In the seminar we will play one of the possible ways to play the game, so you can experience how it works. Afterwards we can discuss the different possibilities to use the game in education.
1. Intro By Marian Peereboom
2. Enith Pereira will read the story of Roosevelt Thomas about the giraffe and elephant to you.
3. Christine van Duin will make some links with theory and give game
Information for the participants:
· competencies of diversity
· the story Giraffe and Elephant
* action options Roosevelt Thomas
* suggestions for rules of interaction
* information about the game caleidoscopia
There are two theoretical frameworks we want to introduce:
Underlying definition of Roosevelt Thomas: Diversity as any combination of individuals who are different in some ways and similar in others. R.T. invites us to give up to think in terms of the main group and the others. (in general the main group is in power, the others have to adapt or submit). He invites us to reciprocity.
A. Intersectional thinking on diversity or caleidoscopian thinking:
Which means diversity is multidimensional. In each situation the caleidoscoop can take another turn. Starting points are multi rather than monodimensionality, and ….and instead of either …or, equality and reciprocity.
You just heard the story of giraffe and elephant. I want to illustrate the caleidoscopian dimensions using the story.
- professional socialisation elephant and giraffe seem to have a similar professional outfit.
- social class seems more or less the same: belonging to the same neighbourhood.
- Social class: seems similar same neighbourhood, same profession, same school for children
- Phase of life, seem the same age because they were in the same parent teachers committee.
- Sex It seems evident that both are men
- Sexual orientation it seems like an evidence in this case that both have a woman and family with children
- Religion is not mentioned (we don’t know).
- Ethnicity: I propose in this case to connect ethnicity to the kind of animal they are. So there is a difference here
- Talent/handicap in this case the elephant coming in a place which is built for giraffes he meets his seize, weight and shape as a handicap (this could be different in a different situation for example if they meet in the street, turn of kaleidoscope)
- Blank card we could use it for seize, weight and shape
In this case the first cards seem the similarities in the first cards. these last three cards seem important in terms of dealing with differences. Because here we discover in this case the giraffe belonging to the main group, initially he organises some adaptations for the other, but ultimately the outsider, the newcomer has to change in seize, weight and shape (fundamental qualities of the elephant)
(Here you see how in social situation the question of what seems to evident or a “matter of course”= vanzelfsprekendheid is defined by the one who claims the evidence to be there, the one having the power.)
B. Roosevelt Thomas identified eight action options, ways that people and organizations typically respond to diversity. In this case the giraffe invites the elephant. Direction of inclusion. Affirmative action also by removing the panel from the door. Ultimately he asks the elephant to change himself in order to adapt to the situation. There the reciprocal perspective is out of sight.
We give these options for you to study further in case you want to research further.
Everybody gets 9 cards 8 dimensions and one blank card. Choose 3 dimensions which for you on this moment are most important. (You have 10 minutes in pairs to exchange what you found.)
Suggestion for behavioral rules of the game:
· Make clear what are the motives/arguments for your point of view
· Let everybody express their ideas without interupting
· Have respect for the opinion of others even if you have another opinion
· Try not to Judge about the ideas or opinions of others
· Take care not to hurt intentionally others with your opinions
· Listen actively to each other and make questions when you don’t understand
· You can ask questions, everybody has a right not to answer them.
· Give feedback out of care for the other. Discriminate between what is relevant for you and what for the other.
· Respect privacy rules and don’t bring the information up in another context.
Do you see this game as useful in developing and working at diversity competencies.