San Jose Community College

San Jose, Malilipot, Albay

Module in Foundation of Special and Inclusive Education

Name: Course and Year: Date:

Lesson 1: Understanding Diversity

Lesson Objectives:
At the end of the lesson, you should be able to:
1. Discuss the meaning and significance of diversity;
2. Demonstrate the use of Loden’s Wheel of Diversity; and
3. Support diversity as a positive component of relationships, education and
organizations.

Introduction:

In this chapter, you will obtain a better understanding of what diversity is. Using
Loden’s Wheel of Diversity, the various aspects that make one person different from the other
will enable you to discuss how each aspect contributes to each one’s identity, beliefs,
practices, and behavior. You will also gain an understanding of why it is important to
recognize disability as part of diversity. You will learn about how diversity, as a positive
component, contributes to progress and productivity. It is important that we recognize and
accept diversity. This means accepting, respecting, and tolerating each other’s differences. It
means awareness of laws, policies, and systems that uphold one’s individuality and
uniqueness. These would mean a more peaceful and humane world.

I. Definition:

If a group of people were asked to list down their characteristics and compare them,
the chances of having a good number with exactly the same characteristics will be zero. Even
twins will have different personalities and characteristics. There are many factors that make
one person different from the other person.

There are marked differences that are visible. These are physical characteristics like
the color of skin, color of hair, shape of eyes, nose, height, weight, gender, age, socio-economic
class, occupation, and many others. These characteristics are quite obvious and noticeable. As
you walk through a mall, you will easily notice the differences of people you meet. There are
other differences brought about by one’s beliefs, mind-sets, values, sexual identity,
intelligence, personality, and others that are not easily evident or are invisible. These
characteristics are not seen but are manifested through behavior, decision made, and words
spoken. You will need to get to know a person closer to be able to observe that he/she is
different from you or other people. Visible and invisible characteristics of diversity are not
necessarily connected because there are times when a visible characteristic like skin color will
easily be related to a disposition or trait. For example, people from Africa who have a dark
skin color are believed to be poor and under schooled. This is not necessarily true, but biases
play a role in these assumptions.
 It is the uniqueness of each one that is the root of diversity. The English noun that
captures the essence of difference is the word diversity. Diversity is from the Latin word
divertere, which means to turn away, separate, oppose. The Collins dictionary defines
diversity as “the state or quality of being different or varied; a variety or assortment; a point
of difference; the inclusion of people of different races, genders, religions, etc. in a group; the
relation that holds between two entities when and only when they are not identical; the
property of being numerically distinct”.

In the United Nations Educational, Scientific and Cultural Organization’s (UNESCO)

Guide on Ensuring and Equity in Education (2017), diversity is defined as “people’s
differences which may relate to their race, ethnicity, gender, sexual orientation, language,
culture, religion, mental and physical ability, class, and immigration status”.

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 works. 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 that are
needed to develop and succeed. It is, therefore, important that we understand our differences
and master how these could be used to harness tolerance, cooperation, and unity that will
lead to productivity.

II. Loden;’s Diversity Wheel

In 1990, Marilyn Loden, an American Writer, and Judy Rosener, a professor at the
graduate school in the University of California, Irvine developed a framework to respond to
the flourishing divergence in America’s labor force. Their goals was to capacitate people to
make their voices heard by pointing to their diversity and its impact on their person, their
rights, and their freedom. Loden and Rosener published the book “Workforce American
Managing Employee Diversity as a Vital Resource”. In this book, the original version of the
Diversity Wheel model was introduced. Loden recognized the demand for an instrument that
would help people better understand how group-based differences influence people’s social
identities. Dissatisfaction, distrust, and competition would ensue when the different
dimensions of diversity are not given recognition. Loden and Roserner’s extensive research
led them to maximizing the workforce of a diverse group of people, managing diversities as
assets to develop productive working relationship. The model was revised in 1996 to cover
additional aspects of group differences that were implied in the first model. The changes were
to recognize the experiences of people who identified these aspects as most important to their
personhood. The different components in the Diversity Wheel played significant roles in
building character and possibly forming stereotypes. She hoped that this could be used to
further discuss diversities not only in the work force but globally. In her book, Loden states, “I
think diversity discussions are really about understanding our social identities,
acknowledging what is important and learning to integrate into society so that no sub-group
feels excluded or one down”.
 The Diversity Wheel pointed to the significant of our social characters and the ways in
which people develop their identity when they are able to establish a connection with a
specific group of people. The wheel consist of primary or core and secondary dimensions of
diversity. The categories put forward the effect of these differences on a person’s beliefs,
expectations, and life experiences. The dimensions are the components that comprise the
whole person.

The primary or core dimensions are in the inner circle. These are the stronger ones.
These are the characteristics we were born with or established by significant experiences we
had or people we interacted with. These are considered to be distinctly persuasive in
establishing who we are –our principles, our sense of self, our image, our perceptions, and
how we think about others. These core dimensions or attributes are in place or established
and are least likely to change. These core elements are age, ethnicity, gender, physical
abilities/qualities, race, income, sexual orientation, class, and spiritual beliefs.

The secondary dimensions are in the outer circle. These characteristics are also part of
our social identity, but they can change or be discarded as our life experiences impact us. They
are influenced by people we encounter, places we go to or live in, and experiences us go
through. The second dimensions is composed of geographical location, marital status,
religious beliefs, parental status, income, education, work experience, military experience,
first language, family status, and work and communication styles.

Together, the core or primary dimensions and the secondary dimensions notably
affect our prior experiences, viewpoints, and principles, giving us an exclusive mind-set of the
world around us, making each one of us distinct individuals.
A. How to use the Diversity Wheel

Loden (1991) states that, “The Diversity Wheel is useful in explaining how group-
based differences contribute to individual identities”. The functions of the wheel is to
encourage people to talk and discuss with each other and generate new points of view among
each one in the group. In the two dimensions of the wheel, each individual is made aware of
his/her differences.

B. The Diversity Wheel (Loden Model)

Before the start of this activity, define each factor in the two dimensions of the
Diversity Wheel. A clear understanding of what each factor means allows each individual to
explain what this is for him/her.

Title of Activity: How Diverse Is Your Class?

Materials:

 A blank piece of paper with two columns: one that is headed Primary, the other
Secondary
 A poster of the Diversity Wheel

Directions:

1. Under each heading, write down the dimensions as shown on the wheel.
2. Next to each dimensions, write in your personal information.
3. Choose a volunteer in the class to organize the information into a graph or
spreadsheet that describes each dimensions (i.e. how many in your class are catholic,
female, etc.)
4. Discuss your findings.

For example:

Primary Secondary
Age: 18 Work Experience: None
Gender: Female First Language: Filipino
Race: Filipino Education: First Year, Tertiary
Spiritual belief: Catholic

The next question is, “What’s next? What do we do after finding out that we are
different from each other in so many aspects?” It will be such a daunting task to understand
everything about each culture, each person, each spiritual belief, etc. Loden presents four
principles for managing our own behavior in a global context and interacting successfully
with people globally. “The four principles are respect, inclusions, cooperation, and
responsibility or RICR.” She defines each principle as: “respect: treating others the way they
wish to be treated; inclusion: making certain everyone on the team is truly a part of the
team’s decision-making process; cooperation: actively helping others succeed rather than
competing or attempting to one-up someone; responsibility: managing personal behavior to
maintain a diversity-positive environment and questioning inappropriate behavior when it
occurs”.
III. Ability (and Disability) as a Dimension of Diversity

Another dimension of diversity that is significant is the dimension of ability and

disability. Diversity covers the limitless domains of an individual’s unique characteristics,
experiences, and capabilities. Diversity encompasses respect and tolerance of differences that
enables a celebration of uniqueness.

According to the Collins English Dictionary, ability refers to the possession of the
qualities required to do something; necessary skill or competence, or power. Disability, on the
other hand, is defined by the World Health Organization as the umbrella term of impairments,
activity limitations, and participation restrictions, referring to the negative aspects of the
interaction between an individual (with a health condition) and that individual’s contextual
factors (environmental and personal factors). This definition underscores that disability is not
only a health issue, but also an issue that affects a person’s state in life and the environment
he/she is in. A person’s self-identity and his/her perspectives of the world around him/her
are affected by both ability and disability. The American Disabilities Act of 1990 (ADA)
“defines a person with a disability as a person who has a physical or mental impairment that
substantially limits one or more major life activity. This includes people who have a record of
such an impairment, even if they do not currently but are regarded as having a disability.

“Disabilities may affect one’s senses or one’s mobility; they may be static or
progressive, congenital or acquired, formal (affecting the shape of the body) or functional,
visible or invisible”.

A person’s disability makes him/her a unique individual who is, at times, shunned
from places and activities. They have to be recognized as human beings who should not be
discriminated against, but rather understood, accepted, and tolerated. They have to be
accorded their rights. Disabilities have to be seen as a natural part of life and a natural part of
diversity. People with disabilities have to be perceived and accepted as people with distinct
abilities. They have to identify themselves as having disabilities so that the world can accept
them and create avenues for them to live.

IV. The Dilemma of Diversity

In this age of fast paced development where diversity plays a unique role, there are
still challenges that confront a lot of people who have been identified as “different”.
Discrimination issues around race, gender, age, and intellect still abound in spite of
characters, laws, and policies that uphold diversity.

In some workplaces, women and people of color are still discriminated against and not
given positions in management or administration. People of a certain race are stereotyped to
be a specific character. A number of times, Muslims have been taken aside in immigration and
interrogated. Non-married and same-sex couples are still not accepted in some parts of the
world. In some schools, children with special needs are shunned with the reason that they are
not ready for school yet or are not suited for the school. Children from indigenous groups
have to go through an educational system that does not consider their ethnic backgrounds,
needs, and values. Through there are still so much effort that needs to be put in so that
diversity is accepted, respected, and tolerated, there has been progress in a lot of areas. In
more workplaces, there are systems and processes put into place to intentionally promote
diversity. Diverse ways of thinking and doing things bring in creativity and productivity.
Innovate thinking and collaboration are encouraged when different people work to come up
with solutions to problems or challenges. In schools, diversity is the best way to teach what it
means to be tolerant and respectful of each other’s differences. In government, the
acknowledgement that diversity is an integral component of community equates to laws and
policies being passed to look out for the welfare of people of diverse cultures and
backgrounds. Diversity, therefore, is an integral component of life and of living.

Review:

1. What is the definition of diversity?

2. Why is diversity important in the present times?
3. What are the two dimensions in Lohen’s Wheel of Diversity? How can this model be
used?
4. Why are ability and disability considered another dimension of diversity?
5. How does diversity encourage innovation and problem solving?
6. What can non-acceptance of diversity do in an organization?

Reflect:

A. Circles of My Multicultural Self

This activity highlights the multiple dimensions of our identities. It addresses the
importance of individuals self-defining their identities and challenging stereotypes.

 Place your name in the center circle of the structure above.

 Write in each of the satellite circles an identifier or descriptor that you feel is
important in defining you. This can include anything –Asian, American, Female,
mother, athlete, educator, Taoist, scientist –or any descriptor with which you
identify.
1. Share a story about a time you were especially proud to identify yourself with one
of the descriptors you used above.
 2. Share a story about a time it was especially painful to be identified with one of
your identifiers or descriptors.
3. Name a stereotype associated with one of the groups with which you identify that
is not consistent with who you are.
4. Fill in the following sentence: I am (a/an) but I am NOT (a/an)
.

B. Venn Diagram of Similarities and Differences

Pick a classmate you do not fully know. Take turns discussing different things
about each other. Compete the Venn diagram below by drawing the things that make you
different (draw in the outer circles) and those that make you two similar (inner circle).
Count the number of things that make you the same and make you different from each
other.

Practice:

A. Read each paragraph and explain what you would do and why.

1. A parent asks to see you. He demands that you take out the crucifix inside your
classroom because the religion they belong does not believe in the crucifix. He
insists that this child is being taught the wrong values. How will you respond to
the parent?
2. You plan a relay game for your class. While you are explaining the mechanics of
the game, one student raises her hand and says she can’t do a particular task in
the game because she has a prosthetic leg. How will you respond to this situation?
3. During a class election, Gina and Roy are running for the position of Class
President. What criteria will you base your decision on whom to vote for?

B. Create a poster that demonstrates the impact and importance of acknowledging,

respecting, and tolerating diversity.