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MPSA - RETHINKING HIGHER EDUCATION
FRI, APRIL 16, 4:40 TO 6:10PM EDT
PROFESSOR JULIETTE PASSER, ESQ., STONY BROOK
UNIVERSITY, SPRING 2021
“Differences do not make us different – differences make us interesting!”!
I based my article on two premises:
1. Our current conversations about Diversity are incomplete,
and too narrowly construed, without addressing Cultural
Diversity. New terminology – plurality of diversity.
2. Cultural Diversity presupposes cultural competence, which
itself is not a destination, but a journey. Think of cultural
competence as movement across a spectrum of human
endeavors.
2021 marks two very important anniversaries - one for terrible
events of September 11, 2001, and one for an affirmation of
total international unity – the 20th anniversary of the UNESCO
Universal Declaration on Cultural Diversity, adopted on
November 2, 2001, unanimously (185 States) in the wake of the
events of 11 September 2001.
It was an opportunity for States to reaffirm their conviction that
intercultural dialogue is the best guarantee of peace and to reject
outright the theory of the inevitable clash of cultures and
civilizations.
The United Nations Educational, Scientific and Cultural
Organization (UNESCO) is a specialized agency of the United
Nations (UN) aimed at promoting world peace and security
through international cooperation in education, the sciences, and
culture. Its programmes contribute to the achievement of the
Sustainable Development Goals defined in Agenda 2030, adopted
by the UN General Assembly in 2015.
The UNESCO’s Universal Declaration on Cultural Diversity (UDCD or
the Declaration) represents the first international standard-setting
instrument aimed at preserving and promoting cultural diversity
and intercultural dialogue.
In Article 1, culture is defined as being part of “the identities of the
groups and societies making up mankind” and states that "as a source
of exchange, innovation and creativity, cultural diversity is as
necessary for humankind as biodiversity is for nature. In
this sense, it is the common heritage of humanity and should be
recognized and affirmed for the benefit of present and future
generations."
Pluralism is defined in Article 2 as “essential to ensure harmonious
interaction among people and groups with plural, varied and dynamic
cultural identities as well as their willingness to live together.”
Pluralism fosters the inclusion and participation of all citizens, “social
cohesion, the vitally of civil society, and peace.”
Understanding cultural diversity embraces acceptance, respect,
and empathy. It means we understand that each individual is
unique and multi-faceted. This means understanding each other
despite our differences. This is the most important dialogue we
can have in the Boardrooms and University classrooms around
the world.
Since globalization requires people from diverse cultural
backgrounds to communicate effectively, being a global citizen
has become one of the fundamental educational goals, for both
corporate directors and educators of all levels.
Developing cultural dexterity leads to cultural competence.
Cultural competence — the ability to work effectively across a
variety of cultures — begins as a conversation among people who
see the world differently.
Cultural competence is a set of skills that enables us to learn
about and understand people who are different from ourselves,
thereby becoming better able to serve them within their own
communities.
For example, our diverse students, faculty, and staff at higher
education intuitions. Look around your classrooms –what do you
see?
To better appreciate the complexity of culture, consider the foll0wing:
• We have intersecting identities. Each of us belongs to multiple cultures based on race,
ethnic background, gender, social class, language and other factors.
• Culture is both visible and invisible. The visible aspect includes differences in overt
behaviors — for instance, how people dress, what they eat and which holidays they observe.
Below the surface are the unspoken beliefs that shape those behaviors.
• Cultures offer widely different answers to questions such as: What does it mean to be “on
time”? When is it okay for me to make direct eye contact with another person? And how
closely do I stand to other people during a conversation?
• Each culture has internal diversity. “American” culture, for example, includes the ethos of
large cities as well as rural communities. We can also distinguish between cultures of the
West coast, East coast and Midwest. In addition, members of each culture can still
demonstrate a variety of beliefs and behaviors.
• Cultures are dynamic. They change over time. For example, American culture once
excluded women from voting and serving in the armed forces — norms that no longer hold
today. Individuals can also acquire a new culture through major life events such as moving to
a different part of the country, retiring from work or becoming disabled.
As many of my students around the world will remember, the
banner on my Blackboard is always this: I sincerely believe it. So,
I cannot think of a better tool than the Differences do not make
us different – differences make us interesting!.
Universal Declaration on Cultural Diversity to lead off the
dialogue on how to mitigate judgment making, emphasize our
common humanity, and focus on universal values.
The UDCD is the embodiment of these values!
How often have you heard it said that we need to recognize
differences? Recognize economic, political, and social
inequalities. “Re-cognize” means, to re-think, re-define, and to
think in different ways.
Well, now is the time to embrace plurality of diversity!
Start however small: “The journey of a thousand miles begins
with one step.”
— LAO TZU, 3000 years ago
The UN has declared May 21st as the World Diversity Day
Parting thoughts:
The Universal Declaration makes it clear that each individual must
acknowledge not only otherness in all its forms but also the
plurality of his or her own identity, within societies that are
themselves plural=plurality of diversity.
RBG comment on the SCOTUS: For most of the country's history,
there were nine and they were all men. Nobody thought that was
strange, Why not 9 women?
JPasser@prodigy.net Juliette.Passer@stonybrook.edu
www.linkedin.com/in/juliettepasser
Thank you!
A declaration sets forward principles and values which will be
recognized by the international community as having a greater
authority on the matter. Even if declarations are not binding as
treaties and conventions, they underline strong expectations to
which Member States should abide.
The Declaration, together with the applicable suggestions of an action
plan, can be an outstanding educational tool for developing a
dialogue about diversity while humanizing globalization.
The Universal Declaration makes it clear that each individual must
acknowledge not only otherness in all its forms but also the plurality of his
or her own identity, within societies that are themselves plural.
Cultural competence requires more than being culturally aware or
exercising tolerance. Rather it is the ability to identify and challenge one’s
own cultural assumptions, values and beliefs, and to commit to
communication at the cultural interface.
The UNESCO Universal Declaration on Cultural Diversity was adopted
unanimously in a most unusual context. It came in the wake of the events
of 11 September 2001, and the UNESCO General Conference, which was
meeting for its 31st session, was the first ministerial-level meeting to be
held after those terrible events. It was an opportunity for States to
reaffirm their conviction that intercultural dialogue is the best guarantee
of peace and to reject outright the theory of the inevitable clash of
cultures and civilizations.
The Universal Declaration makes it clear that each individual must
acknowledge not only otherness in all its forms but also the plurality of his
or her own identity, within societies that are themselves plural.
Main Lines of an Action Plan for the Implementation of The
UNESCO Universal Declaration on Cultural Diversity (20
Objectives):
§3 Fostering the exchange of knowledge and best practices in
regard to cultural pluralism with a view to facilitating, in
diversified societies, the inclusion and participation of persons
and groups from varied cultural backgrounds.
§4. Making further headway in understanding and clarifying the
content of cultural rights as an integral part of human rights.
Diversity in education is a wonderful opportunity to create a better
sense of community for our students. Embracing diversity means
accepting differences in others. To raise broad-minded and well-
educated students we need to teach them to stand up to
intolerance and discrimination and to reject stereotypes.
Educators lead by example, provide guidance and set rules to follow,
thus their behavior and habits are modeled by the students.
Be passionate and inspire your students. Show then how much you
love the subject and sharing your insights and tell them often how
much they can achieve if they put the mind to it. Believe in your
students and believe in their success.
Such a wide-ranging instrument is a first for the international
community. It raises cultural diversity to the level of "the common
heritage of humanity", "as necessary for humankind as biodiversity is
for nature" and makes its defense an ethical imperative indissociable
from respect for the dignity of the individual.
The Declaration aims both to preserve cultural diversity as a living, and thus
renewable treasure, that must not be perceived as being unchanging
heritage but as a process guaranteeing the survival of humanity; and to
prevent segregation and fundamentalism which, in the name of cultural
differences, would sanctify those differences and so counter the message of
the Universal Declaration of Human Rights.
Diversity in terms of race and gender have been topics of focus over
the years, but it is defined much more broadly. It encompasses
religion, age, ability, physical and mental health, sexual orientation,
gender identity, sex, professional experience, ethnicity, education
and more.
And that’s on one level. When we dive deeper, recognizing
intersectionality, our experiences and identities are so complex that
diversity becomes a necessity in order to truly be inclusive.
The UN has declared May 21st as the World Diversity Day
There is the Universal Declaration on Cultural Diversity, 2001
1. Don’t be afraid to challenge your own assumptions and ask yourself if you
would think the same way or make the same decision if the circumstances
involved different people with different backgrounds
2. Don’t generalize people or situations
3. Be empathetic to others’ situations and backgrounds
How often have you heard it said that we need to recognize differences?
Recognize individuals that have been previously excluded. Recognize
economic, political, and social inequalities. Recognize means, to think again,
and to think in different ways.
Start however small: “The journey of a thousand miles begins with one step.”
— LAO TZU, 3000 years ago
I.
I. Define the terms
It is important to spend some time defining terms. We need to be aware
of the terminology around race, gender, and bias, including the
distinctions between certain words. For example, there is a difference
between prejudice, bias, stereotypes and discrimination and knowing
what makes each of those unique is an important foundation for having
constructive conversations on discrimination and activism.
II.Check YOUR bias at the door.
In order to check our biases at the door, we must first admit that we
actually have biases. We ALL have biases if we are truly honest with
ourselves. The best way to identify our biases is by taking an inward
look at ourselves and being honest about what we discover. Through
this process, we can identify what the biases are and ensure they do not
have a place in our professional and personal interactions.
III. Diversity of thinking
Diversity of thinking is powerful for three reasons.
First, it helps create a stronger and broader narrative about the case
for diversity, one in which everyone feels relevant and part of a shared
goal.
Second, it more accurately reflects people’s intersectional complexity
instead of focusing on only one specific aspect of social or demographic
identity.
Third, a focus on cognitive diversity recognizes that demographic
equality—rather than being its own end—is useful as a visible indicator
of progression toward diversity of thinking.
“Differences do not make us different – differences make us interesting!”!
Self-exploration, critical thinking, and education all build a foundation
for future change.
Diversity Wheel,
Johns Hopkins University
Week 10 Part I – projects update, review
Chapter 8 of the textbook and review of
the New York State Human Rights Law,
and other statutes.
Happy reading!

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SBU Rethinkng HEd 2021.pptx

  • 1. MPSA - RETHINKING HIGHER EDUCATION FRI, APRIL 16, 4:40 TO 6:10PM EDT PROFESSOR JULIETTE PASSER, ESQ., STONY BROOK UNIVERSITY, SPRING 2021 “Differences do not make us different – differences make us interesting!”!
  • 2. I based my article on two premises: 1. Our current conversations about Diversity are incomplete, and too narrowly construed, without addressing Cultural Diversity. New terminology – plurality of diversity. 2. Cultural Diversity presupposes cultural competence, which itself is not a destination, but a journey. Think of cultural competence as movement across a spectrum of human endeavors.
  • 3. 2021 marks two very important anniversaries - one for terrible events of September 11, 2001, and one for an affirmation of total international unity – the 20th anniversary of the UNESCO Universal Declaration on Cultural Diversity, adopted on November 2, 2001, unanimously (185 States) in the wake of the events of 11 September 2001. It was an opportunity for States to reaffirm their conviction that intercultural dialogue is the best guarantee of peace and to reject outright the theory of the inevitable clash of cultures and civilizations.
  • 4. The United Nations Educational, Scientific and Cultural Organization (UNESCO) is a specialized agency of the United Nations (UN) aimed at promoting world peace and security through international cooperation in education, the sciences, and culture. Its programmes contribute to the achievement of the Sustainable Development Goals defined in Agenda 2030, adopted by the UN General Assembly in 2015. The UNESCO’s Universal Declaration on Cultural Diversity (UDCD or the Declaration) represents the first international standard-setting instrument aimed at preserving and promoting cultural diversity and intercultural dialogue.
  • 5. In Article 1, culture is defined as being part of “the identities of the groups and societies making up mankind” and states that "as a source of exchange, innovation and creativity, cultural diversity is as necessary for humankind as biodiversity is for nature. In this sense, it is the common heritage of humanity and should be recognized and affirmed for the benefit of present and future generations." Pluralism is defined in Article 2 as “essential to ensure harmonious interaction among people and groups with plural, varied and dynamic cultural identities as well as their willingness to live together.” Pluralism fosters the inclusion and participation of all citizens, “social cohesion, the vitally of civil society, and peace.”
  • 6. Understanding cultural diversity embraces acceptance, respect, and empathy. It means we understand that each individual is unique and multi-faceted. This means understanding each other despite our differences. This is the most important dialogue we can have in the Boardrooms and University classrooms around the world. Since globalization requires people from diverse cultural backgrounds to communicate effectively, being a global citizen has become one of the fundamental educational goals, for both corporate directors and educators of all levels.
  • 7. Developing cultural dexterity leads to cultural competence. Cultural competence — the ability to work effectively across a variety of cultures — begins as a conversation among people who see the world differently. Cultural competence is a set of skills that enables us to learn about and understand people who are different from ourselves, thereby becoming better able to serve them within their own communities. For example, our diverse students, faculty, and staff at higher education intuitions. Look around your classrooms –what do you see?
  • 8. To better appreciate the complexity of culture, consider the foll0wing: • We have intersecting identities. Each of us belongs to multiple cultures based on race, ethnic background, gender, social class, language and other factors. • Culture is both visible and invisible. The visible aspect includes differences in overt behaviors — for instance, how people dress, what they eat and which holidays they observe. Below the surface are the unspoken beliefs that shape those behaviors. • Cultures offer widely different answers to questions such as: What does it mean to be “on time”? When is it okay for me to make direct eye contact with another person? And how closely do I stand to other people during a conversation? • Each culture has internal diversity. “American” culture, for example, includes the ethos of large cities as well as rural communities. We can also distinguish between cultures of the West coast, East coast and Midwest. In addition, members of each culture can still demonstrate a variety of beliefs and behaviors. • Cultures are dynamic. They change over time. For example, American culture once excluded women from voting and serving in the armed forces — norms that no longer hold today. Individuals can also acquire a new culture through major life events such as moving to a different part of the country, retiring from work or becoming disabled.
  • 9. As many of my students around the world will remember, the banner on my Blackboard is always this: I sincerely believe it. So, I cannot think of a better tool than the Differences do not make us different – differences make us interesting!. Universal Declaration on Cultural Diversity to lead off the dialogue on how to mitigate judgment making, emphasize our common humanity, and focus on universal values. The UDCD is the embodiment of these values!
  • 10. How often have you heard it said that we need to recognize differences? Recognize economic, political, and social inequalities. “Re-cognize” means, to re-think, re-define, and to think in different ways. Well, now is the time to embrace plurality of diversity! Start however small: “The journey of a thousand miles begins with one step.” — LAO TZU, 3000 years ago The UN has declared May 21st as the World Diversity Day
  • 11. Parting thoughts: The Universal Declaration makes it clear that each individual must acknowledge not only otherness in all its forms but also the plurality of his or her own identity, within societies that are themselves plural=plurality of diversity. RBG comment on the SCOTUS: For most of the country's history, there were nine and they were all men. Nobody thought that was strange, Why not 9 women?
  • 13. A declaration sets forward principles and values which will be recognized by the international community as having a greater authority on the matter. Even if declarations are not binding as treaties and conventions, they underline strong expectations to which Member States should abide.
  • 14. The Declaration, together with the applicable suggestions of an action plan, can be an outstanding educational tool for developing a dialogue about diversity while humanizing globalization. The Universal Declaration makes it clear that each individual must acknowledge not only otherness in all its forms but also the plurality of his or her own identity, within societies that are themselves plural. Cultural competence requires more than being culturally aware or exercising tolerance. Rather it is the ability to identify and challenge one’s own cultural assumptions, values and beliefs, and to commit to communication at the cultural interface.
  • 15. The UNESCO Universal Declaration on Cultural Diversity was adopted unanimously in a most unusual context. It came in the wake of the events of 11 September 2001, and the UNESCO General Conference, which was meeting for its 31st session, was the first ministerial-level meeting to be held after those terrible events. It was an opportunity for States to reaffirm their conviction that intercultural dialogue is the best guarantee of peace and to reject outright the theory of the inevitable clash of cultures and civilizations. The Universal Declaration makes it clear that each individual must acknowledge not only otherness in all its forms but also the plurality of his or her own identity, within societies that are themselves plural.
  • 16. Main Lines of an Action Plan for the Implementation of The UNESCO Universal Declaration on Cultural Diversity (20 Objectives): §3 Fostering the exchange of knowledge and best practices in regard to cultural pluralism with a view to facilitating, in diversified societies, the inclusion and participation of persons and groups from varied cultural backgrounds. §4. Making further headway in understanding and clarifying the content of cultural rights as an integral part of human rights.
  • 17. Diversity in education is a wonderful opportunity to create a better sense of community for our students. Embracing diversity means accepting differences in others. To raise broad-minded and well- educated students we need to teach them to stand up to intolerance and discrimination and to reject stereotypes.
  • 18. Educators lead by example, provide guidance and set rules to follow, thus their behavior and habits are modeled by the students. Be passionate and inspire your students. Show then how much you love the subject and sharing your insights and tell them often how much they can achieve if they put the mind to it. Believe in your students and believe in their success.
  • 19. Such a wide-ranging instrument is a first for the international community. It raises cultural diversity to the level of "the common heritage of humanity", "as necessary for humankind as biodiversity is for nature" and makes its defense an ethical imperative indissociable from respect for the dignity of the individual. The Declaration aims both to preserve cultural diversity as a living, and thus renewable treasure, that must not be perceived as being unchanging heritage but as a process guaranteeing the survival of humanity; and to prevent segregation and fundamentalism which, in the name of cultural differences, would sanctify those differences and so counter the message of the Universal Declaration of Human Rights.
  • 20. Diversity in terms of race and gender have been topics of focus over the years, but it is defined much more broadly. It encompasses religion, age, ability, physical and mental health, sexual orientation, gender identity, sex, professional experience, ethnicity, education and more. And that’s on one level. When we dive deeper, recognizing intersectionality, our experiences and identities are so complex that diversity becomes a necessity in order to truly be inclusive. The UN has declared May 21st as the World Diversity Day There is the Universal Declaration on Cultural Diversity, 2001
  • 21. 1. Don’t be afraid to challenge your own assumptions and ask yourself if you would think the same way or make the same decision if the circumstances involved different people with different backgrounds 2. Don’t generalize people or situations 3. Be empathetic to others’ situations and backgrounds How often have you heard it said that we need to recognize differences? Recognize individuals that have been previously excluded. Recognize economic, political, and social inequalities. Recognize means, to think again, and to think in different ways. Start however small: “The journey of a thousand miles begins with one step.” — LAO TZU, 3000 years ago
  • 22. I. I. Define the terms It is important to spend some time defining terms. We need to be aware of the terminology around race, gender, and bias, including the distinctions between certain words. For example, there is a difference between prejudice, bias, stereotypes and discrimination and knowing what makes each of those unique is an important foundation for having constructive conversations on discrimination and activism. II.Check YOUR bias at the door. In order to check our biases at the door, we must first admit that we actually have biases. We ALL have biases if we are truly honest with ourselves. The best way to identify our biases is by taking an inward look at ourselves and being honest about what we discover. Through this process, we can identify what the biases are and ensure they do not have a place in our professional and personal interactions.
  • 23. III. Diversity of thinking Diversity of thinking is powerful for three reasons. First, it helps create a stronger and broader narrative about the case for diversity, one in which everyone feels relevant and part of a shared goal. Second, it more accurately reflects people’s intersectional complexity instead of focusing on only one specific aspect of social or demographic identity. Third, a focus on cognitive diversity recognizes that demographic equality—rather than being its own end—is useful as a visible indicator of progression toward diversity of thinking.
  • 24. “Differences do not make us different – differences make us interesting!”! Self-exploration, critical thinking, and education all build a foundation for future change. Diversity Wheel, Johns Hopkins University
  • 25. Week 10 Part I – projects update, review Chapter 8 of the textbook and review of the New York State Human Rights Law, and other statutes. Happy reading!