the broward education foundation...

The Broward Education Foundation‟s

13th Annual IMPACT II Idea Expo

Sponsored by Nova Southeastern University

Saturday, February 6, 2010 8:00 am to 3:30 pm

AGREEMENT 1

BE IMPECCABLE WITH YOUR WORD - Speak with integrity. Say only what you

mean. Avoid using the word to speak against yourself or to gossip about others.

Use the power of your word in the direction of truth and love.

AGREEMENT 2

DON’T TAKE ANYTHING PERSONALLY - Nothing others do is because of you.

What others say and do is a projection of their own reality, their own dream.

When you are immune to the opinions and actions of others, you won’t be the

victim of needless suffering.

AGREEMENT 3

DON’T MAKE ASSUMPTIONS - Find the courage to ask questions and to express

what you really want. Communicate with others as clearly as you can to avoid

misunderstandings, sadness and drama. With just this one agreement, you can

completely transform your life.

AGREEMENT 4

ALWAYS DO YOUR BEST - Your best is going to change from moment to

moment; it will be different when you are healthy as opposed to sick. Under any

circumstance, simply do your best, and you will avoid self-judgment, self-abuse

and regret.

RACE ETHNICITY CULTURE RELIGION

The group(s)

classified by

different

cultures

according to

characteristics

that are socially

significant (e.g.,

appearance,,

common

national or

continental

origins). NOT

BIOLOGY!

The common cultural

heritage shared by a

particular group (e.g.,

similar history,

language, rituals,

music and food

preferences, etc.)

Broadly defined as

a common heritage

or set of beliefs,

norms, values,

meanings shared

and learned

attributes of a

group of people.

Changes due to

environmental

demands.

A particular

collection of ideas

and/or practices that

involve issues of

personal conviction,

conscience or faith,

nature, place of

humanity in

supernatural…

Right the

Wrongs

Value

All

Differences

Golden

Rule

Oppression

Olympics

Cultural

Proficiency

Guilt &

Anger

We are All

the Same

Punish

&

Objectify

Checklist

APPROACHES TO DIVERSITYsegregation, desegregation, race relations, integration, human relations, T-groups, sensitivity training, anti-racism, teaching tolerance. . .

1. What are the

underlying

values of each

of these

approaches?

2. What are the

advantages

and

disadvantages

of using these

approaches?

Adapted from: Cultural Proficiency by Randall B. Lindsey, Kikanza Nuri Robins, and Raymond D. Terrell (Corwin Press, 1999, 2003), and Culturally Proficient Instruction by Kikanza Nuri Robins, Randall B. Lindsey, Delores B. Lindsey, and Raymond D. Terrell

(Corwin Press, 2001)

Copyright (c) 2009 / 2010 Roland Alexander Foulkes. All rights reserved.

For permissions contact [email protected] 82

3. What are the

organizational

consequences

for using each

approach?

4. What’s

missing

from this list?

Copyright (c) 2009 / 2010 Roland Alexander Foulkes. All rights reserved. For permissions contact [email protected] 1

The essential elements of cultural proficiency provide the standards for individual behavior and organizational practices.

CLAIM THE DIFFERENCES: KNOW YOURSELF AND YOUR CULTURE(S) FIRST

Value Diversity and Inclusion

182Copyright (c) 2009 / 2010 Roland Alexander Foulkes. All rights reserved.

For permissions contact [email protected]

182







COLLEAGUES

&STUDENTSTHINGS TO SAY THINGS NEVER TO SAY

Latinos / Latinos

1. “What is your ethnicity?”

2. “How do you want to be perceived?”

3. “Share with me why you think that

way.”

4. “You got this job because you are

the best candidate and you‟re

Latino.”

5. “I‟m sorry, I don‟t understand

Spanish. Please speak English.”

1. “Don‟t worry, you‟ll get the promotion, you‟ re Latina.”

2. “When did you arrive in this country?”

3. “Hola! Habla Ingles?”

4. “Don‟t you live with your parents?”

5. “You‟re not li ke them.”

6. “Can you show me your knife?”

7. “Why don‟t all you Latinos stop doing that?”

8. “You‟re not white.”

9. Butchering a Latino‟s name.

10. “Do you speak Spanish?”

Lesbians, Gays,

Bi-sexuals,

Trans-genders, and

Questioning / (LGBTQ)

1: "I suspected you were gay."

2: "I'm sorry."

3: "Why did you tell me that?"

4: "Which bathroom do you use?"

5: "We are not close enough for you to share that information with

me."

6: Referring to coworkers as "she-male."

7: "What do you like to do in bed?"

Native American

Indians

1. "Hey, Chief"

2. "Squaw"

3. "How Indian are you?"

4. "Hold down the fort"

5. "Do you li ve in a teepee?"

6. "Pow-wow"

7. "Climbing the totem pole" or "Low man on the totem pole"

8. "Indian-giver"

9. "That's a nice costume“

THINGS TO SAY &

THINGS NOT TO SAY TO COLLEAGUES AND STUDENTSSource: http://www.diversityinc.com/public/department217.cfm

182

THINGS TO SAY &

THINGS NOT TO SAY TO COLLEAGUES AND CLIENTSSource: http://www.diversityinc.com/public/department217.cfm

COLLEAGUES

AND CLIENTSTHINGS TO SAY THINGS NEVER TO SAY

People With

Visible Disabilities

1. "You may not need help, but

please don't hesitate to ask me

if you do."

2. "What is the term that you

prefer?"

3. "Can I ask about your

disability?"

1. "What's wrong/what happened?" or "Were you born that way?"

2. "Oh, if you just have faith, you can be healed."

3. Speaking slowly or loudly to someone who is in a wheelchair.

4. "I don't even think of you as a person with a disability."

5. "How do you go to the bathroom?"

6. "But you look so good."

7. "Oh, you're here, you must feel better."

Persons with

Non-Visible

Disabilities

1. "You may not need help, but

please don't hesitate to ask me

if you do."

2. "What is the term that you

prefer?"

3. "Can I ask about your

disability?"

1. "It's probably just stress."

2. "My [insert relative] had that, and she manages just fine." The effects

of a disease can and often do manifest themselves differently from

one person to the next. Measuring the extent of a person's disability

against the condition of another person is insulting.

3. "No pain, no gain!" This cliché does not apply when it comes to

disability.

4. "It's all in your head." This is especially infuriating for people who

struggled to get a diagnosis for their symptoms.

5. "You're just looking for attention/pity." Hardly.

6. "You're here! You must finally be better." This fallacy can be

maddening.

7. "I really admire your courage/how you pretend nothing's wrong."

White, Caucasian,

European American

1. “You‟re a carpet-bagger” or “Why is a white guy doing this?”

2. “You are not diverse.”

3. “There‟s no way you as a white person can understand.”

4. White men are automatically „in the corporate in-crowd.‟”

5. “You‟re just a typical white person.”

6. “You KNOW you‟re being racist.”

7. “You talk about us when we‟re not around.”

8. “You‟ve got all the money.””I don‟t like white people” or “I don‟t get

white people.”

182

“We must reframe diversity as

educationally important to all

students and not simply to

students of color.”


REFRAME THE DIFFERENCES & SIMILARITIES: Manage the Dynamics of Differences & Similarities

“Seven recommendations for highly effective senior diversity officers”Black Issues in Higher Education, May 19, 2005

by Damon A. Williams, assistant vice provost for multicultural and international affairs at the University of Connecticut / [email protected].



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