What is the scope of diversity training
What is diversity competence?
Diversity competence, as an essential element of intercultural qualification, has become a catchphrase in recent years.
Personal experience, reflection and a change of perspective result in an intensive internal examination of the following topics:
- Identity (own and others)
- Social privileges and their effects
- Exclusion and Discrimination
- Action planning for sustainability. Some exercises of the diversity training allow certain key situations on the above topics to be experienced.
- Through (self-) reflective exercises, the complex of topics can be experienced and the understanding of diversity is expanded
- Thanks to the experience-based approach, an intensive exchange takes place and synergies are created between the participants.
- You will get to know the diversity approach on a theoretical and practical level
- You will receive ideas, methodological tools and suggestions for introducing the diversity approach in schools or in classes.
Forms of learning, work and scope of training?
- interactive exercises for self-awareness
- Individual and group exercises
- Discussions in the plenary with technical inputs
- Elaboration of approaches for action
- 2 days of seven hours each or 8 lessons as well as an assessment and an evaluation date.
- The individual training days must be close to each other.
- There is a methodical structure within the exercises.
- A later advanced course takes the same amount of time.
- The number of participants for a training is a maximum of 30 people and a minimum of 10 people
University of Applied Sciences Northwestern Switzerland, university conference on December 4, 2019 on the topic of diversity, introductory group exercise
“Differences between people can be visible, known or even only subtly perceived individually. They can invigorate, strengthen and connect, offend, break social norms or lead to power imbalances and discrimination. "
These are the words of the director, Agnes Fritze.
In order to make diversity in the different working realities of the University of Applied Sciences Northwestern Switzerland visible and tangible, all employees were invited, of course voluntarily, to this diversity sociometry exercise, according to the organization chart of the University of Applied Sciences for Social Work Northwestern Switzerland in the taped fields 1 - 10. With various questions such as: "Who likes to read crime novels?" or "Who works scientifically?" or "Who feels like a woman or a man?" The similarities and differences among the employees became apparent through the positioning in the middle field and became the topic of the day.
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