MABINI COLLEGES, INC.

Daet, Camarines Norte

COLLEGE OF EDUCATION
1st Sem., S.Y.2022-2023

Content-based Learning Module 1

PROF. ED. 2- FOUNDATIONS OF SPECIAL and INCLUSIVE EDUCATION

Title: UNDERSTANDING DIVERSITY

Module Overview:

This module introduces you the nature of diversity. This will help you more understand why you
are different from your classmates. This will also help you understand your future learners in relation to
what they can and cannot do.

In this module, you have to show how you will apply your knowledge about diversity in your
future teaching profession. However, activities will start from knowing more about yourself. There is an
old idea that it is hard to understand others if we cannot understand ourselves.

Learning Outcomes

After completing this module, you can:

• Reason out why, just like others, you are unique;

• Draw your own wheel showing your unique personality; and
• Create an illustration showing the impact of abilities and disabilities in the teaching-learning
process.

LECTURE NOTES
Read this…

What makes you different from you siblings, friends, or classmates? What are the factors where you
base your answers to this question? Your answers lead to your dealing with ‘diversity’. Therefore,
diversity may include anything and everything that sets us apart, and not only on the external visible level
but also that deeper invisible level where beliefs and values reside.
 “Everyone is unique.” Though it sounds cliché, we, people in the academe, should always
consider this fact. A teacher cannot be an effective one if he does not consider diversity in the classroom.

A. The Loden’s Diversity Wheel

The Loden’s Diversity Wheel will help us understand more the essence of diversity. The said
wheel has four dimensions: personality, internal dimensions, external dimensions, and organizational
dimensions. These four are factors of diversity, according to Marilyn Lodel. However, to some they
classify them into dimensions where individual has no control, and the one that is controllable.

These are the four dimensions.

1. Personality. This includes an individual’s likes and dislikes, values, and beliefs, Personality is
shaped early in life and is both influenced by, and influences, the other three layers throughout one’s
lifetime and career choices.

2. Internal Dimensions. These include aspects of diversity over which we have no control. This is
one that is mentioned above. We can notice that ‘physical ability’ belongs to this dimension that cannot
be controlled. We are born able bodied or not. Further, though physical ability can change over time due
to our choice to be active, physical ability caused by illness and accident cannot be controlled. We don’t
choose our sexual orientation. We cannot choose the day we were born, where we were born and to
whom, so we cannot control how old we are, our ethnicity or who our parents are.

THE LODEN’S DIVERSITY WHEEL

This dimension is the layer in which many divisions between and among people exist and which
forms the core of many diversity efforts. These dimensions include the first things we see in other people,
such as race, gender and on which we make many assumptions and base judgments.
3. External Dimensions. These include aspects of our lives which we have some control over,
which may change over time, and which usually form the basis for decisions on careers and work styles.
This layer often determines, in part, with whom we develop friendship and what to do for work. This
layer also tells us much about whom we like to be with.

4. Organizational dimensions: This layer concerns the aspects of culture found in a work setting.
While much attention of diversity efforts is focused on the internal dimensions, issues of preferential
treatment and opportunities for development or promotion are impacted by the aspects of this layer.

The usefulness of this model is that it includes the dimensions that shape and impact both the
individual and the organization itself. While the "Internal Dimensions" receive primary attention in
successful diversity initiatives, the elements of the "External" and "Organizational" dimensions often
determine the way people are treated, who "fits" or not in a department, who gets the opportunity for
development or promotions, and who gets recognized. Discussions on diversity is understanding our
social identities, so that no sub-group would feel excluded or inferior.

B. Ability and Disability as Dimensions of Diversity

Discussing the Loden’s Diversity leads to one’s awareness of ability and disability. Another
factor that makes us different from each other is a matter in relation to what we can or cannot do.

For example, in the Mathematics class of Prof. Alexis Reyes, Carlos is very good at analyzing
problems. His classmate, Aaron, is good at relating mathematical problem to real life situations. Another
classmate is good at illustrating mathematical problems for easy understanding. On the other hand,
Carlos has limitations because of his hearing; one of his classmates has issues that limit how he can move
and get around. Still another classmate has severe allergies that restrict her from coming to school
regularly. The wide variety of both strengths and weaknesses in the classroom contributes to its diversity.

In the workplace, this is a good thing, as some studies have shown that diversity of employees
leads to greater job satisfaction and greater productivity within a company. However, not all people
understand the benefits that ability and disability diversity can bring to a company and some are even
hostile or rude to those with disabilities. For example, one of her coworkers used to make fun of Alexis
because of her hearing disability. When bullying or other discrimination against those with disabilities
occurs, companies often engage in sensitivity training, or classes or workshops designed to help people
understand and appreciate the disabilities of others.