Dr Alan BruceUniversal Learning Systems – Dublin

Sligo3 September 2013

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 societiesAnalysis of best practice in understanding and dealing with prejudice and discrimination

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

• 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

Conceptual backgroundsContours of change Interculturalism and the OtherUnderstanding diversityShaping required competenciesEngaging with rights - best practice

Biological origins Evident differences – inherent rankStratification and assumptionsScientific racism – eugenicsHierarchy: superior and inferiorStereotypical portrayalXenophobia; supremacism;

segregation Institutional racism

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

What is the evidence for racism in Ireland?

Globalization process and impact

Labour market and workinnovation, competitiveness, adaptability

Paradigms of inclusion equality and diversity

Standards, skills, transferability and inclusion learning and development in unequal environments

Seismic shift in human relationshipsCompetitive pressuresNew forms of work organizationNew diversities Instant, multidimensional

communicationsQuality standards

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

Rights of Man: Liberty, Equality, Fraternity

Thematic mythologies - social inclusion and mainstreaming

Legacies of struggleHidden pasts:

colonialism, fascism, exterminism

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

Persistence and increase in inequality

Permanent hopelessness of excluded

Embedded violence Internal underclass Invisibility and ethnic difference

What are the key factors in Irish society that drive social change?

Rate of changeRural to urban > Boom to bustMonocultural stereotypes Inward migration and new

demographicsRe-defined Irishness International standards and ethics

InteractionEmpathyCommunicationKnowledgeRemoval of prejudiceLinked themes: gender, power,

violence, values

Permit exchangeGreater knowledgePresumed growth in tolerance,

acceptance, non-discriminationEnhanced learning

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

Agreed definition of multiculturalAdjustment and accommodationMelting pot or mosaicSeparate developmentBeliefs, values and practicesSymbols, language and behaviour

Radical re-structuring of world economy

Interconnected information/communication

Differential access to resourcesProfessional competenceDealing with transformational changeEnsuring recognition and respect

Mutual interaction or structured exclusion?

Community values or communal rituals?

Linkage to realities or past models?Shared memories or shared hatreds?

What should an intercultural Ireland look like?

How can this be constructed?

New frameworks of social differenceClassical formulationsChallenges and conflict Integration or assimilationDiscovery and engagement

AbandoningArrivingApplyingAdapting

AttitudesPrejudiceStereotypesDiscriminationHarassment

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

StereotypesPre-established expectation about

individual or groupMental shortcutSees all within a group as the same In-group and out-groupAffects perceiver and perceived

Prejudice Negative attitude based on perception of group

membership Inflexible Learned through socialization Ignorant - but not illegal

RidiculeAvoidanceDiscriminationPhysical attackExtermination

Stories of prejudice from your personal experience

Integrating in civil societyParamount importance of labour

marketCitizenshipLanguage competenceMulti-agency partnerships

Managing diversity - the disciplineUS originsPrinciples involvedAvoiding conflictAchieving integrationDeriving mutual benefit

Diversity vs. equalityRole of legislationRelationship to community Justice and enforcementTokenism and surface approachesAscertaining facts

Interculturalism trainingDisability awareness competenceMentoring: diversity championsResearched best practice: reviewedLinguistic skillsComfort with difference: trustContact and observational listening

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?

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?

Valued diversity Democratic engagement Community empowerment Mutual benefit Legislative underpinning From tolerance to recognition Shared learning Acknowledged pasts - shared futures

Challenging norms - what is indigenous culture?

Challenging stereotypes Talent, competence and communicative

empathy Engagement with difference Embedded vision Recognition - seeing the Other

seeing ourselves

Dr Alan BruceULSDublin

abruce@ulsystems.com