Educate Yourself: Educate yourself about the specific disabilities any of the students you work with have. You can then educate your students. Education leads to understanding which then leads to compassion and connection. Encourage Interaction: Give students opportunities to interact with each other so they can build friendships and a sense of community. Strengths-Based Approach: Everyone has strengths and weaknesses.
Help kids develop their strengths and see that kids with special needs have strengths too. Focus on progress, no matter how small. These teaching strategies help students of all backgrounds to be successful in the regular education classroom. Differentiate Instruction: When teachers differentiate all students can participate and work at their current ability. Make Objectives Clear: Posting and reviewing objectives in age-appropriate language helps all students achieve the desired objective of each lesson.
It is especially helpful for kids with special needs. Adapt: Teachers are masters at adapting. We challenge those that are ready for more and provide extra support to those that need it.
Explicit Teaching and Modeling: Model for students and gradually turn the responsibility over to the student. Have a Positive Attitude: As the teacher, your positive attitude about inclusion sets the tone for the rest of the class. If you see having special needs students in your classroom as a growth opportunity and a positive, your students will too.
Teach to Different Learning Styles: Vary the learning styles you target. Use different approaches and try to cater to many different learning styles so that all students can learn. For example, one lesson you might incorporate movement and music while another you encourage students to write and draw. Inclusion is good for all students. The strategies teachers use to make the regular education classroom appropriate for students with special needs are helpful for all students.
Including students of all backgrounds and abilities increases tolerance and empathy among students. Inclusion is worth it. Amy has been teaching for 12 years in grades K Besides education, her other passion is writing and she has always dreamed of being a writer. She lives in Utah with her husband, her 3 daughters, and her miniature schnauzer. The simple gesture of addressing a student by their name demonstrates care and concern.
You can do this through classroom icebreakers. Problematic assumptions and implicit biases can manifest themselves in the classroom. Developing awareness of the assumptions and biases can help develop a positive classroom. Take an implicit bias test.
Establish respect for the values of diverse peoples by using specific examples. Examples that demonstrate a respect and appreciation for diverse peoples and cultures. Use language that is gender neutral or takes into consideration the gender identity of students. Students not only come from diverse backgrounds, ethnicities, race, and gender, but students also bring different talents and styles of learning.
All students should have the opportunity to learn in a way that works for them and they should be able to showcase their talents. Overview Inclusive teaching refers to a variety of teaching approaches that strive to address the needs of all students.
This will help keep people motivated and also help them understand how the learnings tie back to broader company goals. Related: How does your company stack up when it comes to diversity and inclusion?
One way to build awareness of diversity and foster greater inclusivity is to be aware of and acknowledge a variety of upcoming religious and cultural holidays. Be respectful of these days when scheduling meetings, and understand that employees have different needs that may require flexibility. ERGs help build a culture of connection and belonging. Building on this, in addition to leveraging ERGs, employers can make it easy for all employees to participate, whether it be creating a differing pay code for easy time tracking for ERG meetings, or asking employees to share initiatives or projects the ERG is focused on.
Provide a toolkit or guidelines that employees can follow to encourage them to set up a new ERG. Getting senior leaders on board is also critical.
Additionally, commitments from senior leaders signal a wider, organizational commitment to improving diversity, equity, and inclusion practices. Related: How employers can support diversity and inclusion at work.
Morgan likened team diversity to focusing on all 64 squares in a chess game instead of getting stuck on one aspect of the board, or where you happen to be playing. In the context of the workplace, getting stuck is similar to focusing only on a particular geography, or your own department or team. A diverse cross-section of talent allows enhanced perspective, which will spur creativity on teams.
If your team is homogeneous, invite someone who is a different gender, cultural background, or age, to weigh in on an initiative or project.
Much has been written about how diversity in teams positively impacts creativity and innovation , and the case for an inclusive culture is only growing stronger. Deploying pulse surveys across the workforce will arm leaders with the information needed to make smarter decisions and reduce or eliminate any patterns of discrimination or biases within a particular branch or area of the organization, for example. Anonymous feedback via an employee pulse survey can help build a case to take immediate action on smaller, more pressing issues as well as inform long-term strategies.
Related: Building and prioritizing a caring-centered culture. Employers will also need to assess areas of the business in which discrimination can exist.
Company policies and interpersonal interactions — such as the way an internal issue is handled — plays a key role in perpetuating existing problems. Bilal explains that a main reason why employees leave an organization is a result of poor interpersonal interactions. If employers start to rethink their policies, they can address and replace negative processes or interactions with more positive ones.
Leaders first need to determine whether policies enable or perpetuate discrimination in the workplace such as racism or sexism and reshape them to move towards a more equitable workplace. The ability to work from home has largely been considered as a perk synonymous with flexibility. But after several months of remote working in crisis mode and with rapidly changing conditions, the current definition of workplace flexibility, and the policies that support it, are due for an overhaul.
Download the report. Facilitating flexibility for all employees, she adds, helps to establish a more equitable and inclusive culture across the organization.
In fact, making structural changes to workforce strategies and systems can take many months, especially as businesses face new challenges around hiring and managing their people. A cultural shift takes time, which means organizations must set benchmarks and track their progress to assess how their efforts are moving the needle. This will not only show leaders what strategies are working, and which ones are falling short, but it will also help to hold them accountable in reaching their long-term goals.
Effective DEI strategies will help better support employees, build culture, and create a thriving business. Employees will feel more engaged as they show up to work every day — whether in person or online — feeling safe, connected, and heard. Read next: Tips for job seekers, recruiters, and leaders on cultivating a more inclusive workplace. Diverse, equitable, and inclusive work environments also appeal to candidates as they remain highly engaged in conversations about breaking down systemic discrimination and bias and are more likely to apply to companies that are outspoken about diversity.
Organizations must assess how they stack up when it comes to their DEI programs and identify areas that need to be put into even greater focus.
Download the survey.
0コメント