Learning Module in Foundation of Special and Inclusive Education

Module #1 – Lesson #2

I. Module Title
Understanding Diversity: Ability and Disability as a Dimension of Diversity.

II. Overview/Introduction

The diverse world in which we live is a composite of many cultures, values and
ways of interacting with one another. The dimensions of diversity include gender,
religious beliefs, race, martial status, ethnicity, parental status, age, education,
physical and mental ability, income, sexual orientation, occupation, language,
geographic location, and many more components. Understanding the dimensions of
diversity and world cultures in Extension audiences will help ensure the
development of instructional competencies that will connect with groups and
individuals interacted with.

About cultural and gender sensitivity. All young people have unique and specific
needs. However, some belong to cultural groups (e.g. Indigenous Australians and
those with close affiliation with ethnic minority groups) which requires sensitivity to
different friendship and family norms.

A. To better understand the nature of Diversity, using the circle below, Write down the
definition of Ability and Disability.

Ability Disability

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 III. Learning Outcomes
1. Define Ability and Disability of a person or learner
2. Identify the Ability and Disability as Dimension of Diversity

IV. Learning Experiences and Self-Assessment Activities (SAA)

Diversity encompasses both primary and secondary dimensions. The table below
lists some of the diversity characteristics through which all of us process stimuli
and information. The way we view these characteristics leads to the perceptions
that we make about the others and their behaviors, which can affect our own
behaviors in response.

Primary dimensions are also known as internal dimensions. These include

aspects of diversity over which, typically, we have no control. This dimension
houses the majority of divisions between and among individuals of a healthcare
team. Therefore, they are the core of this course and of many diversity exercises
developed for many different workplace environments. These aspects are those
which we notice immediately in other individuals and from which we develop
many of the perceptions and prejudices in our minds.
Secondary dimensions are also known as external dimensions. These include
facets of our lives which we have some control over and may transition over
time. These aspects are those which may impact the careers we choose and our
workplace behaviors. This dimension also impacts who we choose to build
friendships and relationships with.

Primary Dimensions Secondary Dimensions

Gender Education
Age Work Experience
Race Appearance
Abilities/Disabilities Religion
Ethnic Heritage Income
Sexual Orientation Language
Family
Organizational Role
Political Beliefs
Recreational / Personal Habits

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 Ability Diversity
Ability diversity refers to varying abilities and disabilities. Differences in
cognitive, social-emotional, and physical abilities add to the layers of ability
diversity. Children with disabilities may need more individualized and intensive
instruction and care.

Ability is the resources to perform well at something, while disability is the limits
or challenges a person faces.

Ability diversity refers to varying abilities and disabilities. Differences in

cognitive, social-emotional, and physical abilities add to the layers of ability
diversity. Children with disabilities may need more individualized and intensive
instruction and care.
Individual with disabilities intersect across all walks of life, in all professions, across all
races, religions, ethnicities, gender identities, sexual orientations, and socioeconomic classes.
Throughout history, influential individuals with disabilities have impacted our culture, our
government, our science, our technology, our literature, and every other aspect of human
existence. Despite this prevalence of individuals with disabilities in our everyday lives, many of
us lack an understanding of the depth, complexity, politics, and history of disabled individuals.
We hope that you are able to use the resources on this page to increase your own personal
cultural competence with respect to disability and appreciate the impact this group has had and
continues to have on our society.
There are many types of disabilities, such as those that affect a person’s, and these are:
a. Vision
b. Movement
c. Thinking
d. Remembering
e. Learning
f. Communicating
g. Hearing and
h. Mental Health

9 Dimensions of Diversity
 
At the heart of the Center for Equity & Inclusion's work are nine broad diversity
dimensions: Age, Gender, Religion, Sexual Orientation, Race, Ethnicity, Class,
Disability, and Nationality. Each of these dimensions are explored through
workshops, programs, and materials sponsored by the Center for Equity &
Inclusion.

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 The following are the 9 Dimensions of Diversity?

Age- Ageism is discrimination and stereotyping based on age.

Gender- The social constructs of our patriarchal society have created inequality
within the sexes.
Religion-Diversity in religion has been an issue throughout the ages.
Sexual Orientation-Sexual orientation is often confused with sexual preference
Race-Race is an expedient means by which people are grouped and identified
based on geographic origins and physical attributes, such as skin color, hair
texture, and facial shape
Ethnicity -Ethnicity is a group identity based on cultural traditions and rituals,
ancestry and heritage, and/or religious beliefs.
Class-Social class is a hierarchical system predicated on economic status.
Disability-"a physical or mental impairment that substantially limits a major life
activity
Nationality- National identity is determined by an individual’s citizenship or their
country of origin regardless of where they currently reside.
Increasing international mobility and cross-border migration result in a more diverse population
in many countries these days. As such this is not a totally new phenomenon, but for those who
have other agendas contrary to this development, it can be a potentially problematic threat.
Diversity is on increase in Europe and this is something we cannot deny. Knowing that diversity
is nothing static, but something steadily changing, it challenges us individuals to learn, re-learn
and unlearn on a constant basis.

Understanding diversity begins with understanding oneself. In simple terms, diversity means
recognising differences and understanding that each individual is unique. Respecting each other
and knowing how we are similar and different will help us to develop better human relations.
We are similar and different in so many ways, let alone in terms of age, gender, ethnicity, sexual
orientation, worldviews, political affiliations, educational attainment, career, physical abilities,
value base, family history and many more.

There are many ways to be sensitive to diversity in our everyday lives. For instance, we should
make an effort to refrain from stereotyping and avoid stereotypical comments. We should also
watch our behaviour and humour in general, whereby we can act as a role model and set a
good example for other people. With an open and curious mind we can better recognise
different forms of diversity and learn to be more tolerant towards all kinds of differences. True
tolerance is based on the profound conviction that diversity is a blessing, not a curse. An

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inclusive and integrated society (or workplace) can, among other things, be built on valuing
mutual recognition, clear communication and critical self-reflection.

Diversity Wheel

In my search of practical, self-reflective tools to deal with diversity, I made a discovery the other
day and became acquainted with the Diversity Wheel model. I got really excited about it. The
Diversity Wheel gives an overview of the dimensions of diversity that are present and active in
one’s workplace or environment. It consists of four layers of diversity (personality, internal,
external and organisational levels) through which stimuli, information and experience are

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processed by all of us. By means of the model we can explore differences, but also similarities
from multiple perspectives, get hold of our own assumptions and behavioral patterns.

· Personality (1st layer) shows how a person interacts with others and what his/her
characteristics are, whether s/he is an introvert, ambivert or extrovert, active or passive, a fast
and dynamic doer or a silent and reflective thinker etc., and how all these aspects together
affect the way the person is treated by others.
· Internal dimensions (2nd layer) are based on six aspects that an individual possibly cannot
choose or control him/herself, i.e. they are given: age, gender, sexual orientation, physical
ability, ethnicity and race. These aspects influence how the person is treated when s/he is
dealing with diversity in communication and interaction with others.
· External dimensions (3rd layer) depict the outcomes of life experiences and
decisions/choices taken. Altogether there are ten different areas (such as education, work
experience, income, marital status, … ) through which people can be appreciated or degraded,
connected or disconnected depending on how exactly these aspects are seen and applied.
· Organizational dimensions (4th layer) include elements that are integrated into work and
social interaction in an organization/at a work place. They contain a number of hierarchical as
well as functional aspects of working life and how a person relates to them in the context of
diversity.

Review Questions: Please answer this in your study notebook

What are the six dimensions of diversity?

What are the 2 dimensions of diversity?

What are the primary dimensions of diversity?

What are the Secondary dimension of Diversity

What do you mean by dimension?

Follow-up Questions are to be written in the study notebook.

1. As a future classroom teacher, how will you discover the talents of your students?
2. How will you provide equal opportunity to those learners with disabilities inside the
classroom?
3. How will you teach/plan in a class with diverse or different learners?

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 4. As an education student, why is there a need for us to study diversity or differences of
learners?

V. Summary/Key Points

It is important to remind ourselves why diversity and cultural awareness is so

crucial in the classroom and the benefits it can have on students now and in the
long-term. Teaching diversity exposes students to various cultural and social groups,
preparing students to become better citizens in their communities. These culturally
responsive teaching strategies will help you to promote diversity in the classroom.

With these culturally responsive teaching strategies in mind, it’s important to

remind ourselves why diversity and cultural awareness is so crucial in the classroom
and the benefits it can have on students now and in the long-term.
Diversity is an issue we have to face and conquer. Presently, people recognize
and consider the differences of each person as important. We all live in a global
village that brings about changing demographics both in the work force and
education. As our communities become more diverse, it is imperative that we make
an effort to understand the different dimensions of diversity which is not just all
about accepting, understanding, and tolerating one's uniqueness or differences.
Confronted with the need to live in one global village, it is valuable that we discover
and explore areas that could connect us and allow us to do collaborative work.
Accepting and celebrating the uniqueness of each individual will allow for respecting
different experiences and qualities of individuals that will open up more avenues to
solve problems and innovate. Collaboration and communication are skills needed to
develop and succeed
The Diversity Wheel is a good instrument for shedding light on various,
sometimes hidden and less explicit aspects of life in an organization where diversity
is present every single moment. Using this tool can make things better visible to
people who work together and that way increases their understanding and
acceptance of diversity at work. Further, I am convinced that the Diversity Wheel
can be an eye-opening instrument to be applied to guidance and counseling, too.

SAA Answer Sheet (write this on a separate page)

Please see the attached Answer Sheet:
VI. Looking Ahead

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 For the next module, please watch the video through the link
below .

Video Link: https://www.youtube.com/watch?v=r3ezHVM3XOE

VII. Self-Evaluation & Module Evaluation/Self Reflection

Student are required to access this link:
https://docs.google.com/forms/d/e/1FAIpQLScFytqx-
OsBUNj3_xE4iaI84KG0dh5ivbFZPS64b7QrUWpuyA/viewform?usp=pp_url

VIII. References
https://www.preventionweb.net/files/9661_InclusionofDisabilityGender.pdf
https://extension.usu.edu/employee/diversity/dimensions-of-diversity
http://www.launikari.eu/blog/developing-sensitivities-to-diversities/

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