Early Childhood Education And Care For Racial Prejudice

Employment issue

Discuss about the Early Childhood Education and Care for Racial Prejudice.

Harassment- Harassment is any act which involves abuse, annoying activities, giving threats, racial prejudice, illegal pressure, sexual exploitation, personal malice, pressurizing to quit a job or any other activity that hurt an individual mentally or physically is called harassment irrespective of location (school, office etc.) where it occurs or age of an individual who has been harassed.

Racism- the discrimination, prejudice, or antagonism directed against an individual based on the race is called racism and mainly occurs due to the belief or feeling of inferiority that an individual’s race is inferior to one’s own race.

Negotiation- The process of reaching an agreement after a discussion regarding a particular topic or subject considering the strength and weakness of an argument with one or more individual or within oneself for a purpose of resolving a conflict, making decision,  is defined as negotiation.

Barriers- Anything (object, law or policy) that prevents an individual to communicate, perform any desired activity, or movement from place to place is defined as barriers.

Inclusion- The process of being included or including an individual within a group for any purpose (participation, educational, business, personal or commercial) is called as inclusion.

Institutional- it is the word used pertaining, relating to, organized as, forming or involving  an institution.

Majority Group- it is the term referring to people who hold majority of societal position and hold social power as opposed to the minority group.

Minority Group- it is the term referred to group of people differentiated from population group who have social majority or hold social power in majority of societal positions and may also be defined by law.

Mixed Heritage-An individual is known to have mixed heritage if the parents belong to different ethnic or racial groups and is also called as mixed race.

Multicultural- Any process (business, education, occupation) that incorporates the values, perspectives, beliefs, and ideas of people from diverse cultural background are denoted as multicultural.

Participation- The action of involving in any event or a situation, taking part in an occasion, conversation, process in association with others as a partnership formally or informally with specific obligations is known as participation.

Prejudice- Any favorable or unfavorable opinion, thought or a feeling formed without any prior knowledge, or reason regarding any event, individual, or social/religious/cultural aspect is referred as prejudice.

Race- Human beings are classified into groups on the basis of different genetic or physical traits which is present commonly in that specific group of people called race.

Effective Communication

Refugee- A person taking shelter or dwelling in a foreign land for safety or for fear of being persecuted or for any other reason is unable to return his/her own country is called as refugee.

Sexism- It is phenomenon of discrimination based on sexes where one sex especially dominates over the opposite sex in social, political, and other areas due to feeling of superiority is defined as sexism.

Stereotype- It is the prejudice or a preconceived notion regarding any subject that is hold by an individual.

Xenophobia- is defined as a prejudice or a fear and hatred of foreigners or anything strange.

Employment issue	Relevant Act
Direct and indirect discrimination	Human Rights and Equal Opportunity Commission Act 1984
Sexual Harassment	Human Rights and Equal Opportunity Commission Act 1984
Racism	Racial Discrimination Act 1975
Women making up more than half the workforce but disproportionately represented at lower salary levels	Sex Discrimination Act 1984
Workplace practice that do not allow a balance between work and family responsibilities	Privacy Act 1988
Culturally inappropriate workplaces	Racial Discrimination Act 1975
Enabling access to buildings to people with a disability	Disability Discrimination Act 1992
People from recognized diversity groups not choosing to be  identified though usual statistical collection methods	Human Rights and Equal Opportunity Commission Act 1984
Barriers that prevent equity group members progressing to higher salary levels	Workplace Relations Act 1996

The diversity within Australian culture is promoting leadership by government at all levels with the help of public messages, policies and programs (Jonason 2015). This has led to positive community relations and the reinforcement of social cohesion (Paradies 2012). The other benefits include “living in harmony” for the people ignoring the cultural, racial and religious differences (Bolton 2015).

Implementing diversity strategies in education and care will help children to balance struggle with hope. It helps to foster awareness about equality and diversity issues. These strategies “encourage the development of services” that are in favor of children as well as their families (Jonason 2015). It helps create “policies and procedures” on equality and diversity. This also promotes leadership by government at all levels with the help of public messages, policies and programs (Goggin et al. 2015).

Adapting diversity in workplace increases adaptability as well as ensures success and competitiveness of an organization. Adapting range of working styles lead to development of varying solutions to resolve conflict in the organization. Diversity in workplace promotes different talents and experiences that is flexible to adapt to changing market situation and meet the demands of the customer (Johnston 2015). It promotes variety of viewpoints of the workers allowing comfortable communication.  Effective execution is ensured by assisting all the employees to perform to their maximum potential. Service can be delivered at a global basis due to diverse collection of linguistic or cultural understandings (Carter 2013).

The goal of diversity strategy may be building effective leadership capability, efficient communication system and inclusive work environment (Bolton 2015). The goals may also be ensuring accountability of the diversity objectives as well as transparency issues (Forrest and Dunn 2013).

The migrant influences in parramatta city located in the north western suburb of Sydney is highly strong with people of all age groups and mainly those belonging to 18-24 years old migrating in an out of this council. The place has highest net migration according to Australian Bureau of Staistics (2011).

Diversity Strategies

As per the Socioeconomic, statistics of people in this area is high when compared to other areas. It is determined by the indicators high employment status, age of the people, adequate educational opportunities, and industry skill base (Australian Bureau of Staistics 2011).

Employment statistics as per the Australian Bureau of Staistics (2011) more number of people (92043) are full time employed (68%) than part time (38%) and few people are unemployed (6416). It indicates the strength of local economy and social characteristics (Nelson 2013).

The population of chosen area is 19745 as per Australian Bureau of Staistics 2011 (Johnston 2015).

The percentage of people who do not speak English in this area is 73.5, Mandarin- 12.7%, 5.8% Hindi, 2.2% Tamil, 5.7% Cantonese, 2.7% Punjabi and 9.0% other languages (Johnston 2015).f)

Effective communication at workplace can be ensured by understanding the differences between the “verbal and non-verbal communication” and by appreciating different cultural aspects of interactions and variation in linguistic (Forrest and Dunn 2013). 

As per the figure given majority of the staff are from English speaking background and few are from CALD origin which is indicative of lack of diversity in the day care centre.

Lack of diversity will fail to meet the needs and demands of the CALD population as well as hamper the communication system between the care users and care providers. It may be a primary cause of the learning barrier (Carter 2013).

The organization must train the staff about the differences between the “verbal and non-verbal communication”, different cultural aspects of interactions and variation in linguistic. The staff must be trained to develop competent communication skills and awareness about the experiences of the Aboriginals, and other CALD communities and respect the same (Goggin et al. 2015). The centre must also recruit staff with diverse linguistic skills.

The above diversity strategies will lead to effective leadership, efficient communication system and inclusive work environment (Bolton 2015). It will ensure that the needs of the care users are met as well as those needing priority attentions (Forrest and Dunn 2013).

4, 7, 8, 9, 8 ,7

The area where I have given low rating (4) to myself is “identification and discuss about the acceptable and non acceptable behaviors are in the professional context” because of lack of observing skills and fear of exposing the truth to higher authority about the same. In reference to child care services it is difficult for me to understand the differences in behavior as I am new to the field and lack understanding of the diversity in different cultures and variation in linguistics. However, I am trying to improve in this area by undertaking training to develop culturally competent skills.

The area that I have given high rating (9) is the one where I can well understand the impact of the prejudice and discrimination in families because I have personally experienced such thing in my school and other places. I have underwent emotional pain and psychological stress.

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9

8

5

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8 

The area I have rated low (5) is non-verbal forms of communication as I am still learning this area and trying to make myself strong in this area. I have never experienced earlier the need to learn non-verbal form of communication.

The area I have rated high (9) is creating a setting where all the children “feel inclusion” because I decorate the class environment with images, posters and paintings of different cultures that give a positive ambience to the children and make use of different cultural themes to set a dress code for special events in the setting. The children can enjoy the various cultural knowledge and values. Moreover children enjoy my class and I have received no complain as yet in this regard.

References

Bolton, S., 2015. Fighting the new racism. Green Left Weekly, (1053), p.4.

Carter, D., 2013. Always almost modern: Australian print cultures and modernity. Australian Scholarly Publishing.

Forrest, J. and Dunn, K., 2013. Cultural diversity, racialisation and the experience of racism in rural Australia: the South Australian case. Journal of Rural Studies, 30, pp.1-9.

Goggin, G., Pertierra, A. and Andrejevic, M., 2015. What’s become of Australian Cultural Studies: The legacies of Graeme Turner. Cultural Studies,29(4), pp.491-502.

Johnston, J., 2015. The Colonial journals and the emergence of Australian literary culture [Book Review]. Southerly, 75(1), p.219.

Jonason, P.K., 2015. How “dark” personality traits and perceptions come together to predict racism in Australia. Personality and Individual Differences, 72, pp.47-51.

Nelson, J.K., 2013. Denial of racism and its implications for local action.Discourse & Society, 24(1), pp.89-109.

Paradies, Y., 2012, January. Towards anti-racism in Australia. In Notes of the Courage to Care Opening Exhibition (pp. 1-1). Westbourne Grammar School.