Diversity Inclusiveness

According to the Equality and Human Rights Commission First Triennial Review 2010 “The Equality Act 2010 complements and builds on the provisions of the Equality Act 2006, which itself strengthened several aspects of discrimination law and set out the roles and responsibilities of the Equality and Human Rights Commission.”

n a childcare setting it is vital that each and every practitioner is aware of the Equality, Diversity and Inclusion policy and procedure and it is also vital that this policy is implemented in the everyday provision. With practitioners being aware of this policy they should ensure the activities they plan and provide involves equal opportunities and that every child in the setting is also treated equally.

[1.1].In your setting, there is a range of policies which formally sets out guidelines and procedures for ensuring equality. The policies must take into account the rights of all individuals and groups within the school as well as considering the ways policies work to ensure equality, inclusion. Policies also pay regards to the values and practice, which are part of all aspect of school life.

Diversity, equality and inclusion will be explained and examples give throughout. I will also look at ways in which setting can promote the different values, and looking at the different examples form by own settings. I will also briefly look at the different laws and codes relating to diversity, equality and inclusion.

Diversity refers to our differences such as culture, beliefs, values, views and life experiences. The concept of diversity is to accept, respect and embrace our differences. When people with these differences unite and share the same group or organization we see a diverse environment. Working in a childcare setting, we have the potential to work with an abundance of diversity. This can be very rewarding but can also pose challenges. Positively, we have the opportunity to promote the sense of individuality, sense of pride and belonging by providing a safe and nurturing environment. Discussing each other’s differences is a great way to learn and become aware of the differences in the world. One example of promoting

      1.1 Explain the models of practice that underpin equality, diversity and inclusion in own area of responsibility.

MasterCard has also partnered up with other minority-focused organizations, such as Women 2.0, which is focused on connecting talented women in technology to existing entrepreneurs (6). The relationship between Women 2.0 and MasterCard will help create communities of innovative women in technology, and to help them cultivate future leaders of these women and provide continuous support through their careers (6).

Based on the article, "Mindful Reflection as a Process for Developing Culturally Responsive Practices," prepare a 500-750-word reflective essay. Within your essay, address the following:

As I reflect over my life, I appreciate the many diverse experiences I’ve came to encounter. My experience with diversity dates back to birth. I am from a small rural town, Moss Point, MS. and notably the last state to abolish slavery. The town currently has a population of 13,704 people and consists of 73% Blacks or African Americans, 23% Caucasian, 1% Hispanic or Latino and 1% bi-racial.

I find that the concepts of diversity, inclusion and social justice to be important because they build on each other and have the power to change the world. When all of these aspects work together and are acknowledged then we are able to work toward changing social norms and creating aspects in society that are focused on equity, rather than equality. Of course, social justice should be the goal that we as individuals want to achieve in liberating areas of our that have limited and restrained others. I connect diversity and appreciating diversity with being the foundation to this equation of equality because individuals need to understand that there will be differences between people. I enjoy the statement on, “… Who is in the room?” because it starts to explain the variations in personal characteristics within a group of people. This is going to be part of my position as an RA within Resident Life because a floor’s residence are going to have wide range in their own diversities through their age, sexual orientation, journeys to get to college, race and ethnicity, etc. I am proud to have experienced the things I have and lived and go to high school in such a place like Aurora, CO to where I was able to live and embrace a diverse community. I came to define this diversity to be normal, but coming up to CSU and Fort Collins has shown me how much of Colorado does not have the same kind of standards. The next support beam to building this idea that works toward social would be

Rachel is a Native American woman who attended a top-tier law school. She graduated in the top 5% of her class and is now partner at a large law firm. When Rachel had her second child a year ago, she went part time at the law firm. She continues to stay abreast of the changes in her practice area, antitrust law, often writing articles and speaking on CLE panels. She also continues to mentor young associates at her firm. One of Rachel’s past clients is considering adding the firm to his company’s preferred provider list. However, the client doubts the firm’s commitment to diversity and inclusion given the paucity of women and minority associates and partners. He often tells Rachel that law firms must understand the “business case” for diversity. He adds that a firm’s lack of women and minority attorneys is a factor in deciding whether to add a firm to his company’s preferred provider list. Rachel has been

Please provide specific examples of how your educational and professional experiences, background and philosophy demonstrate your commitment to diversity and equity, and how theses prepare you to contribute to Bellevue College.

If love can be taught, then I am convinced understanding, tolerance, and acceptance can be too. Mr. Mandela’s legacy is a reminder to me of why diversity and inclusion work is, and will continue to be, relevant—and why it goes beyond discussions of race and gender numbers, “business cases,” and “creating organizational value.” This work is meant to teach people, and develop within ourselves the ability to recognize, accept, and understand those things outside of the comfort zone of what we know, feel, and believe. This work is meant to cultivate productive environments where we can have seemingly “uncomfortable” conversations, disagree, and still be able to reconcile our differences. This work is meant to be free of judgment, because I have

If the quote above is to be believed, then the strength of a classroom resides in the differences rather than the similarities of its students. In my Pedagogy course (PEDG 5367) concerning diversity and multi-culturalism, I was able to realize first-hand how diverse a classroom of learners can be. I was instructed to create a unit plan (see Appendix A- Manners Across Cultures Unit Plan) that comprised approximately five hours of instruction time. In the unit plan I had to reflect on diverse learners and include instruction which met the needs of several different populations of students including special

One of the most striking examples that is commonly known as ‘Equity, Diversity and Inclusion’ initiatives in higher education in the U.S. Since the last decade a range of proactive measures has innovated to stop various kinds of discrimination and promote institutional diversity.