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A strategy for Inclusion

A strategy for Inclusion. Laura Chapman EQuality Training. A shared vision + equal treatment + flexible practice = inclusive outcomes. These issues will impact on the personal development of all team members as well as the culture and public image of the organisation.

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A strategy for Inclusion

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  1. A strategy for Inclusion Laura Chapman EQuality Training

  2. A shared vision + equal treatment + flexible practice = inclusive outcomes. These issues will impact on the personal development of all team members as well as the culture and public image of the organisation.

  3. Leading on Inclusion A Process Work Together Welcome Shared vision Managing Way forward Full participation

  4. WELCOME Preparing the task and researching the community; inviting in community ‘guides’; recruiting diversity; outreaching to alienated groups and individuals.

  5. Equality and diversity as management issues Organisations lose out on skills and competencies held by those whose lives and educational history have been difficult – those for whom success at work could be a valuable asset and contribution

  6. Working together Inclusionis an ongoing process of adjusting to diversity. It liberates and engages all individuals by creating a mainstream culture that fosters belonging and participation.

  7. New dutiesThe Disability Discrimination Act 2005 amends the requirements of the Disability Discrimination Act 1995

  8. Vision Six + Thinking hats - Edward de bono Narrowing the field of recruitment and promotion limits the skills base. And it restricts the expression of invaluable qualities such as empathy, creativity, motivation, self-reliance and sociability.

  9. Locating Gifts and Capacity Clients are victims, have deficiencies and are weak Individuals have strengths Minorities are deprived and have needs Communities have capacities, assets and power Never doubt that a small, group of thoughtful, committed citizens can change the world. Indeed, it is the only thing that ever has. M Mead

  10. Meaningful relationships Our judgements about almost all social interactions, organisations and communities depend upon our perceptions of the relationships involved. Professor John West-Burnham NCSL

  11. The bigger picture To embrace diversity is not only to comply with policy development, but to seek out and celebrate difference by creating flexible systems that never disable, but enable and empower.

  12. Meaningful Relationships Acknowledge : • Oppression & Discrimination • Institutionalised and Individual • Reactive and Passive • Attitudes and Prejudice Promote: • Belonging and Relationships • Information Sharing • Collaboration & Empowerment • Capacity and Difference

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