Chapter Four: Promoting Inclusive Culture

Definition of Inclusive Culture

Inclusion: is a sense of belonging, connection and community at work.
And inclusive organizations help people feel welcomed, known, valued and encouraged to bring their
whole, unique selves to work.
Culture: is theideas, customs, and social behavior of a particular people or society
.An organization‘s culture is the culmination/peak of the priorities, values and behaviors, which support
their employees in how they work singularly, in teams and with clients.
An inclusive culture
involves the full and successful integration of diverse people into a workplace or industry.
•Has core values such as
representation, respect, &fairness)
There are three dimensions/ elements of an inclusive culture:
[Link] Design
[Link], Training and Advancement Opportunities
[Link] Accommodations and Accessibility: Policy & Practice
Universal Design
•
The construction of structures, spaces, services, communications and resources that
areorganically accessible to a range of peoplewith and without disabilies,without further need
formodicaon or accommodaon
Recruitment:
•
Eecve recruitment of people with disabilies involves twocomponents:
1. Accessible outreach and hiring pracces (avoiding any barriersto par cipa on)2. Targeted
recruitment of workers with disabilies (
enablesemployers toreach andinterview qualied people withdisabilies).

Chapter Four
Promoting Inclusive Culture
Definition of Inclusive Culture
Inclusion is a sense of belonging, connection and community at work. And inclusive
organizations help people feel welcomed, known, valued and encouraged to bring their whole,
unique selves to work.
Culture is “the ideas, customs, and social behavior of a particular people or society.”
Culture plays a huge role in shifting the diversity needle and forming truly inclusive
environments.
An inclusive culture involves the full and successful integration of diverse people into a
workplace or industry.
They encompass both formal and informal policies and practices, and involve several core
values:
Representation
Receptivity
Fairness

Dimensions of Inclusive culture

There are three dimensions/elements of an inclusive culture:
1. Universal Design: refers to the construction of structures, spaces, services, communications
and resources that are organically accessible to a range of people with and without disabilities,
without further need for modification or accommodation.
2. Recruitment, Training and Advancement Opportunities
A. Recruitment: involves two components; Accessible outreach and hiring, Targeted
recruitment of workers involves specific outreach to people with disabilities.
B. Training
C. Advancement
3. Workplace Accommodations and Accessibility: Policy & Practice
Policy: a critical role in generating meaningful inclusion of people with disabilities.
The practice of negotiating and providing accommodations constitutes an additional opportunity
for generating an experience of “interactional justice”.
Building inclusive community
An inclusive community: does everything that it can to respect all its citizens, gives them full
access to resources, and promotes equal treatment and opportunity, Works to eliminate all forms
of discrimination, engages all its citizens in decision-making processes that affect their lives.
An inclusive society aims at empowering and promoting the social, economic, and political
inclusion of all, irrespective of age, sex, disability, race, ethnicity, origin, religion, economic, or
other status.
It is a society that leaves no one behind.
Characteristics of an Inclusive Community are
Integrative and cooperative
Interactive
Invested
Diverse
Equitable
Accessible and Sensitive
Participatory
Safe
Means of establish inclusive culture is to create an inclusive culture in which everyone feels they
belong
and is comfortable expressing their uniqueness.
There are four key inclusive leadership behaviors:
Empowerment, Accountability Courage, Humility
 There are five stages in establishing inclusive culture:
1. Consider what you want to achieve and what the benefits will be.
2. Undertake an inclusion review of your workplace
3. Decide where work is needed and create an action plan.
4. Communicate the plan with staff and put the plan into action.
5. Review, monitor and evaluate the plan’s impact and use what you find to plan future
action
  Ten Characteristics of an Inclusive Organization
1. It accepts diversity and inclusion as a way of life.
2. It evaluates individual and group performance on the basis of observable and measurable
3. behaviors and competencies.
4. It operates under transparent policies and procedures.
5. It is consistent in its interactions with everyone.
6. It creates and maintains a learning culture.
7. It has a comprehensive and easily accessible system of conflict resolution at all levels.
8. It recognizes that it is part of the community that it serves
9. It lives its mission and core values
10. It values earned privilege over unearned privilege.
11. It accepts and embraces change.
Inclusive values: are appreciating diversity, equality and equity, cooperativeness, participation,
community, and sustainability are examples of inclusive values that are fundamental for
successful inclusive education.
The seven Pillars of Inclusion: Access, Attitude, Choice, partnership, communication,
policy and opportunity
Indigenous inclusive values and practices
Indigenous inclusion defined as an organizational state that is embraced as a cultural norm, with
enterprise-wide workplace strategies as well as a culture which invites the full participation of
indigenous people into all aspects of business operations.
Inclusive practice is an approach to teaching that recognizes the diversity of students, enabling
all students to access course content, fully participate in learning activities and demonstrate their
knowledge and strengths at assessment. Inclusive teaching strategies refer to any number of
teaching approaches that address the needs of students with a variety of backgrounds, learning
modalities, and abilities.
These strategies contribute to an overall inclusive learning environment in which students feel
equally valued.
Benefits of Inclusive practices
The benefits of inclusive practices are numerous for both students with and without disabilities
Chapter 5
Inclusion for Peace, Democracy and Development
Definition of Peace, Democracy and Development
Inclusion for Peace Definition
Peace is defined as creating mutual understanding, positive relationship between individuals and
groups.
Peace makes the mind quiet and calm prevents anxieties, worries, stress and fears, and awakens
inner strength and confidence.
Peace can be achieved through formal and informal inclusive education.
Inclusive education is a foundation for inclusiveness in all aspects of life.
It creates equality and equity among diver’s population Contrary to the important of inclusive
education exclusion in education create undesirable result for a nation
Sources of Conflict
Spiritual sources of conflict
Individual sources of conflict
Disunity within the individual and confusion of values
Family sources of conflict
Family dysfunctions affect succeeding generations.
National/international sources of conflict
National policies affect future generations and can lead to conflict within or between nations
Historical Sources of Conflict
National crimes burden future generations
Ethnic/religious resentments accumulate
Individual Choice
Sustaining Peace: It is important to expand formal and informal inclusive education with the
aim of creating inclusive society with the competencies in young and adult populations,
Inclusion for Democracy: Democracy is a great philosophy of inclusion that born and grown in
inclusive schools. It means the rule of the people, by the people, for the people; and where
“people” is to mean all human being, regardless of the diversities.
Inclusion Education for Democracy sees young people not as passive recipients of knowledge,
but rather as active co-creators of their own learning that help to exercise democracy. Inclusive
education aims to develop real democracy through active participation by all divers’ learners
involved in classrooms and
educational institutions.
Inclusion for Development: is the process of ensuring that all marginalized/excluded groups are
included in the development process.
Inclusive education for Development: the meaning of development for an individual is that
which tends towards a person realizing his or her full potential as a human being through
inclusive education and then inclusive society; to expand the range of choices for every human
being without discrimination.
Diversity may happen in the Workplace: Ethnicity (language and cultural differences) Age
and Generation differences, Gender and Gender Identity, Religious and Spiritual Beliefs,
Disability and Ability, Socioeconomic Status and Background
Cultural Diversity: in the world is divers and a blessing gift for development; but become
sources of conflict
Ethnic diversity the diversity of something is the fact that it contains many very different
elements.
The terms "race" and "ethnicity" used interchangeably, but generally speaking, the meanings are
distinct.
Race is usually seen as biological, referring to the physical characteristics of a person, while
ethnicity is
viewed as a social science construct that describes a person's cultural identity.
Benefits of Cultural Diversity
There are many advantages of a diverse in schools and workplaces. Organizations can benefit
from
employees who bring language skills, cultural experience, and creativity to the table. An
organizations
success can be dependent upon its ability to embrace a diverse staff.
Religious conflict is a conflict primarily caused or justified by differences in religion. In the
modern
period, debates are common over the extent to which religious, economic, or ethnic aspects of a
conflict
predominate in a given conflict
How to Resolve Conflict
1. Agree on a mutually acceptable time and place to discuss the conflict
2. State the problem as you see it and list your concerns
3. Let the other person have his/her say
4. Listen and ask questions
5. Stick to one conflict at a time — to the issue at hand
6. Seek common ground
7. Seek for win-win approaches.
Gender differences: Gender differences are defined as biological differences between sexes;
however, this
review explores how perceived differences may be culturally reinforced gendered behavior that
occur
within supervision as opposed to actual biological differences among sexes.
Marginalized group of people Marginalization is a process that includes many external forces.
People may
be marginalized on the basis of the social, gender, cultural, ethnic, economic, social order, beliefs
and
other factors.
We can create a friendly environment for marginalized people by tolerating the differences
opinions and
attitudes, seeking out marginalized voices and perspectives and provide support etc...