NOTE: This page is under construction as we move resources to this and related pages. For many more resources, please see the CCE Staff Page (shown below).
OUR FOUNDATION: PYD 101
We are a positive youth development program, first and foremost. These online modules and curriculum are provided through our partners at Act for Youth Center of Excellence and created in conjunction with the Risk and Thriving in Adolescence Program Work Team. They are essential, along with our 2-day training, to any programming in our 4-H and Healthy Living program.
Resources in Support of Social-Emotional Learning
Social-Emotional Toolkit (created by the Adolescent Risk and Thriving Program Work Team)
Ways of Being: A Model for Social & Emotional Learning (University of Minnesota Extension; brief)
Social and Emotional Learning in Practice: A Toolkit of Practical Strategies and Resources (U. of Minnesota Extension)
NYS 4-H and Cornell Cooperative Extension Resources
Diversity and Inclusion Definitions and Resources: Spirit of the Law
(from the CCE Staff Page, with thanks to Eduardo Gonzalez, Jr.)
Diversity is all the ways in which we are similar to and all the ways in which we differ from one another at both the individual and group level. While diversity includes race and gender it also includes other dimensions of identity such as gender, gender identity, social class, language, age, veteran status, mental & physical abilities, sexual orientation, geographic location, parental status, etc. Even people who appear the same outside are different.
Inclusion is the process of valuing all individuals and leveraging their diverse talent, not in spite of their differences, but because of them. Leveraging diversity requires an environment where people feel heard and supported to do their personal best. Diversity always exist in social systems, inclusion, on the other hand, must be created.
Building a House for Diversity
A wonderful resource for examing how organizational structures and climate impact leveraging diversity in the workplace is R. Roosevelt Thomas, Jr's fable, The Giraffe and the Elephant.
Evolving Language of Diversity
The language of diversity is one that is always evolving and changing as individuals and groups achieve deeper understanding, acceptance and empowerment. This evolving nature of language requires awareness, understanding and skill much in the same way as other areas of diversity competencies. Language provides a means for communication among and between individuals and groups. Language serves as a vehicle for expressing thoughts and feelings. And when it comes to diversity, language can be a bridge for building relationships, or a tool for creating and maintaining divisions across differences. Having a common language for talking about and across difference is essential for breaking down divisions and working towards achieving understanding and partnership. In developing a common language around diversity it is important that language be affirming and not about creating blame, guilt or pity.
Cultural competence is the ability of individual and organizations to work effectively across cultures in a way that acknowledges and respects the culture of the person or organization being served. Cultural competence is a developmental process that evolves over an extended period. Both individuals and organizations are at various levels of awareness, knowledge and skills along the cultural competence continuum. Cultural competence is a complex framework, and there is a tendency for systems and organizations to want a textbook solution, a quick fix, a recipe, or a “how to”, step-by-step approach. The complexity of achieving cultural competence does not allow for such an easy solution. The journey toward cultural competence requires the willingness to experience, learn from those experiences, and act.
The science of “unconscious bias” applies to how we perceive other people. A substantial body of evidence demonstrates that most people hold unconscious biases about groups of people. The human brain works by categorizing people, objects and events around us in order to quickly and efficiently organize and retrieve information. The tendency of our minds is to apply characteristics of groups (real or imagined) to our judgments about individual group members. Our brains make mistakes without us even knowing it. We’re all biased and becoming aware of our own biases will help us mitigate them in the workplace.
Leading in a Disability Inclusive Workforce Toolkit
Whether you know it or not, about one-in-five people you see around you has a disability. People with disabilities are the largest diversity population in our country, representing about 54 million people. People with disabilities are the single largest source of untapped talent in our country. Most are able to work, want to work and have the competence needed to be effective in the workplace. The number of people with disabilities in the Cornell University workforce is likely to increase in the future. Our population is aging and as we age we are more likely to acquire a disability. Better treatments enable more people with disabilities to work. Devices and technologies to assist workers with disabilities have become better and cheaper, enabling more people with disabilities to enter the workforce.
This resource is a meaningful starting point and reference point for a common language and approach to dialogue, information sharing and problem-solving. It is designed to introduce Extension professionals to current and evolving definitions and terms associated with diversity.
While transgender identity is typically included under the umbrella of Lesbian, Gay, Bisexual and Transgender(LGBT) identities, the range of ways in which individuals identify relative to gender are not related to sexual orientation. The resources linked above provide an overview of this rapidly evolving dimension of diversity, while providing an in-depth outline of the most current LGBT terms and definitions.
Questions regarding the use of public restrooms by individuals who are transgender or gender non-conforming are becoming more and more common with our system. This FAQ provides answers to some of the most common questions about equal access to public restrooms. Associations interested in developing local policies and practices may review Model Restroom Access Policies for examples of language and policies.
For more information or to request professional development, contact email@example.com.
White Privilege: Unpacking the Invisible Knapsack
Building a House for Diversity: The Giraffe and the Elephant
The Evolving Language of DiversityYouth Professionals, Afterschool Programs, and Combating Extremist Recruiting
The Netter Principles A Framework for Building Organizational Inclusion
LGBTQ+ Talking Points (created by NYS 4-H and CCE Educators as part of the inaugural Diversity, Equity, and Inclusion Cohort)
4-H Camp Practices for LGBTQ+ Inclusion FAQ
LGBT Resource Center
Inclusive Restrooms/Facilities Guide Cornell
Ally Up! Practice Effective Allyship
We have been inspired by various works, focusing recently on the work of Brene Brown and others. We offer this sampling as a guide.
You, Me, and Them: Experiencing Discrimination in America
RACE: The Power of an Illusion "...We hope this series can help clear away the biological underbrush and leave starkly visible the underlying social, economic, and political conditions that disproportionately channel advantages and opportunities to white people. Perhaps then we can shift the conversation from discussing diversity and respecting cultural difference to building a more just and equitable society." (PBS)
Preparing for Cultural Diversity, Resources for Teachers
Teaching Tolerance: Mix it Up Activities
White People documentary: Discussion Guide, Discussion Questions
EQUALITY VERSUS EQUITY
For commentary and other versions of this popular graphic:
To create your own version:
The 4Th Box: “While Equality vs. Equity can feel like a powerful “aha” moment for many, our experience with learners encountering this image is that it contains rather than unleashes important conversations. When presented with just these two boxes conversations repeatedly focus on familiar themes…”
AMERICA BY THE NUMBERS: Behind every number, there’s a story.
America by the Numbers is the first PBS documentary series to focus on the dramatic demographic shifts currently taking place in this country. As we explore underreported stories from every corner of the nation, we reveal the human face of the biggest population change in U.S. history. The new American mainstream—the growing number of Asians, Latinos, African Americans, mixed race, immigrants, women, youth, and LGBT—is influencing elections, culture, commerce, and every facet of contemporary life. We investigate these dynamic developments using infographics, statistical analysis, in-depth reporting, and compelling storytelling with anchor and executive producer Maria Hinojosa.
Recommendations: This is merely the beginning of a developing library of supplemental resources to support our work. They are valuable as stand-alone resources, though we offer them with the strong encouragement of more organized and focused explorations of diversity and inclusion. These are a few suggestions that may help you on your path, though no one resource nor one set of lists will capture the breadth and depth of our shared experience.