FOUNDATION OFSPECIAL AND INCLUSIVE EDUCATION

Chapter 1 Understanding
Diversity

Objectives:
At the end of the chapter you will be able to:

 discuss the meaning and significance of diversity;

 demonstrate the use of Loden’s Wheel of Diversity; and
 support diversity as a positive component or relationships, education, and organization.

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 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 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. (SA MGA MAGKAKAIBIGAN, MAGBEST FRIENDS MAKIKITA NATIN NA
MATAGAL ANG PINAGSAMAHAN NG ISANG MAGBFF PERO MAYROON AT MAYROON
SILANG PAGKAKAIBA. MGA MAGKAKAPATID MAYROON SILANG PAGKAKAIBA KAHIT
MAGKADUGO SILA)

There are marked differences that are visible. These are physical characteristics like the color
of the skin, color of hair, shape of eyes, nose, height, weight, gender, age, socio-economic class,
occupation, and many others. (PISIKAL NA PAGKAKAIBA ITONG MGA ITO KAYA
OBVIOUSLY WE CAN IDENTIFY WHICH IS DIFFERENT TO THE OTHER). These
characteristics are quite obvious and noticeable. As you walk through a mall, you will easily notice
the differences of people you meet. (LALO KUNG SA LOOB NG PAARALAN MAS
MAKIKITA ANG IBA’T IBANG PAG-UUGALI AT PANANAW NG ISA’T-ISA) 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 visible. (IBA ANG PAGPAPALAKI SA
KANILA MINSAN NAMAN DULOT NA RIN ITO NG MGA EXPERIENCE NILA SA
BUHAY KAY IT CAUSES DIFFERENT BEHAVIORS AND BELIEFS BASED SA MGA
NARARANASSAN NILA SA BUHAY) These characteristics are not seen but are manifested
through behavior, decisions made, and words spoken. You will need to get to now a person closer to
be able to observe that he/she is different from you or other people. (MAARING MINSAN MAY
UNA TAYONG IMPRESSION SA ISANG TAO DI PA NATIN LUBUSAN NAKIKILA PERO
TIME GOES BY NAKAKASAMA NA NATIN SIYA, NAKAKAUSAP SA IBAT IBANG
BAGAY, IT SHOWS HIS/HER POINT OF VIEW SA MGA BAGAY BAGAY) Visible and
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 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 unschooled. (DI NAMAN SA
NILALAHAT PERO GIVEN THEIR ENVIRONMENT IT MAKES THEM CONNECTED
DAHIL ANG ENVIRONMENT NG MGA MAHIHIRAP AY MOSTLY NAGSASANHI NG
PAGKAITIM NG BALAT NG MGA TAO) This is not necessarily true, but biases play role in
these assumptions (Mor Barak 2005)

It is the uniqueness of each one that is the root of diversity. (DAHIL MAY SANHI
PAGKAKAIBA IBA NAGBUBUNGA ITO NG TINATAWAG NATING DIVERSITY) The
English noun that captures the essence of difference is the word diversity. Diversity is taken from the
Latin word divertere which means to turn away, separate, oppose (DAHIL SA PAGKAKAIBA
NAGKAKAROON NG PAGKAKAHIWALAY NITO SA ISA’T-ISA) (Latin Dictionary n.d.).
The

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 Collins dictionary defines diversity as “the state or quality of being different or varied; a variety of assortment
(KAYA KAHIT SABIHIN NATIN MAY PAGKAKAIBA IBA ANG TAO, ITONG PAGKAKAIBA
IBA NA ITO AY MAYROON CATEGORY. SABIHIN NATIN PAGKAKAIBA NG SKIN COLOR
MAY CATEGORY NG SHADES OF COLOR. ANO-ANONG KULAY ANG MAYROON.); a point of
difference; the inclusion of people of different races, genders, religion, etc. in a group (ITO NGAYON
PAGKAKAIBA NA NAKIKITA NATIN SA BAWAT ISA AY NAIGUGRUPO SILA NGAYON SA
MGA KATULAD NILA. AKO BILANG HALIMBAWA, IBA ANG COURSE KO SA MGA KAPATID
KO PERO MAY MAKAKASA AKONG GRUPO NA MAY KATULAD KONG COURSE. HINDI
AKO TOTALLY NAG-IISA DAHIL MAIGUGRUPO AKO SA MGA TAONG MAY
PAGKAKATULAD KO NG COURSE) ; 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 Education, Scientific and Cultural Organization’s (UNESCO) Guide on
Ensuring Inclusion 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.” (UNESCO 2017). (SA MGA SUSUNOD
PANG MGA TOPIC MAS MAKIKITA NATIN ANO ANO PA ANG MGA FACTORS THAT
MAKES A PERSON DIFFERENT TO THE OTHER AND HOW DIVERSITY WORKS)

Diversity is an issue we have to face and conquer. (HINDI NATIN MAIKAKAILA NA

NAGIGING FLAW ANG DIFFERENCE NG ISANG TAO. AS MOST OF THE PEOPLE IT
BECOMES A ISSUE KAPAG NAIIBA KA SA LAHAT.) Presently, people recognize and consider the
differences of each person as an important. We all live in a global village that brings about changing
demographics both in the work force and education. (PINALAKI TAYO NG IBAT-IBANG
MAGULANG AND WE HAVE DIFFERENT UNDERSTANDING THAT MAKES US
BEHAVE DIFFERENT AT THE SAME TIME.) As our communities become more diverse, it is
imperative that we make an effort to understand the different dimensions of diversity, (US FUTURE
TEACHERS, WILL MAKE AN EFFECTIVE ROLE IN TEACHING THEM TO RESPECT
DIFFERENCES WALA DAPAT DISCRIMINATION SA PANAHON NA ITO) which is not
just all about accepting, understanding, and tolerating one’s uniqueness or differences. Confronted
with the need to live on one global village, it is valuable that we discover and explore areas that could
connect us and allow us to do collaborative works. (FOR US TO BE ABLE TO APPRECIATE,
ACCEPT AND TEACH DIVERSITY, EXPLORING FACTORS OF DIVERSITY MAKES US
MORE KNOWLEDGEABLE) 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 are skills that are needed to develop and succeed.
(HINDI LANG NATIN BASTA INAARAL, DAPAT NANDON YUNG BUKAS SA LOOB AT
BUKAS ANG ISIP NATIN HABANG NAKAKASALAMUHA NATIN ANG IBA’T IBANG
TAO FOR US TO IDENTIFY BAKIT SIYA NAIIBA SAKIN, ANONG SANHI AT ANONG
EPEKTO NITO) 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 DIVERISTY WHEEL

In 1990, Marilyn Loden, an American writer, and Judy Rosener, a professor at the graduate school
in the University of California, Irvine developed framework to respond to the flourishing divergence
in America’s labor force. (SA TRABAHO UNANG NAGUMPISA YUNG PAGLIKHA NG
FOUNDATION SA MGA FACTORS NG DIVERSITY) Their goal 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 (Lou and Dean 1991).(MASKI NA MAY PAGKAKAIBA ANG BAWAT EMPLEYADO
THEY DESERVE TO BE RESPECTED AND LIVE FREELY) Loden and Rosener published the
book Workforce America! Managing employee Diversity as a Vital Resource” (Irwin Publishing
1991). In this book, the original version of the Diversity Wheel model was introduced. Loden
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 recognized the demand for an instrument that would help people better understand how group-based
differences influence people’s social identities. (AND THESE ARE PHYSICAL DIFFERENCES
AND BEHAVIORS AND SOCIAL STATUS THAT MAKES THEM DIFFERENT)
Dissatisfaction, distrust, and competition would ensure when the different dimensions of diversity are
not given recognition. (BECAUSE WE ARE PRACTICE TO GET A LONG WITH THE PEOPLE WE
WANT TO, MGA TAONG NAKAKASABAYAN AT NAKAKAPALAGAYAN NG LOOB BECAUSE OF
SIMILIRATIES PAGDATING SA MGA SALUNGAT SA ATIN NAGSASANHI ITO NG
DISCRIMATION THAT MAKES US UNSATISFY KASI DI NAMEET EXPECTATIONS NATIN
TOWARDS TO THAT PERSON, DI RIN TAYO NAGTITTIWALA AND WE WANT NA MAHIGITAN
NATIN SILA DAHIL DI NATIN NARERECOGNIZE NG TAMA WHY THAT PERSON IS DIFFERENT
FROM US) Loden and Rosener’s extensive research led them to maximizing the workface of a diverse
group of people, managing diversities as assets to develop productive working relationships.
(BECAUSE OF THEIR REASEARCH THE DIFFERENCES TURN OUT TO BE
ADVANTAGE SA PAGTATRABHO YES THEY ARE DIFFERENT IN MANY WAYS PERO
THERE ARE ALSO DIFFERENT SKILLS PRESENT THAT MAKES THEM WORK
EFFECTIVELY, AND BECAUSE THEY HAVE DIFFERENT BELIEFS THERE ARE ALSO
DIFFERENT IDEAS NA KAPAG PINAGSAMA-SAMA MAKES THEM PROCDUCTIVE SA
TRABAHO. DAHIL SA DIVERSITY FRAMEWORK MAS NARERECOGNIZE YUNG
PAGKAKAIBA IBA NILA NG PANANAW KAYA AND ALAM NILA PANO
PAKISAMAHAN ANG ISA’T ISA KAHIT MAGKAKAIBA IBA SILA) 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. (NA HINDI BALAKID ANG PAGKAKAIBA
NG KULTURA, PAG-UUGALI AT MAY SANHI ANG TAKBO NG PAGIISIP NG MGA
TAO.) 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” (Loden and Rosener 1991).(NA HINDI DAPAT MAGING
DISADVANTAGE ANG PAGKAKAIBA NG ISANG TAO AT HINDI RIN DAPAT SILA
TINETAKE ADVANTAGE SA PAGKAKAIBA NILA. NAROON DAPAT YUNG RESPETO
AT PAGTANGGAP SA KANILANG PAGKAKAIBA.)

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 The Diversity Wheel pointed to the significance of our social characters and the ways in which
people develop their identity when they are able to establish a connection with specific group of
people. (THERE WILL BE ROOM FOR COLLABORATION DAHIL MAY KAALAMAN TAYO
BAKIT SILA NAIIBA ANO ANG NAGIGING SANHI AT EPEKTO NG PAGKAKAIBA NILA SA SA
ISAT ISA) The wheel consists 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. (ITO YUNG
NAGBUNGA NG PAGPAPALAKI SA ATIN OR DI NAMAN ITO YUNG KINALAKHAN NA
NATIN NA NAGHULMA SA KUNG ANO ANG KATAUHAN NA NATIN SA
KASALUKUYAN) 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 the 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 or to live in, and experiences we go through. The second
dimension 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.

Figure 1.1 Loden and Rosener’s Diversity Wheel (Loden 1991)

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 function 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
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 his/her differences.
(MAS NAGKAKAROON NG OPEN-MINDEDNESS THAT WILL OPEN UNDERSTANDING
AND EXPLORATION NA ESSENTIAL PANO NATIN SILA PAKIKISAMAHAN
WITH RESPECT AND APPREACIATION TO AVOID DISCRIMINATION.)

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