8085 MOD 2 DISCUSSION2
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8085DISCUSSION2MOD2.docx
Discussion 2: Diversity in the Workplace: Effective Leadership in Practice
Within the early childhood field, many organizations, particularly NAEYC, have demonstrated passionate and extensive commitment to researching, exploring, advocating, and educating about issues related to diversity, cultural competence, and anti-bias education.
In the early childhood field, a great body of literature is devoted to these topics, as they relate to supporting the development and learning of young children and their families. Early childhood leaders must also recognize that these topics are essential, timely, and applicable to the well-being of workplace personnel and the overall health of the social environment.
Consider the four principles of anti-bias education developed by Derman-Sparks and Olson Edwards. As you read these principles, substitute the word staff member for the word child.
Four Principles of Anti-Bias Education
· Each child will demonstrate self-awareness, confidence, family pride, and positive social identities.
· Each child will express comfort and joy with human diversity; accurate language for human differences; and deep, caring human connections.
· Each child will increasingly recognize unfairness, have language to describe unfairness and understand that unfairness hurts.
· Each child will demonstrate empowerment and the skills to act, with others or alone, against prejudice and/or discriminatory actions.
In this Discussion, you will explore your leadership role in supporting effective, evidence-based diversity practice for adults within early childhood settings.
To prepare:
· Review the Learning Resources, carefully considering issues related to diversity in personnel and cultural competence in the workplace.
· Consider the priorities for leaders in early childhood education related to personnel diversity, and how those priorities might be influenced by society, families, children, and the practice of cultural competence.
· Ask yourself: Why should diversity in personnel and cultural competence in the workplace be an issue and/or priority for directors and other leaders in early childhood settings?
By Day 5 of Week 3
Post a graphic or media piece that addresses the following questions:
· As an early childhood leader, what is your role in cultivating contexts that are responsive to and respectful of workplace diversity? In other words, what does it mean to intentionally practice cultural competence and create a culturally competent community?
· How will you make sure all of the voices and perspectives of staff are included, encouraged, and respected in the development and maintenance of a culturally competent community?
· How will you facilitate a culturally competent community that is welcoming and supportive for all personnel?
By Day 2 of Week 4
Read or view a selection of your colleagues’ postings.
Respond to one or more of your colleagues’ postings in the following way:
· Expand on responses with which you agree and explain why.
· Respond to those responses with which you disagree with specific explanations and your rationale.
By Day 6 of Week 4
Read or view a selection of your colleagues’ postings.
Respond to one or more of your colleagues’ postings in the following ways:
· Provide an alternative perspective on any one of the points offered.
· Recommend specific resources that you believe will aid your colleague in reaching goals related to personnel diversity and cultural competence in the workplace.
REFERENCES
http://hepg.org/hel-home/issues/28_2/helarticle/four-steps-to-building-leadership-capacity_530
http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-12-managing-diversity-in-the-workplace/
