference in contexts of recording and referring racist incidents. Outline of cultural, socio-economic and diversity issues Analysis of diversity management issues and strategies in contexts of changing societies Analysis of best practice in understanding and dealing with prejudice and discrimination 3. Background to equality and diversity in contemporary society Conflict, communications and culture Legal, social and economic dimensions of inequality Changing nature of Irish society Learning needs in a changing environment Description of origin and nature of racism Learning and applying interculturalism Diversity as springboard for innovation and collaboration Developing knowledge and practice From legal obligation to innovative advantage 4. Self-awareness on bias, stereotypes, discrimination and prejudices about diverse groups Understanding key elements in human difference Cross cultural communications Interculturalism and institutional discrimination Diversity competence and dealing with racism Organizational culture: equal opportunities Techniques and methods in managing diversity Engaging with diversity specific recording, analytical and advocacy issues 5. Conceptual backgrounds Contours of change Interculturalism and the Other Understanding diversity Shaping required competencies Engaging with rights - best practice 6. Biological origins Evident differences inherent rank Stratification and assumptions Scientific racism eugenics Hierarchy: superior and inferior Stereotypical portrayal Xenophobia; supremacism; segregation Institutional racism 7. Francis Galton (1822-1911): eugenics and degeneration Social darwinism and Spengler: degraded jazz and negro dancing Gobineau (1855): race and inequality Lapouge (1854-1936): Aryans-Caucasians Madison Grant (1916): basis for Immigration Act (1924) Human zoos and Nazis 8. What is the evidence for racism in Ireland? 9. Globalization process and impact Labour market and work innovation, competitiveness, adaptability Paradigms of inclusion equality and diversity Standards, skills, transferability and inclusion learning and development in unequal environments 10. Seismic shift in human relationships Competitive pressures New forms of work organization New diversities Instant, multidimensional communications Quality standards 11. Patterns of constant change Permanent migration mobility Identity and threat: where are we? Threat and reaction to threat End of welfare: demographic time-bombs Knowledge, innovation and democratic deficit Structural inequalities 12. Rights of Man: Liberty, Equality, Fraternity Thematic mythologies - social inclusion and mainstreaming Legacies of struggle Hidden pasts: colonialism, fascism, exterminism 13. Constitutional rights: Life, Liberty,the Pursuit of Happiness All men are created equal but Final frontiers: immigration, assimilation, success, opportunity Hidden poisons - slavery, race, eugenics Back to the future - Abu Ghraib to Guantanamo and Arizona 14. Persistence and increase in inequality Permanent hopelessness of excluded Embedded violence Internal underclass Invisibility and ethnic difference 15. What are the key factors in Irish society that drive social change? 16. Rate of change Rural to urban > Boom to bust Monocultural stereotypes Inward migration and new demographics Re-defined Irishness International standards and ethics 17. Interaction Empathy Communication Knowledge Removal of prejudice Linked themes: gender, power, violence, values 18. Permit exchange Greater knowledge Presumed growth in tolerance, acceptance, non-discrimination Enhanced learning 19. Vladimir Spidla (9.6.08) Promoting tolerance not enough Racism requires policies on diversity, laws, anti-discrimination measures Ongoing issues around cost implications, ambiguities, resistance, rights 20. Agreed definition of multicultural Adjustment and accommodation Melting pot or mosaic Separate development Beliefs, values and practices Symbols, language and behaviour 21. Radical re-structuring of world economy Interconnected information/communication Differential access to resources Professional competence Dealing with transformational change Ensuring recognition and respect 22. Mutual interaction or structured exclusion? Community values or communal rituals? Linkage to realities or past models? Shared memories or shared hatreds? 23. What should an intercultural Ireland look like? How can this be constructed? 24. New frameworks of social difference Classical formulations Challenges and conflict Integration or assimilation Discovery and engagement 25. Abandoning Arriving Applying Adapting 26. Attitudes Prejudice Stereotypes Discrimination Harassment 27. Attitudes Organized through experience Shaped by background Enduring disposition towards people/objects/events Exerts dynamic influence May be both negative and positive Not permanent - can be changed 28. Stereotypes Pre-established expectation about individual or group Mental shortcut Sees all within a group as the same In-group and out-group Affects perceiver and perceived 29. Prejudice Negative attitude based on perception of group membership Inflexible Learned through socialization Ignorant - but not illegal 30. Ridicule Avoidance Discrimination Physical attack Extermination 31. Stories of prejudice from your personal experience 32. Integrating in civil society Paramount importance of labour market Citizenship Language competence Multi-agency partnerships 33. Managing diversity - the discipline US origins Principles involved Avoiding conflict Achieving integration Deriving mutual benefit 34. Diversity vs. equality Role of legislation Relationship to community Justice and enforcement Tokenism and surface approaches Ascertaining facts 35. Interculturalism training Disability awareness competence Mentoring: diversity champions Researched best practice: reviewed Linguistic skills Comfort with difference: trust Contact and observational listening 36. What is our role in developing trust? What is our role in developing shred communication? What is advocacy? How do we act as advocates? Should we act as advocates? 37. New issues - new opportunities Applied learning and research Active partnership with diverse communities Impact of integration will produce change - plan and prepare How do we record incidents? How do we understand what we record? Can we be objective? What happens to our records? Why do we record? 38. Valued diversity Democratic engagement Community empowerment Mutual benefit Legislative underpinning From tolerance to recognition Shared learning Acknowledged pasts - shared futures 39. Challenging norms - what is indigenous culture? Challenging stereotypes Talent, competence and communicative empathy Engagement with difference Embedded vision Recognition - seeing the Other seeing ourselves 40. Dr Alan Bruce ULS Dublin email@example.com </p>