Module6 thc9

Republic of the Philippines
Laguna State Polytechnic University

Province of Laguna
ISO 9001:2015 Certified
Level I Institutionally Accredited
THC 9 – Multicultural
Diversity in
Workplace for
Tourism Professional
LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

PROFESSIONAL
MA. PRECIOUS GRACE P. PUNZALAN – THC9
Province of Laguna

PROFESSIONAL
Province of Laguna
LSPU Self-Paced Learning Module (SLM)

Course MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM PROFESSIONAL
Sem/AY Second Semester/2023-2024
Module No. 6
Lesson Title Race Issues and the Disabled Workers in Workplace diversity
Week
11-12
Duration
Date April 8 - April 19
Description This chapter will discuss the term disability and racial issues from various
of the perspectives.
Lesson
Learning Outcomes
Intended Students should be able to meet the following intended learning outcomes:
Learning  Know the effect of racism in workplace
Outcomes  Know how to overcome racial discrimination at work
 Define and explain diversity
Targets/ At the end of the lesson, students should be able to:
Objectives  Know the racial problems and barriers affecting countries
 Identify the terms used to describe the disabled worker
 Identify and differentiate the models of disability
Student Learning Strategies
Lecture Guide
Race Issues and the Disabled Workers in Workplace Diversity
Offline Activities
(e-Learning/Self-
Paced)

PROFESSIONAL
Province of Laguna
https://www.google.com/search?q=Race+Issues+and+the+Disabled+Workers+in+Workplace+Diversity&hl=en&source=lnms&tbm=isc
h&sa=X&ved=2ahUKEwiEhI6AnebwAhUyNKYKHce7APcQ_AUoA3oECAEQBQ&biw=1366&bih=657#imgrc=8GoP5Lbyupby6M
Race Issues
 Racial discrimination is common and may be sometimes voiced as
“crime of ordinary racism” if this is directly translated from the French
term “crime de racsime ordinaire”
 Such thing is common everywhere with terms used as “black” and a
related number of similar terminologies used sometimes openly or
discretely. Books in the 1950s mentioned the term “negro” to describe
people of African descent and this is no more acceptable in today’s
context.
 The fundamental question is that black people are the first to suffer
from discrimination
because of their
physiological
differences. Taking
into consideration
their ethnic ancestry,
their tribal existence
and the fact that
Africa is still the
poorest continent in
the world, racism is
common when such
people work in
foreign lands and
companies.
https://www.google.com/search?q=Race+Issues
+and+the+Disabled+Workers+in+Workplace+Di
versity&hl=en&source=lnms&tbm=isch&sa=X&ved=2ahUKEwiEhI6AnebwAhUyNKYKHce7APcQ_AUoA3oECAEQBQ&biw=1366&bih=6
57#imgrc=8GoP5Lbyupby6M
 Racism does not limit itself to a black/white encounter at work or
society. Several cultures do clearly suffer from racism.
 Yet, race add to the diversity of the workers. Having different races
together ensures that companies favour the integration of all people of
the community while they respect their differences.
 Employing people of different races shows that the company is an equal
opportunities employer and this adds to its credibility. By opening up
doors to different races, companies can claim to be multicultural and
further multinational enterprises which are a symbol when it comes to
thinking of different races at work.
What is considered racism at work?

 Racism is often understood solely in terms of blatant, overtly hostile
behaviours and attitudes. It may take the form of verbal abuse or
physical intimidation, for example. The defining characteristic of
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Province of Laguna
‘modern racism’ though, is that it’s subtle and – in many cases –
seemingly innocuous.
 Examples of subtle racism in the workplace might include BAME (Black,

Asian and Minority Ethnic) people being ignored, overly criticised or
having assumptions made about their abilities. The instigator might
think nothing of their actions, but we shouldn’t underestimate their
impact. While it may be difficult to view this behaviour in the same light
as more overt racism, its can still do long-term emotional and
psychological damage.
Examples of racism at work

Under the Equality Act, there are four types of discrimination that constitute
racism at work, and here is a quick summary:
– Direct racial discrimination – If you are treated unfairly because of your

race. This might mean being denied a promotion because “your type wouldn’t
fit in”, or not being allowed to visit a client because “they are quite traditional,
so we’ll send *a white employee* instead.”
– Indirect racial discrimination – If workplace policies or decisions

discriminate against you or put you at a disadvantage due to your race. This
could take the form of bans on headwear or hairstyles that disproportionally
impact those of a certain race or demanding overseas job applicants hold UK
qualifications. These rules can sometimes look fair as they apply to everyone,
but they actually have adverse impact on people who are Black/Asian.
– Racial harassment – If you are degraded, offended, or humiliated by another

person on account of your race. This can include obvious insults or remarks,
but also any behaviour that infringes on one’s dignity or creates a negative,
hostile environment.
– Racial victimization – If you are poorly treated after submitting a complaint

regarding your race. This could mean being ostracised or unfairly disciplined
while the complaint is being handled.
The effect of workplace racism is systemic. In the University of Manchester’s

2019 Racism at Work survey, 70% Black/Asian staff said they had experienced
racial harassment at work during the previous five years, and 60% felt their
employer had unfairly treated them due to their race.
How common is racism in the workplace?

 Our research clearly showed that white people experience less racism
than their black and Asian colleagues. However, significant numbers of
each racial group have witnessed another individual being the victim of
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Province of Laguna
racism. To be precise, a shocking 69% of black, 53% of Asian and 45% of
white employees have witnessed a racist incident at work.
 It’s clear, therefore, that we are largely aware of the presence of racism
in the workplace. What’s especially concerning though, is that members
of all racial groups would be unlikely to classify subtle discrimination as
an act of racism.
What businesses and leaders can do to stop racism at work

For lasting change and equality to take hold within organisations,
inclusive leaders and managers – particularly those that are white, and
therefore more likely to be at the top of organisations – must take action.
1. Educate and train all leaders and staff
https://www.google.com/search?q=EDUCATE++and+train+all+staff&hl=en&source=lnms&tbm=isch&sa=X&ved=2ahUKEwiEz7vSm-
fwAhWQypQKHVdIDyoQ_AUoAXoECAEQAw&biw=1366&bih=600#imgrc=585lBkA2v-p8FM
 Being an inclusive leader or manager should not be discretionary or

something that only some people demonstrate day in and day out.
Whatever their seniority, all managers must understand and practice
equality, diversity, and inclusion, and be able to provide evidence of
what they say and do to tackle racism. Doing so will ensure the company
is welcoming, as well as legally compliant.
 Asking the question, “What precisely have you said and done to address
institutionalised racism, and how are you measuring whether it’s
working?” is a good place to start. If staff cannot answer that question
then it is the responsibility of the organisation to ensure everyone
knows what actions they are required to take in their role, be they a
supervisor, manager, or the CEO.
 It’s important that this process takes place in a structured, professional

way. Those with in-house D&I responsibilities can enhance their ability
to progress your diversity agenda by enrolling on a management
programme to gain an equality and diversity qualification. And staff
should be educated via diversity and inclusion training, and self study,
rather than asking members of the Black or Asian communities to
explain things.
 This training should be woven into all talent and people processes too
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Province of Laguna
and revisited to ensure it makes a continued impact.
2. Understand the problem – gather data
https://www.google.com/search?q=understand+the+problem&tbm=isch&ved=2ahUKEwiYlanTm-fwAhVDNqYKHTIZBJ4Q2-
cCegQIABAA&oq=understand+the+problem&gs_lcp=CgNpbWcQAzICCAAyAggAMgIIADICCAAyBggAEAUQHjIGCAAQBRAeMgQIABAYMg
QIABAYMgQIABAYMgQIABAYOgUIABCxAzoECAAQQzoHCAAQsQMQQzoICAAQsQMQgwFQ--
UFWPmCBmDChgZoAHAAeACAAZ0DiAGEIJIBCjAuMTkuMS4xLjGYAQCgAQGqAQtnd3Mtd2l6LWltZ8ABAQ&sclient=img&ei=Ry2uYNjVJs
PsmAWyspDwCQ&bih=600&biw=1366&hl=en#imgrc=YsXTdHDoXz2fZM
 All good leadership and management require a sophisticated analysis of

how a person’s ethnicity leads to structural advantage or disadvantage.
This allows decision making to be properly informed by the facts and
metrics, as opposed to unfounded impressions that might compound the
issue.
 This involves designing and committing to processes that collect

diversity data. This might include:
a) The ethnicity of staff who get disciplined
b) The ethnic make-up of teams, across different bands of seniority
c) An ethnicity pay gap, alongside the gender pay gap
 From here, you need to regularly analyse the data, report the results to
all managers and leaders, and create action plans to address imbalances.
3. Be accountable
https://www.google.com/search?q=be+accountable&tbm=isch&ved=2ahUKEwj6peSonOfwAhUEc5QKHbowA-gQ2-
cCegQIABAA&oq=be+accountable&gs_lcp=CgNpbWcQAzIECAAQQzIECAAQQzIECAAQQzICCAAyBAgAEEMyBAgAEEMyAggAMgQIABBD

PROFESSIONAL
Province of Laguna
MgQIABBDMgIIADoGCAAQBxAeUKcKWPIMYMAOaABwAHgAgAGvAYgB2gKSAQMwLjKYAQCgAQGqAQtnd3Mtd2l6LWltZ8ABAQ&sclien
t=img&ei=-i2uYPrANITm0QS64YzADg&bih=600&biw=1366&hl=en#imgrc=Mcoh3oYhaJj_rM&imgdii=BbUVekHkeaApiM
 Companies need to approach racism at work with passion, commitment,

and skill to make positive change. Part of this means holding themselves
accountable, from the top, via targets that are regularly and
transparently reported on.
 This involves:
a) Treating complaints with respect, properly investigating their claims in
a fair and unbiased manner
b) The problem should be solved in line with previously defined workplace
policies on racism at work – such as a zero-discrimination policy
c) Processes and working approaches should be assessed in line with the
complaint – did they solve the problem or make it worse? Did the
complainant end up worse off after complaining – it is still quite
common for the complainant to be moved to another part of the
business, as though that solves the issue
d) The company communicating what has been learnt, what actions were
taken, and acknowledge the disproportionate impact on Black or Asian
staff
4. Examine and change your processes
https://www.google.com/search?q=Examine&tbm=isch&ved=2ahUKEwjGptH6nOfwAhUxwYsBHd-mBOgQ2-
cCegQIABAA&oq=Examine&gs_lcp=CgNpbWcQAzIECAAQQzICCAAyAggAMgIIADICCAAyAggAMgIIADIECAAQQzICCAAyAggAUMJwWMJ
wYL9yaABwAHgAgAGuAYgBrgGSAQMwLjGYAQCgAQGqAQtnd3Mtd2l6LWltZ8ABAQ&sclient=img&ei=pi6uYMa7H7GCr7wP382SwA4&
bih=600&biw=1366&hl=en#imgrc=sXXB1UrKe2xABM
 Processes matter when it comes to stopping racial discrimination in the

workplace. Following a racist incident, companies should conduct a
thorough review into which aspects of their organisational culture
allowed the incident to occur, and address the issue so that such
incidents are not repeated.
 Recruitment is a key process that should be analysed: Black or Asian

staff have to send over 60% more applications before they receive a
response than white British applicants, according to 2019 research from
the centre for Social Investigation.

PROFESSIONAL
Province of Laguna
 Line management is also key – are managers being given the tools to
support all members of staff, not only those who are ‘like’ them in
relation to ethnicity or other aspects of their identity. Line managers
need to understand how their unconscious bias can affect their
treatment of some groups of staff.
5. Deal with systemic racism at work
https://www.google.com/search?q=Deal+with+systemic+racism+at+work&tbm=isch&ved=2ahUKEwjT29CCnefwAhUMvZQKHfpSBGE
Q2-
cCegQIABAA&oq=Deal+with+systemic+racism+at+work&gs_lcp=CgNpbWcQA1CfhARYgKEEYK2nBGgAcAB4AIABkQGIAaECkgEDMC4y
mAEAoAEBqgELZ3dzLXdpei1pbWewAQDAAQE&sclient=img&ei=ty6uYJOkEYz60gT6pZGIBg&bih=600&biw=1366&hl=en#imgrc=45yY
Z-wjHcSLHM
 All too often when dealing with the aftermath of racism at work, an
individual is blamed for the racist behaviour – ignoring the potential
culpability of others within the organisation or the business itself. This
is the ‘bad apple’ excuse, and it will only mean the cycle of
discrimination continues.
 The full idiom is ‘a bad apple spoils the bunch’ – the entire barrel is
ruined and should, therefore, be discarded. As such, we must consider
any racism in the workplace as a symptom of the systems in place.
 Acts of racism are often facilitated by the business, and only by

reviewing the entire ‘barrel’ can we ensure there are no ‘bad apples’
that are allowed to infect the whole.
6. Listen to groups that are or may be discriminated against
https://www.google.com/search?q=Listen+to+groups+that+are+or+may+be+discriminated+against&tbm=isch&ved=2ahUKEwiBhYSln

PROFESSIONAL
Province of Laguna
efwAhVRR5QKHWBlCqMQ2-
cCegQIABAA&oq=Listen+to+groups+that+are+or+may+be+discriminated+against&gs_lcp=CgNpbWcQA1CKhwRY4qAEYPGlBGgAcAB4
AIABlgGIAdUEkgEDMC40mAEAoAEBqgELZ3dzLXdpei1pbWewAQDAAQE&sclient=img&ei=_y6uYMGJGtGO0QTgyqmYCg&bih=600&biw
=1366&hl=en#imgrc=eahWaF6DOV9JHM
 Listen to what groups who experience racism within and outside of
organisations are saying about their lived experiences of micro and
macro aggressions. In workplaces, in the criminal justice system,
housing, and politics, white managers in particular need to keep
listening, respectfully, and with humility.
 It goes without saying that all complaints should be taken seriously.

There is still a lot of work to be done here; in the 2019 Racism at Work
survey, 40% of ethnic minority individuals that had reported a racist
incident said their complaint was disregarded or they were seen as
making trouble.
 Businesses should ask how they can support the person on the receiving
end of this harassment, act quickly against the perpetrators, then take
the learnings on board.
What to watch out for when tackling racism at work

Combatting racial discrimination in the workplace is not a simple
process. It’s an uncomfortable subject with significant implications, but that
should never get in the way of action. There are some things you can do to
make the process more effective and equitable for all involved:
 Don’t say “it’s much worse in that country than it is here”, “all lives
matter”, or “it’s better than it was”
 Deeply reflect on what you and your company say and do to tackle
racism. Great leaders are proactively anti-racist
 Think through how you personally can address systemic discrimination

in measurable ways
 Ensure you do not let guilt get in the way; guilt doesn’t deliver change
 All truly inclusive leaders know that this work is not only needed when
terrible events happen, but as part of the everyday.
Addressing equality, diversity, and inclusion, and racism in particular, can be

complex, nuanced, and challenging, and must be correctly handled. It is
impossible to be an excellent leader without proactively addressing racism. It
takes commitment, knowledge and skills to take specific practical actions, day
in, day out. The benefits of doing so for individuals, groups, companies and
society are immense.

PROFESSIONAL
Province of Laguna
The Disabled Workers in Workplace
https://www.google.com/search?q=disabled+person&tbm=isch&ved=2ahUKEwiq9On5nefwAhXDAKYKHaTxAkIQ2-
cCegQIABAA&oq=disabl&gs_lcp=CgNpbWcQARgCMgQIABBDMgQIABBDMgIIADICCAAyAggAMgIIADICCAAyAggAMgIIADICCAA6BwgAE
LEDEEM6BQgAELEDULmoE1jRrxNg7METaABwAHgAgAHBAYgB8AeSAQMwLjaYAQCgAQGqAQtnd3Mtd2l6LWltZ8ABAQ&sclient=img&
ei=sS-uYOrXD8OBmAWk44uQBA&bih=600&biw=1366&hl=en#imgrc=tb56jqcWPcVU4M
 Being disabled worker could immediately mean that the person in

question is different from others who are viewed as “normal”. This
perception has existed at all times in history where disabled people
have been subject to direct discrimination and held away from the daily
routine of society.
 In reality, companies should mainly check the degree of disability of an
individual.
 The fact that a person can use his intellect correctly despite a physical
disability will surely allow him/her to work without any difficulty in
office.
 Despite arguments that suggest that employers and employees are
willing to accommodate the disable worker in his work environment,
there are threats of stigmatization like harassing the employee, talking
bad about him or even making wrongful jokes on him.
Terms used to Describe the Disabled Worker
 The Handicapped
The Free Dictionary states that although handicapped is widely
used in both law and everyday speech to refer to people having physical
or mental disabilities, those described by the word tend to prefer the
expressions disabled or people disabilities.
Handicapped may imply helplessness that is not suggested by the
more forthright disabled. It is also felt that some stigma may attach to
the word handicapped because of its origin in the phrase hand in cap,
actually derived from a game of chance but sometimes mistakenly
believed to involve the image of a beggar.
 The Disabled Worker

Oxford Dictionaries defines the word “disabled” came to be used
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Province of Laguna
as the standard term in referring to people with physical or mental
disabilities in the second half of the 20th century, and it remains the
most generally accepted term in both British and US English Today.
It superseded outmoded, now often offensive terms such as
cripples, defective, and handicapped and has not been overtaken itself
by newer coinages such as differently abled or physically challenged.
 People with disabilities

British Columbia (2015) defined a person with disabilities
designation identifies a person with physical or mental impairment who
is significantly restricted in his or her ability to perform daily living
activities either “continuously or periodically for extended periods”
 Differently-abled people
Wisegeek (2015) defines differently abled as a euphemistic term
for someone who might formerly have been classed as disabled,
handicapped, challenged, or having special needs. It can apply to people
with predominantly physical or mental challenges
Perspective of Disability in Society
https://www.google.com/search?q=perspective+of+disability+in+society&source=lnms&tbm=isch&sa=X&ved=2ahUKEwi81o2S3-
nwAhVkxosBHbHFDZUQ_AUoAXoECAEQAw&biw=1366&bih=657#imgrc=BPzawawwlmnlZM&imgdii=luZjZSRmIxnz_M
 From a historical point of view, persons with disabilities were

completely rejected by some cultures, in others they were outcasts,
while in some they were treated as economic liabilities and grudgingly
kept alive by their families.
 In other settings, persons with disabilities were tolerated and treated in
incidental ways, while in other cultures they were given respect status
and allowed to participate to the fullest extent of their capability
(Munyi, 2021)
 Munyi (2012) states that from a cultural point of view, there are many
specific circumstances that have influenced the living conditions of
persons with disabilities, not to mention people’s attitudes towards
them.
 “The depiction of the disabled person as a “monster” and the criminal
PROFESSIONAL
Province of Laguna
characterization both express the varying degrees the notion that
disability involves the loss of an essential part of one’s humanity.
Depending on the extent of disability, the individual os perceived as
more or less subhuman.” – Paul Longmore
Models of Disability
Models of Disability are tools for defining impairment and, ultimately,
for providing a basis upon which government and society can devise strategies
for meeting the needs of disabled people. They are often treated with
scepticism as it is thought they do not reflect a real world, are often incomplete
and encourage narrow thinking, and seldom offer detailed guidance for action.
However, they are a useful framework in which to gain an understanding of
disability issues, and also of the perspective held by those creating and
applying the models.
 The Social Model

The Social Model views disability as a consequence of environmental,
social and attitudinal barriers that prevent people with impairments from
maximum participation in society. It is best summarised in the definition of
disability from the Disabled Peoples’ International: "the loss or limitation of
opportunities to take part in the normal life of the community on an equal level
with others, due to physical or social barriers."
 The Medical Model

The Medical Model holds that disability results from an individual person’s
physical or mental limitations, and is largely unconnected to the social or
geographical environments. It is sometimes referred to as the Biological-
Inferiority or Functional-Limitation Model.
The Medical Model places the source of the problem within a single
impaired person, and concludes that solutions are found by focusing on the
individual. A more sophisticated form of the model allows for economic factors,
and recognises that a poor economic climate will adversely effect a disabled
person’s work opportunities. Even so, it still seeks a solution within the
individual by helping him or her overcome personal impairment to cope with a
faltering labour market.
 The Rights Model of disability

The Michigan Disability rights Coalition (2015) explains that in more
recent times, however, the notion of “disability” has come to be conceptualized
as a socio-political construct within a rights-based discourse. The emphasis has
shifted from dependence to independence as people with disability have
sought a political voice, and become politically active against social forces of
ableism.

PROFESSIONAL
Province of Laguna
Accommodating the Disabled Employee at Work

PROFESSIONAL
Province of Laguna

PROFESSIONAL
Province of Laguna
Performance Task
Instruction : ( kindly answer the essay below)
1. Why is it so difficult to talk about racism?
2. Does opening a conversation about Race make one a racist?
3. Do you avoid people that you know disagree with you?
4. Do you believe that someone of a different race could be more “like” you than many
people in your own race?
5. Does asking questions and seeking insight and perspective on a subject imply bias for
or against that subject?
6. Are disabled employees getting promoted at the same rate as abled employees?
7. Does diversity in the workplace exclude the disability community? Why?
8. Do you keep disabled people in the margins by saying that Disability inclusion is
important because the curb cut effect helps people who are not disabled, and that
“anyone might become disabled at any time”? Or are you aware that the point of
Disability inclusion is to include people who are currently disabled?
9. When you tell stories featuring Disability, are you defaulting to telling those stories
through an “abled gaze” (positioning abled people as the storyteller and primary
audience), or are you leading with disabled people as your primary audience?

PROFESSIONAL
Province of Laguna
10. Can people with any kinds of disabilities assume that they can easily access any one
of your products in the near future? Is everything you do related to people also inclusive
of Disabled people?
Rubric for answering the performance task
Content 80% The overall content of the answers given to the questions provided in the
performance task are reliable and gives proper explanation to what is asked.
References: 20% All references used are up-to-date, from reliable sources and is related to the
activity on hand.
Total: 100%

PROFESSIONAL
Province of Laguna
Learning Resources
Multicultural Diversity in Workplace, Mylene A. Yeung
https://www.google.com/search?q=model+for+diversity&tbm=isch&ved=2ahUKEwick8OF_Mf
vAhWGxIsBHSHGDVAQ2-
cCegQIABAA&oq=model+for+&gs_lcp=CgNpbWcQARgBMgIIADICCAAyAggAMgIIADICCAAyAgg
AMgIIADICCAAyAggAMgIIADoECAAQQzoFCAAQsQM6CAgAELEDEIMBOgcIABCxAxBDULebtAJY
56a0AmDbsbQCaABwAHgAgAGpA4gBnBaSAQkwLjMuMy4yLjKYAQCgAQGqAQtnd3Mtd2l6LWlt
Z8ABAQ&sclient=img&ei=hK9aYJzBI4aJr7wPoYy3gAU&bih=657&biw=1366&hl=en#imgrc=Cw
cfDr704BBL7M&imgdii=d9teK9tor8hcUM
https://www.google.com/search?q=four+generations+in+workplace&tbm=isch&ved=2ahUKE
wi0ieKDnKLwAhXUEKYKHcvWAn0Q2-
cCegQIABAA&oq=four+generations+in+workplace&gs_lcp=CgNpbWcQAzIGCAAQCBAeOgQIABB
DOgUIABCxAzoCCAA6CAgAELEDEIMBOgQIABAYULzRFliQnBdgl6EXaARwAHgAgAH5AYgBwC
mSAQYwLjMzLjGYAQCgAQGqAQtnd3Mtd2l6LWltZ7ABAMABAQ&sclient=img&ei=pwCKYPSZEd
ShmAXLrYvoBw&bih=657&biw=1366&hl=en#imgrc=YFacrnaEkIYb-M
https://www.google.com/search?q=four+generations+in+workplace&tbm=isch&ved=2ahUKE
wi0ieKDnKLwAhXUEKYKHcvWAn0Q2-
cCegQIABAA&oq=four+generations+in+workplace&gs_lcp=CgNpbWcQAzIGCAAQCBAeOgQIABB
DOgUIABCxAzoCCAA6CAgAELEDEIMBOgQIABAYULzRFliQnBdgl6EXaARwAHgAgAH5AYgBwC
mSAQYwLjMzLjGYAQCgAQGqAQtnd3Mtd2l6LWltZ7ABAMABAQ&sclient=img&ei=pwCKYPSZEd
ShmAXLrYvoBw&bih=657&biw=1366&hl=en#imgrc=SUqxayXIfr6iVM
https://www.vscpa.com/article/4-generations-1-workforce
https://www.trinet.com/insights/4-hr-strategies-for-optimizing-a-multigenerational-
workforce-in-the-hospitality-industry
https://www.theweb.ngo/history/ncarticles/models_of_disability.htm

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Republic of the Philippines

Laguna State Polytechnic University

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

LSPU Self-Paced Learning Module (SLM)

Student Learning Strategies

Race Issues and the Disabled Workers in Workplace Diversity

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

What is considered racism at work?

 Examples of subtle racism in the workplace might include BAME (Black,

Examples of racism at work

– Direct racial discrimination – If you are treated unfairly because of your

– Indirect racial discrimination – If workplace policies or decisions

– Racial harassment – If you are degraded, offended, or humiliated by another

– Racial victimization – If you are poorly treated after submitting a complaint

The effect of workplace racism is systemic. In the University of Manchester’s

How common is racism in the workplace?

What businesses and leaders can do to stop racism at work

1. Educate and train all leaders and staff

 Being an inclusive leader or manager should not be discretionary or

 It’s important that this process takes place in a structured, professional

2. Understand the problem – gather data

 All good leadership and management require a sophisticated analysis of

 This involves designing and committing to processes that collect

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

 Companies need to approach racism at work with passion, commitment,

4. Examine and change your processes

 Processes matter when it comes to stopping racial discrimination in the

 Recruitment is a key process that should be analysed: Black or Asian

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

5. Deal with systemic racism at work

 Acts of racism are often facilitated by the business, and only by

6. Listen to groups that are or may be discriminated against

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

 It goes without saying that all complaints should be taken seriously.

What to watch out for when tackling racism at work

 Think through how you personally can address systemic discrimination

Addressing equality, diversity, and inclusion, and racism in particular, can be

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

The Disabled Workers in Workplace

 Being disabled worker could immediately mean that the person in

Terms used to Describe the Disabled Worker

 The Disabled Worker

 People with disabilities

Perspective of Disability in Society

 From a historical point of view, persons with disabilities were

 The Social Model

 The Medical Model

 The Rights Model of disability

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

Accommodating the Disabled Employee at Work

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

Instruction : ( kindly answer the essay below)

1. Why is it so difficult to talk about racism?

2. Does opening a conversation about Race make one a racist?

3. Do you avoid people that you know disagree with you?

7. Does diversity in the workplace exclude the disability community? Why?

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

Rubric for answering the performance task

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM

LSPU SELF-PACED LEARNING MODULE: MULTICULTURAL DIVERSITY IN WORKPLACE FOR TOURISM